The Criterion
Referenced Consulting Network
Our Products
We have used our tried and tested
processes and methodologies as a basis for the products that we mostly use in a
customised way during process consulting, project team facilitation, and
capacity building interventions.
Our products include courses,
workshops, and publications.
Courses:
FACILITATED
E-LEARNING: IMPROVED PERFORMANCE AND LEARNING - To support advisors and
leaders who work with people, across the world, also those in more
geographically isolated areas, to develop a sound foundation in planning the
improvement of their people’s performance and development against standards and
for them to receive recognition for their capacity to do so, nationally and
internationally. Integrating methodologies from Criterion Referenced,
Performance Improvement (ISPI), International and National Qualifications and
Standards.
ETD ADDICT – Analysis, Design,
Development, and Planning the Implementation of Training, Education, and
Development – based on the initial CRI course with modification to incorporate
the latest National Qualifications Framework requirements and the Human Performance
Improvement elements.
Workshops / Process consulting -
applying the Bellis-Theron Methodologies: Overview
Publications:
Books and articles on various subjects published over the years e.g.:
Skills Development – A Practitioner’s
Guide to SAQA, the NQF and the Skills Development Acts: Ian Bellis -
Second Edition published in 2001 by Knowledge Resources ISBN 1-874997-73-X
For more
detail information about any of these products, please contact us at atheron@crcn.co.za
Workshops / Process consulting - applying the
Bellis-Theron Methodologies:
OVERVIEW OF OUR HUMAN RESOURCE DEVELOPMENT AND PERFORMANCE IMPROVEMENT WORKSHOPS
THE BELLIS-THERON METHODOLOGIES ARE USED AS THE BASIS
FOR THESE INTERVENTIONS.
INDEX:
1. HRD Strategic Planning and
Co-ordination Workshops:
1.1 HRD Study School: Quality Strategies for Outcomes-based (OB)
HRD/ETD
1.2 Appreciating HRD
Methodologies applied by BTM and the NQF
1.3 Supervising and
Integrating Outcomes-based (OB) HRD Systems
1.5 Establishing HRD Policies
and Procedures
1.6 Evaluating the effectiveness
of ETD in your organisation
1.7 OB Analysis for Subject
Matter Specialists to contribute to HRD/ETD
1.8 A foundation for Human
Resource Management and Development
1.9 Confirming Line
Management’s acceptance of HRD Products and Processes
2. Recruitment & Selection (R&S)
Workshops:
Applying the Outcomes based approach to enhance
recruitment and selection processes
3. ETD Practitioner Development
Workshops:
3.1 Needs Analyses on
Performance Improvement and ETD requirements
3.2 Competency Profiling
Techniques
3.3 Design and Develop
Outcomes-based (OB) ETD Programmes – ADDICT
3.4 Facilitation / Education
/ Instruction and Implementation of OB ETD
3.5 OB Critique and upgrade
existing ETD Materials
3.6 OB Assessment Processes
and Techniques
3.7 Specialised Learning and
Teaching Strategies, Methods and Media
3.8 Learning to Learn
Strategies
3.9 Analytical / Critical
Thinking
4. National Qualification System
Alignment Workshops:
4.2 Developing SETAs and
Learnerships
4.3 Developing Skills Plans –
Organisational and Sector
4.4 NQF Directed Standards
Generation
4.5 Learnership Design and
Implementation Strategies
4.6 Developing your ETD
Provider Business in SA 2000
4.7 Implementing Recognition
of Prior Learning (RPL)
1.HRD Strategic Planning and Co-ordination Workshops:
1.1
HRD Study School :
Quality Strategies for Outcomes-based (OB )
HRD/ETD
Establishing a consistent frame of reference for outcomes-based systems of learning aligned with current national ETD quality initiatives
Purpose:
To equip the leadership of the Human Resources function within the enterprise to evaluate and refine its HRD strategies against fundamental principles of learning and the demands of current HRD best practice, related legislation and national initiatives.
1.2 Appreciating HRD Methodologies applied by BTM and the NQF
Purpose:
To equip HRD/ETD Practitioners within the enterprise to understand and evaluate the potential of BTM methodologies for meeting the needs of practitioners and the specific enterprise.
1.3
Supervising
and Integrating Outcomes-based (OB ) HRD
Systems
Purpose:
To equip the supervisors and co-ordinators of HRD within the enterprise to plan the practical control and integration of all HRD/ETD interventions and systems
1.4
Improving
Work Performance through a Partnership of OB
Performance Support Practitioners and Line Management
1.5 Establishing HRD Policies and Procedures
Purpose:
To equip the leadership of an enterprise and HR specialists to manage the process of policymaking taking into account the HRD and broader HR implications.
1.6 Evaluating the effectiveness of ETD in your organisation
Purpose:
To equip the HR function leadership of the enterprise to plan and implement comprehensive evaluations of all the HRD outputs, processes, resources and its contribution to the enterprise success.
