SayPro Human Capital Capacity Building Management Procedure

Document Code: SayProP546
Approved By: Neftaly Malatjie, Chief Executive Officer
Last Reviewed: 18 January 2025
Next Review Date: 18 June 2025

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1. Overview

SayPro is committed to enhancing the skills, knowledge, and competencies of its employees and stakeholders through structured capacity-building initiatives. This procedure outlines the approach to developing, implementing, and evaluating capacity-building programs within SayPro to ensure workforce growth and organizational excellence.

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2. Objectives

• To foster continuous learning and development among SayPro employees.
• To strengthen SayPro’s workforce through skill enhancement, training, and knowledge-sharing.
• To align capacity-building programs with SayPro’s strategic goals and operational needs.
• To measure and assess the impact of capacity-building initiatives.

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3. Scope

This procedure applies to:

• All SayPro employees, including full-time, part-time, and contract staff.
• SayPro trainers, mentors, and facilitators involved in capacity-building programs.
• SayPro departments responsible for employee development and training.

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4. Capacity Building Framework

SayPro’s capacity-building strategy follows a structured approach to ensure efficiency and effectiveness:

4.1 Needs Assessment

• Identify capacity gaps through performance reviews, employee feedback, and business requirements.
• Conduct skill audits and competency assessments.
• Gather input from SayPro management and employees on training needs.

4.2 Program Development

• Design capacity-building programs based on identified needs.
• Develop training materials, workshops, and e-learning courses.
• Identify internal or external trainers and facilitators.

4.3 Implementation

• Schedule training sessions, workshops, and mentorship programs.
• Provide access to learning resources, tools, and platforms.
• Ensure employee participation through internal communication and engagement strategies.

4.4 Monitoring and Evaluation

• Track attendance and engagement in capacity-building activities.
• Assess knowledge retention through post-training assessments and feedback surveys.
• Evaluate the effectiveness of programs through performance improvements and business impact.

4.5 Continuous Improvement

• Review training outcomes and employee development progress.
• Update training programs to align with new industry trends and organizational goals.
• Encourage feedback from participants and stakeholders.

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5. Procedure for Capacity Building Implementation

5.1 Identifying Training Needs

1. Managers and Human Capital teams identify training gaps through performance evaluations and feedback mechanisms.
2. Employees can submit training requests through the Training Request Form (SayProF546-01).
3. The SayPro Training Committee reviews requests and prioritizes programs based on business needs.

5.2 Developing Capacity-Building Programs

1. Training content is developed in collaboration with subject matter experts.
2. Programs are designed for different learning formats, including online, in-person, and blended learning.
3. Learning materials are reviewed for relevance and effectiveness before implementation.

5.3 Delivering Training Programs

1. Capacity-building sessions are scheduled, and invitations are sent to participants.
2. Facilitators conduct training using interactive methods, case studies, and practical exercises.
3. Employees receive training materials, access to e-learning platforms, and mentorship support.

5.4 Monitoring and Evaluation

1. Participants complete feedback forms and knowledge assessments post-training.
2. Performance reviews are conducted to measure skill application in the workplace.
3. Training effectiveness reports are prepared and reviewed by SayPro Human Capital.

5.5 Updating Capacity-Building Strategies

1. Training programs are periodically updated to reflect new skills and industry trends.
2. SayPro leadership and the Training Committee provide recommendations for improvement.
3. Lessons learned from previous programs are incorporated into future training plans.

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6. Roles and Responsibilities

• SayPro Human Capital Department:
  • Identifies skill gaps and training needs.
  • Develops, implements, and monitors training programs.
  • Evaluates program effectiveness and recommends improvements.
• SayPro Employees:
  • Participate actively in capacity-building initiatives.
  • Apply acquired knowledge and skills in their roles.
  • Provide feedback on training effectiveness.
• SayPro Managers and Supervisors:
  • Support employee development by facilitating training participation.
  • Identify team-specific training needs.
  • Encourage continuous learning and skill application.
• SayPro Training Facilitators:
  • Deliver quality training programs aligned with SayPro’s objectives.
  • Assess participant engagement and knowledge retention.
  • Update learning materials as needed.

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7. Templates and Documents

• Training Request Form (SayProF546-01)
• Capacity Building Evaluation Form (SayProF546-02)
• Training Attendance Register (SayProD546-03)
• Post-Training Feedback Survey (SayProF546-04)

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8. Compliance and Review

• This procedure aligns with SayPro’s commitment to professional development and workforce excellence.
• All capacity-building initiatives must comply with SayPro’s Human Capital Policies and Procedures.
• The procedure will be reviewed every six months to ensure alignment with SayPro’s strategic objectives.

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9. FAQs

Q1: Who can request training under SayPro’s Capacity Building Program?

A: All SayPro employees, managers, and supervisors can request training by submitting a Training Request Form (SayProF546-01).

Q2: How often does SayPro update its training programs?

A: Training programs are reviewed and updated regularly to reflect emerging skills and industry needs.

Q3: Is participation in capacity-building programs mandatory?

A: While some training programs are optional, others (such as compliance or role-specific training) may be mandatory for employees.

Q4: How can employees track their training progress?

A: Employees can access their training records through the SayPro Learning Management System (LMS).

Q5: What happens if an employee cannot attend a scheduled training session?

A: Employees should inform their managers in advance and reschedule their participation for the next available session.

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Approved By:
Neftaly Malatjie
Chief Executive Officer