READ THE FOLLOWING CASE STUDY AND ANSWER THE QUESTIONS THAT FOLLOW. THE ENHANCEMENT OF PERFORMANCE THROUGH TRAINING AND DEVELOPMENT AT ROSEBANK COLLEGE Rosebank College is one of the brands of The Independent Institute of Education (The IIE) which is one of the main private advanced education foundations in the nation enrolled with the Department of Higher Education and Training. The IIE has more licensed advanced education programs. It is an entirely claimed backup of Adv Tech Ltd, an open organisation recorded on the Johannesburg Stock Exchange (Pty) LTD. The institutions approach to academic delivery is unyieldingly career orientated and innovation driven. The IIE capabilities are outlined and much of the time inspected to meet changing business sector requests. This ensures programs offered are in accordance with the most recent expertise advancements inside a particular vocation field and that students have the chance to set out on advanced education contemplates which help them make progress scholastically. Rosebank College instructing and learning rule managing every other standard is that of preparing students to be successful in their lives, their work and their citizenship with the goal that they will have the capacity to add value to the economy and social condition, be versatile and ready to react to the necessities of the 21st Century. Effective lecturing includes adjusting the three noteworthy segments of guideline, learning results, instructional exercises and appraisals. Hence it is important to train and develop lecturing staff to be able to perform their duties accordingly. Training and development at Rosebank College is a method to equip lecturers in performing their lecturing duties effectively and efficiently in order for the college to meet the aims and objectives. Training and development includes programme such as orientation of lecturers, marking and moderation workshops, RC Learn workshops, teaching methods workshops, student at risk and many more, as identified as a need. The IIE's pragmatic projects that are completely coordinated with real work hone, to give students a comprehensive learning background (Rosebank College plan). That is why the organisation embark on the process of developing lecturers every semester in order for the lecturers to meet the demands of the institution. The College consist of five campuses, Polokwane, Pretoria CBD, Braamfontein, Sunnyside and Durban where the study is taking place. Durban is a small campus which consist of the total of thirty lecturing staff. Rosebank College embarked on training and development of lecturers to enhance their teaching competencies. It is suggested that when lecturers joined the college, they should be given training and development on the best way to oversee and conduct classrooms. Figure 1: Academic organisational structure Figure 1.1 shows the reporting structure of the lecturer. At a college, lecturers report directly to a programme coordinator, who reports to a programme manager, then a programme manager reports to the vice principal academic services, who reports to the campus principal. A lecturer is the first level in the organisational structure of the college academic side. They have contact with students and shape their careers to meet the current demands of the workplace. In order to equip lecturers in doing this important role, they need to be train and developed from time to time. The problem encountered by the college is that these training and development programmes are conducted every semester, every year, but the impact of these training and development programmes is not known. The vast majority of lecturers do not have any teaching qualifications and have never been educators, so they require training and development on lecturing techniques. Analysts have shown that lecturers encounter awesome dissatisfaction and disarray when they join the lecturing position. Additionally focuses on that if a lecturer is not furnished with adequate support, that teacher may leave the calling as a result of the weakness and stresses cause by the extreme change in vocation way. The second problem encountered by the college is the poor attendance of lecturers on the training and development programmes organised for lecturing staff. Training and development programmes are organised for lecturers, invitations are sent one week in advance, but the challenge is that not all lecturers are attending as per their invitations. Source: Brightness Sithembile Makhathini (2007)

QUESTION: TWO (25 MARKS) 2.1 Critically analyse the above case study and identity the underlying factors that raised the demand for Rosebank College to embark their academic staff on a training and development programme. (10)

2.2 One of the critical challenges at Rosebank College that was mentioned in the above case study is poor attendance of lecturers on the training and development programmes organised for lecturing staff. Examine the fundamental theories of training and development that can applied in this phenomenon in order to motivate learning. (15)