Training Catalogue

    The importance of skills development in the organisation/workplace

    South African education has been unequal for decades. The majority of South Africans lack the necessary abilities to function in a contemporary economy. Bantu education was explicitly meant to stifle advancement and prevent people from moving forward. As a result, it is vital to rectify the past’s discrimination. However, most individuals lack the appropriate training and abilities to take on the employment opportunities that are made available to them.

    Not upskilling the workforce results in incompetent employees performing work ineffectively. This is seen in the large sums of money spent on outsourcing talents such as contractors and consultants.
    The current economic situation, along with high unemployment rates and severe skill shortages, conveys a message that we must step up our efforts to address the triple burden of unemployment, poverty, and inequality that continues to afflict our country. Better access to high-quality and relevant skills development is required if we are to achieve considerable economic growth. Training opportunities are critical in promoting economic progress. By increasing possibilities and access, we have a better chance of reducing inequality and unemployment, as well as promoting employability and economic involvement.

    How can this be addressed?

    Equipping the workforce with the skills needed for today’s and tomorrow’s employment is a strategic priority in all developing countries’ national growth plans. Therefore, the Skills Development Act of 1998 (the Act) was enacted since a skills deficit was and continues to be a problem in South Africa. The Act intends to broaden the labour force’s knowledge and competencies to increase productivity and employment, as well as to improve employees’ quality of life, job prospects, and labour mobility, and to promote self-employment. It promotes continuous skills development, learning, and the acquisition of new skills and job experience. To guarantee that its aim is met, this Act emphasizes the supply and regulation of education services.

    What is the process that needs to be taken?

    1. Research

    The skills development value chain begins with the determination of the nature and volume of supply and demand in each industry. These abilities range from technical to professional. The process of detecting skills scarcity and provisioning is carried out through extensive market research and extensive interactions with key stakeholders. This information is then utilised to guide the skills development strategy and growth as needed. A skills gap analysis is necessary to determine which abilities are required. The following steps can be followed:

    1.1 Plan your analysis.
    1.2 Define your organisation’s future goals.
    1.3 Catch up on the future of work trends.
    1.4 Determine key skills needed for the future.
    1.5 Measure current skills.
    1.6 Find out where the gaps are.

    2. Qualification Development.

    The qualification development process adds to the pipeline of skills supply by guaranteeing the appropriateness and relevance of qualifications to fulfil the industry’s demand for skills. The certification development process is collaborative, encompassing industry, specific Sector Education and Training Authority (SETA) courses, and the Quality Council for Trades and Occupations (QCTO). The development period might last up to six months. Qualifications are registered with the South African Qualifications Authority (SAQA) once they have been developed.

    3. Accreditation

    Accreditation occurs via two unique methods. To begin, potential training providers may apply directly to the QCTO for certification against recognised occupational credentials. Second, prospective training providers may seek certification from their industry-specific SETA and QCTO for legacy credentials. In the latter case, the training provider must first receive a letter of intent from the QCTO before applying for accreditation from the specific SETA.

    4. Discretionary Grants

    Your SETA makes grant funding available during a time when it accepts applications from employers. The opening of this window is publicised on their website, as well as in national and local media. Non-pivotal programs receive discretionary support. Non-Pivotal Programs are those that do not lead to credit-bearing qualifications but fulfil major SETA objectives and priorities. Career Guidance and Sector Conferences are examples of non-Pivotal programs.

    5. Mandatory Grant Funding and project coordination

    Mandatory grants are given to qualifying firms as a financial incentive to train their personnel. An employer who aspires to receive the required grant assistance must meet several criteria. Discretionary Grant Project Coordination assists companies and training providers that apply for funding from the application stage through to project completion.

    6. External Moderation

    External moderation is the process of verifying those assessments and internal moderations undertaken by Skills Development Providers are consistent, accurate, and carried out in accordance with the assessment and moderation rules of the Skills Development Providers. The goal of external moderation is to guarantee that SETA-accredited providers assess and moderate learner outcomes/ achievements in a consistent, ethical, legitimate, flexible, transparent, dependable, and genuine manner. If the Skills Development Provider meets the external moderation standards, learner achievements will be respected, and recommendations for certification of competent learners will be made in an external moderation report.

    7. Certification

    The SETA’s certification of learners is the final layer of quality control procedures put in place to guarantee that all learning programs fulfil the requirements established at the start of the process. A certificate is issued once the SETA has validated all the results and audited them to ensure that the learners who completed the program meet all the requirements. The SETA also prints the certificates to guarantee that they fulfil safety and security criteria to avoid or counter criminal behaviour.

    This is just one of the ways to improve your employees’ skills and add to their experience. It is an investment, and this is one of the processes to ensure return on investment. WWISE is accredited with Services SETA for Quality Management Systems, New Venture Creation, and New Venture Creation for Small to Medium Enterprises (SMME) full qualification. If you would like training, please do not hesitate to contact us on 0861099473 or email You can also contact us on 021 525 9159 (Cape Town).

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