Leadership Academy

Education is not preparation for life; education is life itself.



On June 25th 2018, the Leadership for Girls Academy kicked off their winter classes. The girls were thrilled to return to the programme in their school holidays. This programme is not only exciting and fun for the girls but means so much more. This initiative was built to empower and groom these young girls to be leaders.

Since the launch of the programme, it has attracted a diverse team of entrepreneurs, subject matter experts and mentors alike, lending their skills and knowledge to this elite group of aspirant leaders.

Leadership for Girls Academy was built around addressing relevant education, women and youth empowerment in South Africa.

The academy offers courses such as:

  • Sex education
  • Critical thinking
  • Goal setting
  • Personal testing
  • Career guidance

This programme is currently funded, developed and powered by Eskilz College (Tuition fee approximately- R16 000 per girl). Chief Operations Officer, Jivesh Timmal, stated that he holds this project close to heart and is passionate about its success. These young girls were chosen through a selection process that gave us the best indication of those who have the willingness and drive to join us on this journey to leadership. It is our hope that after our 12-month programme we would have catapulted 16 young girls into e­ffective, influential and powerful leaders in South Africa who use this platform to make positive changes in the world. We are proud to announce that our brilliant minds successfully graduated at the end of 2018. These girls have started community projects that will see their communities flourish.

With the success of our Leadership for Girls Academy we are implementing a Leadership for Boys Academy which will both fall under our Leadership Academy. We would like to off­er this opportunity to both businesses and persons interested to get involved in the programme by sponsoring this programme to sponsor a leader. Be a part of the solution!

Organisations that contribute to the empowerment of these young leaders will be able to access valuable SED (Socio-Economic Development) points through their BBBEE Scorecards. To enquire on how to get involved please send your queries to:

Kavisha Hurbans –


Are short courses as relevant as full courses

What are Short Courses?

A short course is a great way to acquire new skills or to enhance (or refresh) your existing skills.

The course material is designed in such a way as to incorporate the theory behind the skill and the reasons why you need the skill. Courses are presented in such a way that students are easily able to relate to the content. The course content also contains numerous examples of how to apply the relevant skills in a practical environment.

How long does a short course take?

The study duration of a short course does not usually exceed a few months. This should come as a great relief, especially to those who are nervous about studying. It is quite natural to be afraid of the unknown. Short courses, however, are not scary or daunting at all. The aim of this type of course is to transfer skills in an accessible and convenient manner – hence all the practical examples. There are no examinations to study for, and students will usually not be required to submit more than a few assignments.

What is the difference between a short course and a full course?

There are a number of differences between short courses and diplomas. A diploma usually takes between one and three years to complete. Diploma courses are made up of various subjects or modules and may include components that do not interest you. You will generally be required to write examinations in order to obtain a diploma. A short course, however, requires less long-term commitment, as it should only take you a few months to complete. You will generally not be required to write any examinations.There are various types of short courses on offer. Some are designed to assist you in your current job, whilst others are industry specific and are aimed at people who would like to change careers or enter into new industries.You can enroll for both short courses and diplomas through distance learning.

Where can I study?

Gone are the days where you were geographically limited to studying courses at institutions in your current town or city. You can study a short course from anywhere in the country. You do not need physical access to a school or college anymore.You can now study via distance learning from the comfort and safety of your own home. If you struggle with the course material or need a little encouragement, friendly tutors and counsellors will only be a phone call or e-mail away.

Why should I study a short course?

There are many reasons for choosing to study a short course:

  • You can become a better employee by acquiring new skills.
  • You can update or enhance your existing skills.
  • You can acquire knowledge and skills that will enable you to change careers.
  • You can improve your CV by obtaining formal recognition for skills that you have gained through practical experience.
  • You can start with a short course in a particular subject to find out whether you have the aptitude for pursuing further studies in that field.




6 benefits of studying human resource management

When a potential new employee is being interviewed, human resource professionals assess the candidate against a list of key skills and personal characteristics needed for the job. It’s time to turn the tables and see what that list of key attributes would look like for a human resource professional.

Whether you decide to do a certificate, diploma or degree in human resources management, it offers you a broader suite of knowledge that’ll increase your skills and understanding. If you want to be even more successful in your career, then doing a postgraduate course might help. You’ll also have the option to do a lot of short courses in how to work with people, conflict resolutions, and so on. As a human resource professional, having good people skills and the ability to communicate effectively is a bonus.