1.7 OB Analysis for Subject Matter Specialists to contribute to HRD/ETD
Purpose:
To equip Subject Matter Experts (SME) within an enterprise or those who are participating in HRD projects to analyse their specialist subject in order to contribute to and verify the analysis, design, development, implementation and control of HRD programs
1.8 A foundation for Human Resource Management and Development
Purpose:
To equip Line Management as well as HR Specialists to build a partnership for the joint responsibility they have to unlock the potential within the employees of the enterprise and to build the foundation for each partner's further development in HR matters.
1.9 Confirming Line Management’s acceptance of HRD Products and Processes
Purpose:
To equip Line Management as well as HR Specialists to confirm their understanding of HRD methodologies and processes applied and its links to e.g. Work Design, in order to critique the service and products provided by HRD Specialists.
2.Recruitment & Selection (R&S) Workshops:
Applying the Outcomes based approach to enhance recruitment and selection processes.
3.ETD Practitioner Development Workshops:
3.1 Needs Analyses on Performance Improvement and ETD requirements
Purpose:
To equip ETD Practitioners within an enterprise to conduct comprehensive needs analyses on performance improvement and ETD requirements.
3.2 Competency Profiling Techniques
Purpose:
To equip ETD Practitioners within an enterprise to perform appropriate competency profiling on roles and focus areas such that the profiling contributes a range of HR processes as required by the enterprise.
3.3
Design
and Develop Outcomes-based (OB ) ETD Programmes
– ADDICT
Purpose:
To equip ETD Practitioners specifically ETD Programme Developers within an enterprise to develop from scratch Outcomes-based Learning Programmes, analysing unique needs of learners and demands of work output and designing learning opportunities to suite specific learner groups.
3.4
Facilitation
/ Education / Instruction and Implementation of OB
ETD
Purpose:
To equip ETD Practitioners specifically ETD Instructors, Presenters and Educators to facilitate learning within outcomes-based and NQF directed learning principles and related programmes.
3.5 OB Critique and upgrade existing ETD Materials
Purpose:
To equip ETD Practitioners specifically ETD Programme Developers within an enterprise to upgrade existing ETD programmes to new standards where resources are limited or where analysing from scratch is not appropriate.
3.6
OB Assessment Processes and Techniques
Purpose:
To equip ETD Practitioners specifically Assessors within an enterprise to conduct assessments aligned with outcomes-based and NQF directed requirements.
3.7 Specialised Learning and Teaching Strategies, Methods and Media
Purpose:
To equip ETD Practitioners specifically ETD Developers to create or enhance the specialised learning and teaching events that requires very specific media and methods to take full advantage of e.g. technology or complex human interaction.
3.8 Learning to Learn Strategies
Purpose:
To equip ETD Practitioners and learners to value the impact of personal learning styles and strategies and to equip them with the skills needed to successfully learn in any context as well as making best use of opportunities in outcomes-based learning programmes and strive for life long learning.
3.9 Analytical / Critical Thinking
Purpose:
To equip individuals and employees of an enterprise, who specifically have to contribute to creative design and facilitation of growth processes on a variety of fronts, to consciously build their capacity to apply thinking as a skill.
4.National Qualification System Alignment Workshops:
4.1 Conference: Training and Development – the new legislation – strategies and practice for growth and survival
Purpose:
To equip the leaders of an enterprise with practical business strategies for growth and survival in the context of HR related economic imperatives, new legal demands and of education, training and development best practice.
4.2 Developing SETAs and Learnerships
Purpose:
To equip the leaders of an enterprise, of Economic Sectors and Government with practical strategies for growing the capacity of SETA personnel and participants to deliver the service required of them by their constituencies and to promote and manage Learnerships.
4.3 Developing Skills Plans – Organisational and Sector
Purpose:
To equip the leaders of an enterprise, of Economic Sectors and Government with practical strategies for preparing and managing the implementation of Skills Plans as required by legislation and appropriate to the development stage of the organisation and national frameworks.
4.4 NQF Directed Standards Generation
Purpose:
To equip HRD and SME employees within an enterprise, or from Sector or Industry NSB, SGB and SGAs who participate in standard generation initiatives with the analysis and standard generation skills to contribute on national as well as internal organisational levels.
4.5 Learnership Design and Implementation Strategies
Purpose:
To equip ETD practitioners within an enterprise, or from Sector or Industry Learnership generation teams who participate in the design and implementation of Learnerships to realise its full potential for integrating education-training-development and work experience.
4.6 Developing your ETD Provider Business in SA 2000
Purpose:
To equip ETD Providers and ETD Departments within enterprises to position themselves successfully as accredited providers to clients within the changing legal and methodological context of HRD in South Africa.
4.7 Implementing Recognition of Prior Learning (RPL)
Purpose:
To equip ETD practitioners within an enterprise, or from Sector or Industry project teams, who participate in the design and implementation of Recognition for Prior Learning (RPL) programmes.
Last revised date 11/21/2005