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On-the-job learning (Learnerships)
Exposure to programmes, seminars, literature, etc alone cannot build skills and experience. In order to become a practitioner learners will have to be exposed to actual transactional work, i.e. working with real clients and their real problems. |
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Bigger Fund Managers, other financiers and organisations that provide business advice to SMEs are able to have new practitioners work under the supervision and guidance of Experienced Practitioners, but smaller firms cannot offer this.
Optima structures on-the-job learning programmes, ensuring that new practitioners, from both large and small firms, are exposed to the full spectrum of responsibilities and challenges required.
This structured process will reduce the time and risks involved with learning.
Structured on-the-job learning (Learnerships) are inherently part of the career-linked programmes but differ from the latter in the following main ways:
- A career-linked programme combines a series of workshops and activities, including on-the-job Learnerships.
- Career-linked programmes are generic across organisations, and Learnerships are likely to be organisation specific
- Career-linked programmes are developed for occupation groups where the numbers would justify the development work and costs. Learnerships are developed for groups that are too small to justify a career-linked programme and where there are still enough candidates that need to be exposed to similar information.
- Typical examples are the IT and Finance Departments of organisations. Each new person joining an organisation in the Finance Department for example will have to be exposed to that organisation’s processes, practices and requirements. Structuring a Learnership will save time that would otherwise be required to train several people individually.
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