Many organisations claim that their employees are their most valuable asset. And for this reason, effective management of human resources is essential for every company. Human resources helps in structuring teams, it builds the organisations culture and it helps people with engagement and development. Human resource management creates a lot of difference in enhancing the productivity of the employees.

At the heart of every successful business lies the human resources team who drive all aspects of staff management. Here are a few benefits human resource professionals bring to the workplace

1. Improve employee turnover

High employee turnover hurts a company’s bottom line. It cost twice as much as a current employee’s salary to find and train a new recruit. As an human resource professional, you’ll know how to hire the right people for the company from the start. Interview candidates carefully, not just to ensure they have the right skills but also to check that they fit the company’s culture. It’s important that you outline the right compensation and benefits too. Human resource professionals also need to pay attention to employee’s personal needs. You’ll need to discuss clear career paths too as employees would like to know how they can grow within the company. Human resource professionals usually only see employees when there are problems but to reduce employee turnover they will regularly visit staff members and enquire if they are okay and happy.

2. Conflict resolutions

Workplace conflict is somewhat inevitable as employees have different personalities, lifestyles and work ethic. While doing the human resource management course, you’ll be taught how to handle conflict in the workplace and how to resolve it. You’ll also be taught how to handle the situation as professionally as possible. It doesn’t matter whether the conflict arises between employees or an employee and someone in management, you should be able to assist both parties equally and not choose sides.

3. Employee satisfaction

Human resource specialists are usually charged with the responsibility of determining employee satisfaction. As a human resource management student, you’ll learn how to set up surveys, focus groups and interview strategies to help you determine whether employees are content or not. Human resource professionals determine what the underlying causes are for employee dissatisfaction and they address those issues and motivate staff members with creative solutions. They try to find out what exactly these problems are that employees are facing and look for ways to assist them where needed.

4. Improve employee performance

Human resources teams develop performance management systems. If a company doesn’t have an human resource professional, candidates can easily get a job without having the necessary skills and expertise for the position. And for this reason, human resources is needed in every workplace. With the line-manager, you’ll have to give employee performance reviews on an annual basis. Be open about their accomplishments and things you think they could have done better.

5. Training and development

Human resource departments conduct needs assessments for employees to determine the type of skills training and employee development programmes that are required for improvement and additional qualifications. Every startup or company in a growth phase can benefit from identifying training needs for its staff. It’s less expensive to hire additional staff or more qualified candidates. This can also reduce your company’s employees turnover and improve employee retention.

6. Helps with budget control

It’s critical for human resources to define as many processes as specific projects, be it the 360-feedback review, the annual pay review or the development of a new program. As an human resource professional, it’s important and helpful to understand the broad budget of a project. Human resources curb excessive spending through developing methods for trimming workforce management costs. Human resource professionals also ensure competitive and realistic wage setting based on studying the labour market, employment trends and salary analysis based on job functions.

You’ll learn to develop a strategic approach to training, recruiting and developing the company’s most important asset: its people. As businesses expand, these professionals are needed to keep everything together. At the end of your Human Resource Management training course, you’ll be prepared to handle difficult staff members and design pay structures as well as analyse the influence of unions and government on the labour force.

To enquire on our HR courses visit



5 Reasons Your CV Isn’t Getting Noticed

Applying for jobs can be an incredibly frustrating process. There’s nothing more demoralising than spending hours crafting the perfect application only to hear nothing back – especially when you feel that your skills and experience would have been perfect for the role. However, if you are finding that you are consistently falling at the first hurdle, there’s probably something wrong, and that something is probably your CV. Studies have shown that recruiters spend an average of 6 seconds looking at a CV, so it’s crucial to grab their attention quickly and make sure the key details are at the forefront. Here’s five reasons your CV might not be getting noticed.

You’ve got relevant experience…but it’s on the third page.

It’s amazing how many people organise their work experience chronologically on their CV, starting with their first job and working through in order. A CV shouldn’t be a dispassionate list of all the jobs you’ve ever had, it should be a sales pitch emphasising why you are the perfect candidate for the job. If you’re applying for a marketing position, the first job a recruiter sees on your CV should be a marketing role, not the paper round you had when you were thirteen. Order your experience according to relevance for the job to which you’re applying, and you’ll find you have much greater success.

