Every business has adapted to new ways of operating since COVID-19. These abrupt changes forced us to evolve to survive, but many companies now find themselves in a position to thrive with fresh opportunities and new customers — yet lacking the necessary skills to move forward. We should prioritise staff training now more than ever to become more productive, efficient, innovative, and responsive to customer needs, while also being mindful of our environmental impact and staying competitive. This is not the time to cut the training budget.
Join us as we explore the key factors to consider when compiling a training plan for your food business.
What should you consider when compiling a training plan?
There are four key factors to consider when compiling your training plan, namely; Legal Requirements, Standards and Customer Requirements, Operational Objectives and Departmental KPIs, and Business Improvement Plans.
1. Legal Requirements
This training is mandatory for your business and will depend on the nature of your business as well as the sector in which you operate. Examples include:
• Health and Safety Rep Training
• First Aid
• Fire-fighting
• Accredited R638 Food Safety Training for the Person in Charge
• Basic Food Safety Practices for Food Handlers
2. Training required by the relevant food safety standard and customer requirements
All food safety standards outline the staff training needed to meet their requirements. For example, the FSSC 22000 standard requires that everyone involved in the Food Safety Management System (FSMS) must be competent through appropriate training, education, and experience. You will need to determine the level of training to ensure your FSMS is effective.
Some examples of training required could be:
● Basic Hygiene Awareness training for Food Handlers
● Food Safety Policy training
● PRP/GMP/Good Hygiene Practices training for Supervisors and Food Safety Team ● Good Laboratory Practices training for organisations with in-house labs ● HACCP (based on Codex) training for the Food Safety Team
● CCP training for the CCP operators
● Internal Auditor training for the internal auditing team
● Food Fraud training
● Food Defence training
● Food Safety Culture training for Management
Perhaps you have customers that require the implementation of additional standards e.g. Woolworths requirements. Remember to consider these requirements as well.
3. Operational Objectives and Departmental KPIs
Operational objectives and departmental Key Performance Indicators (KPIs) are crucial factors to consider when developing your training plan. Within this framework, it is important to account for process improvements and technological developments.
Process improvements may include on-the-job training for new equipment, product formulations, or recipes, as well as internal training on improved production or processing techniques. Additionally, staff may need training on new Standard Operating Procedures (SOPs) or systems, as well as New Product Development Training.
The rise of remote working may necessitate training in Microsoft Teams, Zoom, and SharePoint systems. Employees may also need training on new software, including digital compliance systems like EO (Entecom Online) or traceability software. Cybersecurity training is also essential to protect against digital threats.
4. Business Improvement
Staff may also need to acquire new skills in order to adjust to changes in their roles within the organisation. Examples include:
● Change Management
● Leadership
● HR Skills (Disciplinary Processes)
● Digital Marketing
What funding options are available to cover staff training costs? 1. SETAs
The various SETAs (Sector Education and Training Authorities) make funding available through Mandatory and Discretionary grants, which can significantly ease your budget.
What is a SETA Mandatory Grant? SETA Mandatory Grants are paid annually to levy-paying organisations that submit their Annual Training Report and Workplace Skills Plan to their SETA. The grant is 20% of the Skills Development Levies (SDL), which is a 1% monthly levy on total salaries and wages for organisations with a payroll of R500,000 or more per year. The 1% levy is paid to SARS.
What is a SETA Discretionary Grant? SETA Discretionary Grants are awarded at the SETA’s discretion and are available throughout the year. These grants focus on addressing scarce and critical skills identified in the relevant Sector Skills Plan (SSP). The SSP is published annually by each SETA and outlines the skills needed within the industry. Discretionary grants may support specific training programs or those aligned with the specific SETA’s SSP.
2. SEDA
The Small Enterprise Development Agency (SEDA) sometimes makes funding available for compliance training such as HACCP training for staff.
Here is a list of other funding agencies that may be available to you.
3. Employment Tax Incentives
The Employment Tax Incentive (EIT) encourages employers to hire young job seekers and was implemented in 2014. It helps reduce the cost of hiring young employees through a cost-sharing
mechanism with the government, whereby the amount of Pay-As-You-Earn (PAYE) you pay is lowered while your employee’s wage remains unchanged.
4. Section 12H Learnership Allowance
This is a tax deduction that allows employers to claim for training or apprenticeships under a registered learnership agreement.
Top tip: Consider legislation such as B-BBEE and Employment Equity when prioritising your training budget.
How can Entecom help you?
Entecom has SAATCA accreditation for the R638 Food Safety Practices for the Person in Charge which is available as a classroom or elearning option. Additionally, Entecom offers a vast range of Food Safety Compliance workshops that can be tailored to your organisational goals and staff needs.
For more information on how to compile a training plan for your food business, download our eBook here