Improving Productivity: Strategies and Benefits

This article discusses the importance of productivity in organizations and provides strategies for improving it. It also explores the benefits of increased productivity, such as higher profits, improved morale, and increased share value. The article covers topics such as individual and group-based financial reward systems, non-financial rewards, and goal alignment models. It also includes a section on measuring productivity and developing a productivity improvement program. Course code, course name, and college/university are not mentioned.

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EXERCISE CALLIOPE
Today, it is said, improvement of productivity is one of the most essential management
priorities
One of the most significant aspects of management is prioritizations in the modern world.
The manager should prioritize productivity by motivating the team to operate on most key urgent
tasks and finish them on priority. The management should train the teams on how to manage
tasks and addition of their priority. The teams must adhere and motivated in order to produce
better results on a given timeline for great achievements of targets (Rice 2013). Productivity
increases the overall efficiency of management in a particular organioztion.it enables the
management to utilize all available resources in an effective and efficient manner. The
management should be aware that the more the products the company make the lower the
overhead hence increased profitability. In the modern world, the management put productivity on
the first priority since it increases confidence of local and foreign investors in the company. In
addition, it leads to increment of share value of the firm thus building a business image of good
will. Similarly, a company can share a part of its high profits with the workers due to enhanced
production. This boost the morale of the workers as they get more satisfied on the job which in
turn tends to increase their working efficiency. This leads to the success of the firm due to high
productivity levels (Rice 2013).
“Improvement of productivity is a national responsibility and not the responsibility of
individual organizations only.”
Increase in productivity is deemed as a national responsibility and not an individual
organization responsibility. Team work is a key aspect in improvement of productivity in the
nation. Different market players for example the government agencies, culture of a society,
individual customers, investors, management, distributors and suppliers work together in order to
increase the productivity of all the organizations. By doing this, it will benefit the entire single
organizations since productivity culture will have been instilled among the workers. Making it a
national responsibility is efficient since skills, knowledge and technological advancements are
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diversified creating a conducive environment for production in the companies. The befits
acquired from the individual companies together raises the economy of the entire nation.
EXERCISE CLIO
What is meant by productivity?
Productivity involve several measures of production efficiency. It refers to the ratio of
output to input that are utilized during the production process of the company. It is a critical
factor in production increased performance of firms since it raises the living standards of people.
Productivity is equal to profitability.” Is this true? Discuss
Yes. Productivity growth enables the company to be more profitable. The level of
productivity in affirm should be proportionate to the profitability level. The more the firm invests
in productivity the more the profits expected (Raza et al 2014)A firm should increase its
production in the market by modifying, diversifying and introducing new products in order to
increase the sales volume to acquire more profits returns.
Improvement of productivity will lead to a decrease in job opportunities available,
Improvement in productivity will lead to lowering of job opportunities existing in the
company. This is because as productivity increase the level of technology advances thus
lowering the need for manual work that could be carried out by employees (Rice 2013).
Productivity also makes the firm reluctant from hiring new employees since they are satisfied on
their current performance.
Productivity applies to a factory environment and not to, for example administrative
offices.”  “Productivity is only to the advantage of management
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It applies to a factory environment because in such company’s different employees are sued to
produce tangible products taken to the market. It involves factory inputs that are utilized to
produce efficient factory outputs as end products.
Productivity is only to the advantage of management.
Productivity not only benefits the management but also other key players in the market
including, employees, customers, the government agencies and the entire nation. Employees
benefit from productivity through job satisfaction on profit gain sharing as they acquire bonuses
from the firm. Consumers benefit from increased quality products and continuous supply thus
they are able to acquire efficient goods and services all time. The government benefits from taxes
levied which in turn raises the economy of the entire nation.
Productivity programmes interfere with normal work activities and, as such, are an
additional burden to worker
Yes, productivity programmers are additional activities added on the normal routine that
requires only the hardworking employees to benefit from them. Some therefore find these
programs an additional burden from their normal delegated duties (Raza et al 2014).
Productivity is management’s counter-offensive against trade unions.
