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
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.
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.
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.
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.
5. Procedure for Capacity Building Implementation
5.1 Identifying Training Needs
- Managers and Human Capital teams identify training gaps through performance evaluations and feedback mechanisms.
- Employees can submit training requests through the Training Request Form (SayProF546-01).
- The SayPro Training Committee reviews requests and prioritizes programs based on business needs.
5.2 Developing Capacity-Building Programs
- Training content is developed in collaboration with subject matter experts.
- Programs are designed for different learning formats, including online, in-person, and blended learning.
- Learning materials are reviewed for relevance and effectiveness before implementation.
5.3 Delivering Training Programs
- Capacity-building sessions are scheduled, and invitations are sent to participants.
- Facilitators conduct training using interactive methods, case studies, and practical exercises.
- Employees receive training materials, access to e-learning platforms, and mentorship support.
5.4 Monitoring and Evaluation
- Participants complete feedback forms and knowledge assessments post-training.
- Performance reviews are conducted to measure skill application in the workplace.
- Training effectiveness reports are prepared and reviewed by SayPro Human Capital.
5.5 Updating Capacity-Building Strategies
- Training programs are periodically updated to reflect new skills and industry trends.
- SayPro leadership and the Training Committee provide recommendations for improvement.
- Lessons learned from previous programs are incorporated into future training plans.
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.
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)
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.
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.
Approved By:
Neftaly Malatjie
Chief Executive Officer