Research by Taute (1992) and (2004-2005) proved that the social functioning of people is hampered by too much frustration, too little satisfaction and insufficient contentment with life. Companies can achieve a far better return on training investments by putting more emphasis on people skills. Companies need to become the employer of choice in society; this must be the greatest place to work for, so companies need to zero in on their employees (Blanchard, 2000). There needs to be employee satisfaction (value creation).
Competence building through Life Skills education may be the single most effective preventative strategy for dealing with social issues and concerns in most communities (Tschohl, 2004). “Developing your interpersonal skills is not only beneficial in helping you satisfy the demands of the employer. It can also greatly reduce work stress, increase your productivity and ultimately enhance your reputation, perhaps your position within the firm” (Messmer, 2001). Life Skills acquisition should thus become an integral part of any proactive training program, and should be endorsed by the employer as part of the process of lifelong learning towards self-actualisation.
Research has been done on the impact of the Life skills program at the University of Pretoria, South Africa, with positive results
|Keywords:||Life Skills, Employee Assistance Programme, Impact, Knowledge, Attitude|
Snr Lecturer, Department of Social Work and Criminology, University of Pretoria, Pretoria, South Africa
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