Its evident that unionized organizations are more productive than those organizations which are
nonunionized. Researchers argue that trade unions usually exert high pressure on salaries,
bonuses and wages. This makes the manager to increase capital intensity. However, trade unions
oppose the adoption of new trends in technology. They can make employees to cease working
and engagement in sabotage. These strikes and go slows reduce the productivity of the firm.
Thus high organization productivity is the only counter-offensive measure to avoid trade union
implications regarding prevention of disruptions in workflow and firm operations. Improved
productivity makes the management to have a good working relationship with the employees
thus reducing chances of trade union interruptions.
Improvement of productivity means working longer hours
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Yes, it means working extra hours by putting extra efforts in the completing the daily
tasks. This is done in accordance to the increased demand for productivity and the need to
achieve the goals of the organization by all means. Thus employees have to work extra hours so
that they can make a huge significance difference.
Management makes it difficult to improve productivity
Good mangers should use their skills and knowledge in training and initiating strategies
and policies required for the improvement of productivity. This hard work will make the firm
achieve its goals without much difficulty.
Government makes it difficult to improve productivity
The government might make laws and regulations for example some regulation policies
that make it difficult for the firm to improve its productivity in such conditions (Arvanitis & Loukis
2009). Also during politics, companies suffer immensely since investment is barred. However, the
government improves productivity by providing incentives and funds to the firms and creating
conducive terms of operations.
Competitors make it difficult to improve productivity
Rivals in the market often makes it hard for certain company to produce effectively.
Since competitor deals with similar products in the market it makes efforts to discredit the
products of the initial company in the market so that it can control a wider market share.
Competition is an inhibiting factor that prevents effective productivity from taking place.
Productivity cannot be measured objectively.
This statement is true because, in certainity, we have no way of reasonably measuring the
productivity of organizations. In simple terms, productivity is something that individuals
determine by viewing the input and output of an activity. Since we cannot measure output, thus
we cannot measure productivity objectively. Based on a teamwork setting, it’s hard to figure out
the contribution of each individual in that team.
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EXERCISE EUTERPE
Do you believe that higher salaries or bonuses can increase productivity? Please motivate
your reply
Yes, I believe so. High salaries and bonuses are efficient in increasing the productivity
levels of the company. When employees receive the bonuses, they are motivating to do even
more extra efforts in order to continue acquiring bonuses. Higher salaries and bonuses raises the
living standards employees increasing their job satisfaction. The intern raises their spirit in
striving harder to improve the productivity.
Does the personnel merit system work as a motivator and does it lead to improved
productivity?
Yes, the merit system is important as it evaluates the employee’s performance and rewards them,
based on merit. This creates a spirit or culture of hard work made by employees in improving
their efforts needed to carrying out productivity activities. It is not fair for the workers who
perform highly not to be rewarded. This concept also ensures other workers to make extra efforts
so that they can also receive rewards.
How and what kind of non-financial rewards can improve productivity
Offering leadership opportunities. Employees and managers understand their roles used
to strive to produce. Offering guidance in a project is important as its instills value in leadership
and effort thus increasing productivity (Arvanitis & Loukis 2009).
Giving employees the recognition they deserve. This kind should enable the workers to realize
and feel appreciated giving a sense of pride and ownership over their job. Thus they will put
more efforts to acquire accolades and praise from management thus improving productivity.
Autonomy and responsibility. The managers improve this sense by offering workers more
meaningful tasks and responsibilities to have high impact on the business making him to feel
more connected to the company. This enables them to have a space and license to opinion and
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ideas without fear of being ignored. This enables proper team feedback thus increased
productivity.
Which of an individual-based as opposed to a group-based financial reward system will
yield better results and why
Bonus incentives compensation programs (Arvanitis & Loukis 2009). The role of providence
of incentives is to actually motivate the individual workers and engage them to propel the
business outcomes and reward thus differentiating employees fairly in accordance to the value
they have created to the company. Firms install sales performance management approach that is
aimed to track worker performance. This individual based reward system Is therefore more
efficient to use in this case.
Distribute gain sharing economy such that it will promote productivity?
Gain sharing company measures overall performance through use of a predetermined
formula sharing the savings with worker. The company actual performance is in comparison with
its baseline company in identifying the amount gained. This gives the workers a chance to earn a
relative gainsharing bonus. These gains therefore should be distributed basically on a monthly or
quarterly basis. The gain should be distributed according to the basis of individual’s employee
percentage efforts and performance ratio measure. It should be done by taking in to account the
productivity, customer service and quality of work completed by the employees of the firm.