It’s full of buzzwords

So, you’re hard-working, passionate and self-motivated? So is everyone else, unfortunately. Whilst these are undoubtedly qualities that companies are looking for in an employee, they’re unlikely to make anyone take notice of your CV. Rather than stating these qualities over and over, fill your CV with hard facts that prove them to be true. Instead of saying you’re target-oriented, say that you have consistently met or surpassed your targets in all of your previous roles.

It’s five pages long

As mentioned, recruiters generally only scan through a CV, picking out the important details. So, brevity really is crucial – if your CV is four or five pages long, you’re increasing the chance that your most relevant achievements and experience will be missed. As a general rule, it’s good to keep it to no more than two pages, including only your most relevant experience.

Dodgy spelling, grammar and punctuation

It sounds obvious, but it’s surprising how many people have basic errors on their CV. Your CV is your first chance to present your case and make an impression, so make sure you don’t shoot yourself in the foot with easily avoidable mistakes. Poor spelling and grammar look sloppy and unprofessional, and that’s not the first impression you want to make when applying for a job.

You’ve left gaps unexplained

There’s nothing wrong with having long periods of inactivity on your CV, but these need to be fully explained. Maybe you took a career break to do some travelling or volunteer work, maybe you put your career on hold to concentrate on your family; there’s nothing wrong with these per se, but they should be flagged on your CV. Otherwise, a recruiter may assume there’s something amiss, and you might not get the credit your experience deserves..


SONA 2018 – Summary of key points made by President Cyril Ramaphosa

Summary of Actions in the State of the Nation Address 16th February 2018

Support black industrialists – to build a new generation of black and women producers that are able to build enterprises of significant scale and capability.
Use competition policy to open markets to new black entrants.
Invest in the development of township and rural enterprises.

Assemble team to speed up implementation of new projects, particularly water projects, health facilities and road maintenance.

Intensify engagements will all stakeholders on the Mining Charter.
Finalise the MPRDA Amendment Bill by end of first quarter this year.
Stakeholder engagement to deal with mining fatalities.

Small business, co-ops, township enterprises
Honour 30% of procurement allocation to these enterprises.
Invest in SME incubation.
Welcome SME Fund initiative by corporate sector.

Land and agriculture
Accelerate our land redistribution programme AND make more land available.
Expropriate land without compensation, our approach, taking into account food security, agricultural production and growth of the sector.

Fourth industrial revolution
Digital Industrial revolution commission to be established.
Allocation of spectrum to reduce barriers to entry.

National Minimum Wage
Introduce NMW by May 1 benefiting more than 6 million South Africans.

Health and NHI
Scale up our testing and treating campaign by initiating an additional two million people on anti-retroviral treatment by December 2020.
The NHI Bill is now ready to be processed through government and will be submitted to Parliament in the next few weeks.

This year free higher education and training will be available to first year students from households with a gross combined annual income of up to R350,000.
All public schools have begun offering an African language.
First National Senior Certificate examination on South African Sign Language, which will be offered to deaf learners at the end of 2018.

Social Grants
Urgently take decisive steps to comply with all directions of the Constitutional Court.
Take action to ensure no person in government is undermining implementation deadlines set by the court.

Social Sector/Civil Society
Convene a Social Sector Summit during the course of this year to recognise the critical role they play in society.

Review the funding models of SOEs and other measures.
Change the way that boards are appointed.
Remove board members from any role in procurement.

Corruption/state capture
The commission of inquiry into state capture to commence its work shortly.
The Commission should not displace the regular work of the country’s law enforcement agencies in investigating and prosecuting any and all acts of corruption.
Urge professional bodies and regulatory authorities to take action against members who are found to have acted improperly and unethically.
Urgently attend to the leadership issues at the National Prosecuting Authority to ensure that this critical institution is stabilised and able to perform its mandate unhindered.
Appoint a Commission of Inquiry into Tax Administration and Governance of Sars.
Visit every national department to engage with senior leadership to ensure that the work of government is effectively aligned.



The Importance and Benefits of Learnerships for Employers


What is a Learnership?

A Learnership programme combines theory and practical skills that you will need in a work environment. The learner also learn life skills such as communication and teamwork and receives a qualification registered on the National Qualifications Framework. A contract is drawn up by the employer, the learner and an accredited skills development training provider for the duration of the programme to protect all the parties involved.

Learnership vs qualification?

It is not necessary to complete a learnership to get a qualification, where as a learnership could lead to a qualification.

Benefits of learnerships to employers?

