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Thought for the day! natashabekker

Thought for the day!

Mentoring natashabekker

Mentoring

NQF LEVELS, NOTIONAL HOURS AND CREDITS: THE DEFINITIONS NQF LEVEL DESCRIPTORS natashabekker

NQF LEVELS, NOTIONAL HOURS AND CREDITS: THE DEFINITIONS NQF LEVEL DESCRIPTORS

Level descriptors, as the nomenclature suggests, provide a description of each of the ten levels on the
National Qualifications Framework (NQF). The purpose of such description is to assist a writer of standards
or qualifications in designing a qualification by allocating a level to a unit standard or a qualification, and to
formulate outcomes and criteria for assessment that could clearly indicate the level of knowledge of a
learner required to successfully achieve the unit standard or qualification.

NQF LEVEL BAND QUALIFICATION TYPE

HIGHER EDUCATION AND TRAINING
10 • Post-doctoral research degrees • Doctorates
9 • Masters degrees
8 • Professional 4-year Bachelor’s degrees• Bachelor Honours degrees
7 • Bachelor’s degrees • Advanced diplomas • (3rd year level)
6 • Diplomas • Advanced Certificates • (1st and 2nd year level)

 FURTHER EDUCATION AND TRAINING

5 • Higher certificates • Foundation modules

GENERAL EDUCATION & TRAINING

1-4   • National certificates

In line with the level descriptors, qualifications and unit standards are registered at the specified level of the NQF with a number of credits allocated to it. This means that a learner could accumulate credits for  successful completed unit standards towards a qualification making learning more flexible to meet learner  needs.

If additional information is required about the new NQF levels, please visit Level descriptors (July 2004) included in the official documentation on the following website:

http://sun025.sun.ac.za/portal/page/portal/Administrative_Divisions/INB/Tuisblad/HEQF%20Belyning

NOTIONAL LEARNING HOURS
‘Notional learning hours’ are the estimated learning time taken by the ‘average’ student to achieve the
specified learning outcomes of the course-unit or programme. They are therefore not a precise measure but
provide students with an indication of the amount of study and degree of commitment expected. Notional
learning time includes teaching contact time (lectures, seminars, tutorials, laboratory practicals, workshops,
fieldwork etc.), time spent on preparing and carrying out formative and summative assessments (written
coursework, oral presentations, exams etc.) and time spent on private study, whether in term-time or the vacations.

Notional Learning Time:
The number of hours, which it is expected a learner (at a particular level) will spend, on average, to achieve
the specified learning outcomes at that level. It includes all learning relevant to achievement of the learning
outcomes e.g. directed study, essential practical work, project work, private study and assessment.

Credit
Credit provides a means of quantifying learning outcomes achievable in notional learning hours at a given level.
• One credit is awarded for 10 notional hours of successful learning activity.
• Notwithstanding the link between credit and notional learning time, the emphasis of assessment
should be upon learning achieved and not time served.
• Credit is awarded for the achievement of specified learning outcomes. No additional credit can be
awarded for achievement above the threshold level (although such achievement can be
recognised through the award of marks or grades).

Notional learning time
Taught or contact time will vary according to the mode of delivery, but notional learning time will not. All
learning relevant to the learning outcomes should be considered when notional learning time is being
estimated. Consideration should also be given to the level at which the learning is being offered.
Notional learning time is not equivalent to the actual time that any particular learner needs to spend in order
to achieve the learning outcomes. The real time will vary according to the individual’s capability, degree of
prior experiential or other learning and the mode of learning, for example, in the case of work based learning
the actual time spent in the workplace may greatly exceed the notional time required to achieve the
specified learning outcomes. Any prior skill or knowledge required of the learner should not be included in
an estimate of notional learning time.

Counter Offer and the Implications of Accepting natashabekker

Counter Offer and the Implications of Accepting

Counter Offer
It is a natural instinct to resist change and avoid disruption and your present employer will be no exception.

If you’re doing a good job, he will want to keep you and will attempt to do so with a counter offer. Even though you have accepted a new job elsewhere, he/she  will try to convince you that you have made a mistake.

These counteroffers can be made in numerous of ways:
1) “We have plans for you that have been scheduled for implementation the first of next month. I guess it’s my fault for telling you.”
2) “I want to let you in on some confidential information. There is reorganisation developing that will mean a significant promotion you within six months.”
3) “We’ll match your new offer. This raise was supposed to go into effect the first of next quarter anyway, but because of your financial record, we’ll start it on the first of the month.”
4) The President and Vice President want to have dinner with you.