EXERCSE MELPOMENE
Measuring productivity in my organization
An importance of productivity is the continued economic growth and development in the
globe. Thus there exist little knowledge about measuring and management of productivity. Part
of the challenge may be in unit analysis that an organization applies to measure productivity and
recognize the complex issue regarding the relationship between productivity of an individual
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employee and the overall performance of the company (Arvanitis & Loukis 2009). Only by
understanding the individual level of productivity can theorist and researchers be able to design
theories and models with synergies occurring when workers are grouped into work teams,
organization departments, nature, structures and the entire economies of scale systematic
approach. It is significant to focus on the outset that considers individual productivity measures
as it provides a myopic overview of the nature of the organization. Productivity interacts closely
with other domains of a company including, worker’s performance, financial controls,
innovation skills and efficiency of competition.
The aim of the measurement system is to very important in determination of particular
measures to be designed. For instance, if the measures are for planning and control purposes, the
inputs and outputs into the measures might be estimated figures that offer guidance for
anticipated future capacity. If the measures installed are used for the purpose of worker
evaluation technique resulting to bonuses, layoffs and salary raises, inputs and outputs provided
must be precise and accurate for shorter periods of time.
EXERCISE ERATO
Goal alignment model
At the company level, top level managers will coordinate operations, allocate available
resources and make informed decisions in order to optimize performance level as directed on the
measurement system. At each level of evaluation, productivity measures should be chosen in a
way that total performance of the unit focus on the goals of the other higher level. The goal
alignment model indicates that individual companies, groups and units are not often goal
propelled, but measurement driven (Cummings & Worley 2014). A company established and
communicates the expected goals and objectives of a project and then go ahead and design and
implement measurement systems that can be optimized only by performance that results to goal
accomplishment, Organizations are not ideal thus the level at which they can achieve set targets
and design n efficient productivity measurement systems will indicate their survival and success
chances.
Designing productivity servo system model
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This model seeks to provide a normative model that indicates the relation of different
factors affecting overall worker performance. In this particular model the term performance
would be used to describe productivity and other job related factors. Individual worker
performance is viewed as the key point of this model as organization factors either influence the
employee’s performance directly or indirectly.
Elements
Employees performance results to measures of performance and methods of data set
collection. These data leads to several positive rewards which influences employee job
satisfaction. The mental and physical energy of employee is directed towards improvement of the
process that are diversified by the existing organization systems (Raza et al 2014). This model
should be incorporated by the company since its purpose is to ensure understanding and
evaluation of employee performance towards measuring the level of productivity experienced in
the entire company. It provides a conceptual framework for offering current knowledge and
skills by coordinating efforts used to acquire high level of productivity measurements.
Developing a productivity Improvement programmer for PP
After establishing the measurement model used by PP company, standards and reporting
software should be designed so that they can facilitate changer for the better. This will involve
positioning of end users, employees and managers to increase the ability to make important
improvements on productivity (Cummings & Worley 2014). Due to the validation of standards for
each level of productivity, the management requires to work closely with all existing associates,
assuring that they completely understand how the standards were developed and the reporting
process designed to enable the right model and program to be utilized. The implementation of the
programs takes pace over a certain period specifically several weeks, with anticipation of
achieving 100% performance level; by the end of the intended period of time.
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Fig 1.1. Implementation program curve
Typical, this illustration indicates a curve for the improvement implementation of a
standard program. The dashed line shows an estimated rate of anticipated improvement across a
nine-week period of time. The accurate rate of improvement will vary for each line but requires
to be ultimately planned and instruction communicated in order for all employees to understand
and get involved in the program. Success of the organization Is enhanced by ensuring that the
expectations set are clear and precise (Raza et al 2014).