  • Learnerships involve job training, the employee can still work.
  • Government tax incentives. SETAs offer cash grants for learnerships.
  • Companies earn BEE points.
  • Because learnerships are practical, it is only registered if relating to a skills need in the economic sector.
  • Open doors to further learning and is also nationally recognised.
  • Create skilled employees who will add value to the business.

Benefits of learnerships for learners?

  • Earn an income while enhancing your skills and ultimately enhance their career prospects.
  • Opportunity for further learning and obtaining a recognised qualification that can be portable from one company to another.
  • Personal development and self esteem improves.

Implementing learnerships – The Drawbacks?

When a learnership is properly planned and implemented, the benefits to both the employer and the employee can far outweigh the drawbacks. Here  it is vital for the employer to use a Training Provider that have skilled and experienced lectruers to assist learners in applying the theory into the workplace. The Training Provider will also take care of the paperwork while the employer concentrates on their business.

(SARS) Tax Incentives (Legislated in section 12H of the Income Tax Act,58 of 1962, amended in January 2010).  These are deductions on your taxable income that can be claimed per employed candidate in a learnership. The allowance is based on a 12 month period, and full periods of a month. The learnership can be carried over to another employer (if linked to the trade) while the employee is in training. The new employer can claim for the rest of the year and also the full completion allowance.

(SETAs) Learnership Grants

The grants range from R4 000 – R40 000 per learner. The grants are offered on a first come, first serve basis and are subject to availability. The application should also clearly state that the learnership would address a needed skill in the sector..


South Africa must invest in their teachers

More and more teachers seeking ”greener pastures”

Its been happening around the world for a while now, teachers leaving their homes and immigrating to greener pastures once they have qualified. It’s a global phenomenon that’s impacting both developed and developing nations in mostly a negative way as coutnries are losing skilled techers.

International teacher mobility is driven primarily to earn more money. Teachers from developing countries can double their income by teaching in more developed host nations.

South African teachers are recruited by industrialised nations to cope with teacher shortages. South African teachers are preferred as they are more hard working, loyal and dedicated with most South African teachers knowing how to teach more than one subject.

Contributing factors that make South African teachers immigrate:

  • 79% plan to stay in South Africa for a year after graduating
  • 38% plan to teach in another country in five years’ time
  • 38% plan to return to South Africa after teaching elsewhere and saving

There were three main reasons for migration:

  1. Better Travel Oppurtunities
  2. Chance to earn higher salaries
  3. Professional development and exposure to international standards

What about the teachers that want to leave permanently? South Africa has a scarcity of maths, science and language teachers – we cant afford, as a developing country that suffers with poverty, unemployment and crime, to lose qualified teachers.

Our policy should focus on making the teaching profession stable and more appealing to ensure that locally trained teachers are recognised and nurtured so that they have more reason to stay in the country than to leave.

Greener pastures?

Of the students I surveyed, 8% said that they planned to teach in another country upon graduating and 8% were undecided. Another 4% indicated that they would not be entering the teaching profession at all.

Australia was most students’ preferred destination country. More than a quarter of the students (27%) who were planning to teach in another country preferred Australia, followed by the United Kingdom (16%), South Korea (16%) and the United States (14%). The most important reasons for choosing these four destination countries were higher salaries, friendly people, family and/or friends as residents. The students also cited those countries’ high standard of education and opportunities for professional growth.

A small percentage were planning to migrate to Canada, New Zealand, Japan, Taiwan, Saudi Arabia, The Netherlands, Switzerland and Scotland.

For the most part, students were motivated by pull rather than push factors. Some were worried about bad working conditions, bad social services, an unsafe environment and South Africa’s high rates of unemployment. Mostly, though, they were focused on what other countries had to offer – pull factors.

They indicated that their most important migration needs before leaving South Africa were information about health care, accommodation, salary scales, banking assistance, cost of living (transport and food costs), methods of learner assessment and tax advice.

Making South Africa a more attractive for teachers

Migration is always an option for any professional,  like teachers, and is in some cases inevitable. Its important that not too many new qualified or experienced  are not lost to the international playground and remain in South Africa where they are seriously needed, especially in scarce skill subjects such as maths and science-related subjects.

More must be done to make teaching an attractive, stable profession in South Africa. This can be done by improving teachers’ working conditions and salary scales – particularly those who are teaching scarce skills subjects. Policy makers and authorities must monitor teacher recruitment agencies carefully to ensure that there isn’t a mass exodus of teachers that catches the country by surprise.

This is important if the country is to keep at least some of its qualified, passionate teachers and build up skills in areas like maths and science.