Reasons Companies extend a Counter Offer ? 
Department morale suffers when people leave.
Employee resignations do not look good on a manager’s record.
It is cheaper to give you a raise than it would be to recruit a new employee.
The project you were working on will suffer delays because of your departure.
Companies want to have low turnover rate.
Companies do not want sensitive or confidential information going to a competitor.
Companies do not want skilled professionals going to competitors.

What happens when You accept a counter offer  ? What is the implications of a Counter Offer
A counter offer can be very flattering, sometimes causing you emotions to obscure your objective decision to leave your present employer. There is also the natural feeling of “buyer’s remorse” – that vague apprehension of change that subtly urges you to reconsider your decision.

When confronted with a counter offer, ask yourself these questions:
I made a decision to leave because I felt another environment better fill my career needs. If I stay, will the situation at my company really improve just because I said I was quitting?
If I decide to stay, will my loyalty be suspect and affect my chance for advancement in the future?

If my loyalty is in question, will I be an early layoff when business slows down?
They are offering me a raise to stay. Is it just my annual review coming early?
The raise they offered to keep me is above their guidelines for this job. Does that mean they are “buying time” until they can find a replacement within their regular salary bracket?
In the final analysis, I got this counteroffer because I resigned, do I have to threaten to quit every time I want to advance with my company in the future?
Aside from money, your original reasons for leaving your job will still be present after accepting a counter offer.
The money extended to you in the counter offer often comes out of your next raise or bonus. Companies usually have strict guidelines about salary increases and promotions.
You will not be considered a loyal employee from here on out, therefore, you will never be included in the inner circle.
When promotion time cones around, managers remember who was loyal and who was not.
If the company hits rough waters, you will be the first to be let go.
You had to threaten to leave in order to receive the rewards and career path you have earned.

writer  – Unknown

natashabekker

How to Get Over the 6 Most Common Sales Fears 150 150 natashabekker

How to Get Over the 6 Most Common Sales Fears

How to Get Over the 6 Most Common Sales Fears

People usually don’t go into sales because it’s easy. And if someone does take a sales job because they believe that it’s a stress-free way to make money, they quickly learn that that’s rarely the case. Sales comes with all sorts of challenges, but can be a great and lucrative career for anybody who’s willing to push through, focus, and work hard.

Many people who go into sales experience anxieties and fears about some of the things they have to deal with. These fears are common, but can make the difference between success and failure.

Here are the most common fears in sales and how to get over them:

1. Fear of calling

Some people are intimidated by picking up the phone throughout the day and reaching out to prospects. This usually stems from shyness, or the desire to not “bother” people. But it’s also a deal-breaker when it comes to sales. To get over this fear, you need to simply prepare yourself for the call and then force yourself to do it enough times where the fear wears off. After making enough calls, and understanding that even if a call goes poorly that it won’t kill you, it won’t be intimidating anymore, and will become second nature.

2. Fear of rejection

This is a powerful fear that extends far beyond sales for most people. We fear rejection from friends, potential dates, and from clients. In sales, the best way to get over this fear is to expect rejection and understand that it’s simply a part of the process. This means management should help new hires understand that they will be rejected.

3. Fear of asking for the business

This fear is somewhat tied to the fear or rejection. We have long discussions with prospects, but too many salespeople will allow a conversation to run its course without putting the prospect to a decision and directly asking them for their business, otherwise known as closing. The best way to get over this fear is to realize that asking for the business is your job.

 4. Fear of missing quota

One of the reasons why sales is so stressful is because you always have a quota looming over you. And in most cases, missing this quota means less (or no) money in your pocket, and even the potential of losing your job. The way to tackle this fear is simply working as hard as you can.

5. Fear of pushing past no

This is one of the hardest fears for salespeople to get over, but if you think an initial “no” means there’s no chance of closing the deal, you’ll be leaving a lot of money on the table. Of course, you don’t want to cross the line into annoyance or harassment, but hearing “no” should open up the opportunity to overcome objections.

6. Fear of using new technology

Salespeople are so busy and so focused on selling that adding new technologies to their processes can be intimidating and daunting.

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