Fig1.2 Performance levels based on productivity
During the process of productivity improvement programs some companies have made
other significant discoveries (Cummings & Worley 2014). It is crucial to coordinate several or
multiple observations with all associates of the company in each level of work in order to
maximize on implementing productivity improvement programs. The managers should put a
great deal of emphasis on training associates as related to interpretation and utilization of
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planning and balancing dataset contributing to immense benefits. All time communication is also
a vital element to be emphasized on. (Raza et al 2014). This takes the form of focusing on real
time feedback on performance and more active participation in the making of key decision
required for high productivity. It is evident that as workers take in to account serious
performance, the quality of products and services rise along with the overall productivity.
Individuals are focused extensively on their work thus fair and objective documented concepts
should be employed in increasing performance programming which in turn will lead to high
levels of productivity in the entire company and nation.
EXERCISE 1
ETQA
1.List the main criteria that you feel the provider should meet to be accredited as a training
provide
1. Based on units of competency
2. Criteria based on qualifications framework
3. Assessment criteria guideline
4. Conduct an environmental plan to acquire company intelligence of the existing skills and
training requirements
5. Development of a continuous improvement plan that enable training packages conform to
the provide skill requirements
6. Undertaking quality assurance operations
7. Adopting endorsement of the training package under review
8. Criteria based on revising package on the national register firm
9. Criteria based on companion volume implementation guideline
10.Total Quality Management criteria
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EXERCISE 2
How would you feel about this approach? Discuss and list the advantages and
disadvantages of the approach and decide if you would support the proposal or not.
Advantages
This approach enables complete satisfaction of the needs and capacity of various strategic
business.
Promotes moderation of result based assessments to increase on quality
It enables learner to gain important experiences
Disadvantages
Ineffective since learners never submit portfolios and do not spend free time efficiently.
Guidance and support is not sought by learners hence this approach will face difficulty
Affected by distance constraints and time limits.
Personally I feel that this approach is very crucial and significant to better things in future and
contributes to much benefits to the learners. Thus I support the approach and ought to be
approved with immediate effect.
EXERCISE 3
1.Do you think the quality-assurance systems in your organization are effective and
efficient?
Based on my own experience, I think quality assurance systems in the company is both
effective and efficient. This is because it increases customer satisfaction. Quality assurance is
effective in improving the quality of products raising consumer satisfaction.
Time efficiency
Quality assurance team can decrease the amount of inspections required in a processing
organization
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Improved employee morale. A company using the system enables higher morale in an
organization. It involves employees and stakeholders in the success of the organization thus
results to high turnover among the employees.
2. Do the different training institutions in your organization define quality assurance in
training the same?
NO. Training institutions in my organization that offer training activities in quality assurance are
not similar because all have a different criteria composed of different skills. Their nature is quite
not the same since they use distinct models, methods, rules and policies during the training
process. Also the trainers are different which makes them to have different objectives and goals.
3. Who is responsible for evaluating quality of training in your organization
Quality assurance manager
4. What should the quality-assurance structure in your organization look like? Please
motivate your suggestion.
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5. Should your organization adopt a TQM or a CTS model
My organization should adopt a Total Quality management model
Fig 1.3. TQM model
This is because it enables employees to be mainly focused on the quality of products
rather than the quantity of the products. It involves high effort of both top level management and
also the workers of a company to enhance effective strategies and policies in order to formulate
high quality products (Cummings & Worley 2014). This goes hand in hand with consumer
satisfaction.TQM model depicts that customer feedbacks and anticipations are more essential and
effective when implementing ideas and strategies to maintain high quality products than the
existing rivals in the market leading to high revenues and profitability ration in the company. My
organization should specifically employ ISO quality management standard TQM model.
6.List the deficiencies that you feel are present in the quality-assurance model or procedure
in use by your organization.
Difficulty to achieving an organization-wide commitment to the high quality improvement
Challenged by lack of efforts and resources
7. How should training institutions be involved in the quality-assurance process?
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. Training institutions impart knowledge and skills required to diversify Total Quality
management model. The skills acquired through training is important in producing high quality
goods that increases customer satisfaction.
8. How should HR Management sections be involved in the quality-assurance process?
HR managers hire the correct personnel with the necessary skills required for the job in order
utilize the employee’s skills in providing quality services (Tohidi 2011).
9. How should learners be involved in the quality-assurance process?
Learners contribute to this dimension by taking part in research activities required to
build strategies and policies for the improvement of TQM model
10. How should evidence of quality training be gathered in training institutions?
Relevant information and evidence should be collected through the following means;
 Questionnaires
 Interviews
 Online periodicals
 Journals and articles
11.Importance of international competitiveness
Competition is very important in quality assurance. This is because firms strive and work
hard in order to produce superior and top quality products so that the customers can chose their
goods over their rivals (Tohidi 2011). This increase the productivity of the firm when customers are
satisfying with the existing standards of their products. Customers are able to buy in impulse
levels making the firm control a wide share of the market. This leads to increased sales volume
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and profits. Competitiveness also enhance building of the company’s quality image of good will.
It also instills good business ethics in producing quality goods.
12.Does the quality-assurance policy and processes in your organization provide for ethos
in the evaluation of quality training?
Yes
13. Do you think your organization has the capacity to do quality-assurance of training?
Yes. This is because it has large capacity of skills and resources available for training purposes.
It also has the correct personnel required to training other employees.
14. Do you think your organization’s training institutions should be part of the national
quality-assurance system?
YES. This is because my organization training institutions trains various personnel and imparts
different knowledge and skills that match the national standards. Also My organization has the
capacity to train personnel who can fit other international companies to contribute to national
economic development.
EXERCISE 4
Break the main criteria into a number of lower level yardsticks that can be used to evaluate
the quality-assurance policy and processes of private providers against
Main criteria Lower level yardstick
1 Quality-assurance Ensuring the provider of learning and assessment
knows and understands the resources necessary to
achieve the required standard and qualification.
2 Quality audits Regularly monitor and report on the effectiveness
of learning and assessment activities.
3 Quality control Quality management of systems. Identification of
processes and outlining the necessary procedures
that ensures implementation of quality
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management organization through QM processes
and QM procedures
4 Enhancing efficiency Set goals for each objective that present
improvement on previously achieved goals and
also report progress on the goals that have been
identified.
5 Customer care Regularly assess the existing consumer
satisfaction, provide detailed reports on the same
and identify where various expectations and needs
have not been met or satisfied.
Formulate questions
1. What quality assurance testing tools should a trainer recommend, utilize, and why?
2. How would a trainer bring down the existing deficiencies in quality assurance projects?
3. What are the strategies to be employed ensuring efficient customer care?
4. What are the existing policies to be undertaken in improving the efficiency?
5. What are the methods or models to be designed in quality control?
Chapter 1
Reflective exercise 1-1. Discuss what is meant by RPL and what it can be used for
Recognition of the prior learning also known as the RPL is the idea or the process of identifying
the knowledge and the skills against the appropriate qualification which can be through the
identification, the issue of meditation and the acknowledgement t that is believed to come from
the informal and the formal mode of learning (Andersson et al,2013).That is RPL in general
mean the recognition of the work done by an individual by use of the skills and the knowledge
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acquired through one’s lifetime. The concept is very crucial in determining on how work was
done regardless of where the skills and the knowledge came from. The concept of the RPL can
be used in areas such as the schools, training centers and also the military centers (Hamer,2010).
Reflective exercise 1-2. Discuss the possible implication of RPL for a candidate, the
employer of the candidate and the community in which the candidate’s lives
Generally, the idea of the RPL makes a certain sense between the employer and the employees in
the south Africa. In all professions found in the country the government has formulated new laws
and regulations that will determine how the professions are carried out within the country
(Sandberg,2012). The implications that the RPL have are;
The RPL gives a way that for the most of the universities in the South Africa to recognize the
level of the skills one obtains from the idea of the informal education within the country. It new
ways and paths to access the education within the country.
The RPL also has positive implications to those individual within the country will consider to
further their education level. The RPL will try to open the education and the training program
needed by the groups or the candidates involved (Zhang & Li,2010). In sometimes it encourages
those candidates that don’t have the formal education to enter in training institutions and also the
universities.
It gives certificates to the candidates in different fields. Employee are guaranteed to have
certificates that will enable them to work in any work place. In school’s certificates are issued
thus allowing everyone to have an access to the formal education (Cameron, 2011).
The purpose of the RPL here is to key factor such as;
 The idea of the personal development that either be within the employee or the employer.
 The concept of learning program within the institution.
 The promotion and the career development in the working place.
Reflective exercises 1-3. What, in your opinion, are the requirements for a learning
institution or assessment center to offer RPL?
 The institution need to be aware on the RPL guidelines.
 Institution is supposed to submit any formal document issued.
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 Should have the accreditation number regarding how training was done.
 Formal registered forms are required and the institution need to be registered by the ICB
 The SAQA qualification registration number should be available for the institution to
offer the RPL
Reflective exercise 1-4. Design an RPL procedure that a learning institution or assessment
center can use.
Step 1. Filling the results and the details of the institution.
Step 2. Paying the fee required to apply the RPL.
Step 3. Filling the information of the learner in a letter.
Step 4. Reviewing the process of the and application of the RPL within the institution
Step 5. The registration of the candidate so as to get appropriate information that will be used for
the evaluation by the ICB (Coates et al,2011). One needs to pay a fee that is the registration fee.
Reflective exercise 1-5. Integrating the education and the training development using the
RPL
There always two group members that are targeted by the RPL concept in South Africa. The first
is the one that is search for the access of the education systems and the other group search for the
redress.
In education the targeted group may not have the formal skills needed by the RPL especially the
adult learners. This group is required to improve the educational skills by the RPL within the
country. The RPL can also try to incorporate those individuals who are believed to have minimal
education skills thus requesting the to improve their education system. For the candidate to
access any information regarding the RPL then a quality assurance is done to check whether the
level of the education and training corresponds to the standards available (Brendel &
Todorovic,2011). The concept is highly practiced in many formal institutions such as the
universities and the other educational services in the South Africa. By adhering to all the
programs of the RPL the training skills are expected improve and also the academic performance
will be anticipated to increase. Mostly the concept of the RPL will be carried in educational
institutions within the South Africa.
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Reflective exercise 1-6. How change of legislation has influenced the RPL in the country.
Use of the quality assurance measures has facilitated the working of the RPL in the
country. The working assessment can now be analyzed through use of the appropriate standards.
Movements such as the RPL ministerial task team has provided the huge benefits for the RPL
within the country (Hamer,2013). This led to formation of the new SAQA rules which
campaigned for the implementation of the RPL within the country. The government ensured
there was free sharing of the RPL tools within the country. New policies were generated to
prevent all the buildings and the networks for the RPL. This affected the RPL positively and in
so doing the rate of sharing of the education and the training practices epically to the adults
increased within the country.
Chapter 2
Reflective exercise 2-1. Previous exposure to the RPL practices.
Experiences learnt during the exposure to the RPL;
Lesson learned.
The concept of the RPL was a better method to match the outcomes from a certain evidence. The
way in which a candidate acquires a skill is supposed to match on skills that someone has
(Hamer,2012).
The RPL should be funded in any institution. Before one enters the RPL there must be
registration fee that is paid by every new candidate.
RPL focuses on the issue of developing one’s skills and development. This is evident in the
adults whereby it focuses to improve the education and the training skills.
Also the RPL training requires adequate time and the resources. Training someone to acquire the
appropriate RPL assessments then it seems to be costly in terms of money and the tools need for
the whole concept. Use of education system and measures also facilitates the need for the
resources in the RPL (Conrad, 2010).
Reflective exercise 2-2. Areas where the RPL was not recognized before
The following areas were behind in terms of the RPL applications;
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 The education services.
 Board of directors.
 The training centers.
 Quality and assurance
 Managerial positions
Reflective exercise 2-3. Factors to show the effectiveness of the RPL.
Commitment to the maintenance and the development of the appropriate assessment systems.
The objectives and the goals of the RPL so as to determine the results to be incurred when using
the RPL concept.
Availability of the formal details regarding the RPL will measure the effectiveness of the RPL.
The fee paid during the registration will tell whether the RPL is effective or not.
Previous results of the RPL within an institution determines how one will benefit from the RPL
model (Breier,2011).
Reflective exercise 2-4. Objectives of the RPL considered in planning RPL drive.
Allocating the appropriate priority to the learner so as to access the adequate assessment.
Need to accept the diversity of the knowledge and the learning programs.
Maintaining the development of the training and the education system within the country.
Creating solutions for solving the challenges faced by the community.
Equating the adult with the specific training measures.
Chapter 3
Reflective exercise 3-1.
Yes, have spent more than 7hours in the class explaining mathematical concepts in the class.
Reflective exercise 3-2. (list the stakeholders in RPL)
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1. Board of directors.
2. Management body
3. Departmental heads
4. Coaches
5. Employees
Reflective exercise 3-3. Issues to be included in RPL
 The level of the competency of the candidate.
 The RPL policy guide.
 RPL procedures and the processes.
 Quality assurance policies.
 Assessment measures and criteria
Reflective exercise 3-4. Diagrammed with the organizational structure in RPL.
Fig.Organogram structure of my training institution
Reflective exercise 3-5. Requirements needed by person to be accepted in RPL.
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o Must pay the RPL entry fee.
o Should have academic skills in different fields.
o Should individual training provider.
Reflective exercise 3-6. Quality assurance mechanisms that should be included in the RPL
The use of the RPL in quality assurance determines the assessment.RPL is used as key
factor in the field of the education and the training. The use of the appropriate techniques and
issues in the RPL will boost the access to the education and the training programs. The
assessment of the RPL considers the following;
The use of the credible assessment factors within the organization.
The issue of the quality and the level of the evidence.
Use of the appropriate instruments and tools for accessing the quality measures.
The issue of the assessment process that is found within the educational and training
environment.
The moderation and the application of the quality assurance measures.
Reflective exercise 3-7. What to include in execution of RPL?
 The criteria for evaluation.
 The quality and assurance assessment.
 The competency results for the candidates.
CHAPTER 4
Reflective exercise 4-1. Advices for RPL candidates.
Performing individual tasks in good manner. This will enhance the issue of responsibility to the
candidate.
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Designing a plan to do task. This will assist in attainment of the goals and the objectives of an
individual.
Adjusting to situations. This describes the idea of competency. Training will help to impart new
skills to the candidates.
Reflective exercise 4-2. Entry and the exit points of learning programs and their impact to
the RPL.
RPL fee. Would assist providing the tools and services needed during training.
The evaluation results. Would give the level of competency for each student.
Reflective exercise 4-3. Support from facilitator, mentor and coach.
 Advices.
 Training skills.
 Financial support.
 Mentorship
Reflective exercise 4-4. Impact of RPL in productivity.
Productivity is affected by the RPL in different dimensions. The work of the RPL is
measure the level of the training through the help of the quality assurance policies. The training
competency of the employees and also the education level of the adults will affect the production
(Baccouche et al,2011). During the valuation of the appropriate criteria on how the RPL can
affect the production the following functions displayed how the production will be affected by
the RPL.
RPL determines whether the assessments within the production environment are fair and reliable.
RPL provides a certain procedure that will determine whether appropriate production
mechanisms are adhered.
The RPL will give a certain feedback about the production. If the feedback requires the
organization to improve the production level, then appropriate procedures are followed. When
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RUNNING HEADER; Adult training
the feedback id positive then specific mechanism is redesigned do as to maintain the production
line (Andersen & Laugesen,2012).
Reflective exercise 4-5. Difference of RPL assessment and assessment of formal learning.
RPL deals with the quality assurance measures while the assessment of formal learning uses the
exams for evaluation.
RPL focuses on imparting skills while the assessment of formal learning aims at providing a
knowledge to the candidate.
RPL uses a specified criterion to offer skills to the candidate while the formal learning
determines how the student will synthesis the information.
RPL have specific techniques and tools which provide a basement for acquiring skills while the
formal learning uses written information’s to acquire knowledge.
RPL tend to be practical when it comes to using the skills while the formal learning revolves
more on the theoretical knowledge.
CHAPTER 5
Reflective exercises 5-1. Competence that RPL candidate should have.
1. The RPL student should possess the following competency features.
2. Ability to use national skills in a workplace.
3. Identifying the required qualifications.
4. Saving time when taking the formal studies within the work place.
5. Should possess increased career developments.
6. Ability to do tasks appropriately.
Reflective exercise 5-2. Merits of the RPL
The RPL concept usually occurs in three parts. This is the RPL evaluation, the
assessment and also the improvement of the quality within the organization. The assessment
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RUNNING HEADER; Adult training
level checks on factors such as the formative of the RPL, the summative and the diagnostic of the
RPL. The RPL mechanism has the following advantages to the country of the South Africa.
It helps to evaluate the performance in different sectors such schools and other training areas.
RPL provides a room to redesign the required assessment within an institution.
The concept helps to give an appropriate procedure and a feedback that will boost the production
and enhance the training skills (Shah et al,2013).
Sometimes RPL allows the candidates to de-register if there is issue of the unsatisfactory.
Gives information that determines the level of the education and the skills that a candidate have
within the country.
Reflective exercise 5-3. How to improve RPL processes.
Increasing the quality assurance measures. This will standardize the RPL assessment procedures.
Improving the training methods and techniques. Will assist to come up with the appropriate RPL
criteria’s and procedures.
Use of the improved tools and coming up with appropriate methods to boost the RPL surveys.
Advising the candidates on the importance of the competency.
Providing educational services to all the candidates. This may either be formal or informal type
thus helping candidates to acquire skills.
CHAPTER 6
Reflective exercise 6-1.RPL policy.
Standards, learning and leadership programs.
o Appropriate procedures should be used to analyze academic level.
o Leadership should be done in apt ways.
o Candidates requirements for entry.
o Need to be conversant with the rules.
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RUNNING HEADER; Adult training
o Entry fee is charged.
Fee structures.
o Should include specific amount paid in installments.
o Appropriate fee should be charged.
o Fee for each activity should be defined.
Steps of RPL process.
1. Need to be clear to all candidates.
2. They should account for the quality and assurance policies.
Quality assurance
o Should focus on the quality assessment and verification.
o Should set appropriate standards.
o Should be done by authorized personnel.
Administration of RPL
o Place of operation.
o Should define the authority.
o Objectives and goals should be well defined.
Facilities and tools
o Quality assurance tools should be provided.
o The condition of each tool should be checked.
o Each activity should have specific tool.
Deliverables at the end of the programme.
The channel for delivering the RPL.
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RUNNING HEADER; Adult training
Reflective exercise 6-2. Factors to be included in the RPL policy
1.The definition. In any educational system the recognition of the RPL provides the cornerstone
for the valuation and the use of the acknowledgement skills and knowledge that is required in
performing a particular activity (Sandberg,2012). The knowledge can be formal or informal. In
academic it noted that the basic skills start from the informal to the formal. When the concept of
the quality assurance is applied to the education system then useful information for accreditation
Is given.
2.The aim of the RPL. The purpose of the RPL in any academic institution is to provide a holistic
or conducive environment that will facilitate the appropriate assessment. It also describes the
lifelong of the academic and also the giving a chance for the access of the higher education
within the country.
3.The principles and rules governing the RPL. The RPL is always concerned with model of the
development. This means that the adult knowledge is developed from already acquired
information that was learning before. The assessment done to determine improvement of the
academic will lead to introduction of the RPL.
4.RPL process. The policy comprises the guidelines on how to use the RPL process. The adult
learners who are in need to access the academic information should be included.
5.Training strategies. Training development activities need to use certain criteria (Andersen &
Laugesen,2012). This means that candidates will be subjected to approach a relevant office or a
learning center so as access the appropriate information about it.
6.Academic and training development. The policy includes all measures that are to be used by
the students and adult learners. The RPL should offer adequate support in order to assist student
to acquire the education and the training programs.
7.The staff.RPL need to include the stuff available within the institution. Also new opportunities
for developing the staff in terms of academic and training need to be established.
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RUNNING HEADER; Adult training
8.Use of the RPL methods. The methodologies can include the interviews, observations, use of
the written information’s and also the use of letters. The practices and the procedures need to be
legit, paying attentions and transparency in the education field.
9. Assessment procedures. Assessment methods in quality assurance in RPL need to include in
the RPL policy. The methods should be selected wisely depending on what should be discussed
(Andersen & Laugesen,2012).
10.Quality assurance. Adequate information’s should be provided to check the judgement of the
results from education and training programs. The quality assurance management should be
included to the academic context where necessary.
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RUNNING HEADER; Adult training
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