Learnerships vs Internships

It is paramount to know the difference between a Learnership and an Internship. Many people, not only confuse the two, but also confuse a bursary with a learnership. The reason why it is essential to know the difference between the two is due the fact that you will be able to apply for the correct thing based on your knowledge or highest qualification, whether it be a grade 12 certificate or a degree.

Here is the difference between the two:

A Learnership offers training in a specific field while earning money simultaneously and is primarily for people with matric as their highest qualification. You should be awarded a certificate after completion of a learnership which indicates your level of achievement. You will then be able to look for a job or further your education in that specific field.

An Internship is an opportunity for people with a degree or diploma to gain practical experience in a possible place of employment or in their field of study. Interns are employed at a company for a limited amount of time which lasts from one week to 12 months. Most times, an internship is required during your study course in order to complete your qualification. Just as with a Learnership, you also get paid during an Internship.

Basically, a Learnership is better suited for someone with a grade 12 as their highest education, while an internship benefits someone who is actively completing their degree or diploma and an apprenticeship is a 3-4-year labour programme that trains you in a very specific trade.

For learnership opportunities, contact Eskilz College 0100300080.


WSP and ATR | What, How and Why

What is a Workplace Skills Plan?

The WSP and ATR submission deadline is just around the corner on the 31st of March 2018. Preparing and submitting these documents can be very time-consuming, confusing and frustrating. Eskilz is able to assist you and  make the process as painless as possible.

The Workplace Skills Plan (WSP) documents the skills that the company needs and to describes the range of skills development interventions that the company will use to address these needs and skills gaps.

A WSP must be developed and submitted every year in order to comply with current Skills Development legislation (SDL). The WSP is normally compiled by a registered Skills Development F acilitator (SDF) or qualified person and submitted to the relevant SETA.

By complying with the SDL, a company is granted access to various SETA grants available for skills training. In order to qualify for these grants, organisations must also ensure that their Annual Training Reports (ATR) are also submitted. This report is intended to show your progress against your last WSP – The planned against the actual training that took place.

WSP importance

A Workplace Skills Plan is meant to outline how an organisation/ employer is going to address the training and development needs within the workplace. It assists employers in identifying and providing relevant training that will address the skills gaps within the organisation. Compiling a WSP ensures that training is not only reactive to needs that emerge but also speaks to the overall organisational strategy, as well as encourages a holistic and sustainable approach to skills development. A well thought-out WSP will ensure that the skills that an organisation lacks are being addressed. This, in turn, will result in decreased training and development costs as development efforts are more focused.

How to develop a WSP

Here are a few steps when developing your WSP. Eskilz will assist employers with their WSP & ATR submissions.

Step 1 | Identify existing skills within the organisation.

Conducting a Skills Audit is the most effective way to do this. Identify the skills and knowledge that the organisation currently has and those that are lacking.

Purpose of a Skills Audit

  • To identify the skills and knowledge that the company requires or possesses currently
  • Identify and investigate the current competencies of each employee against pre-defined skill sets required to fulfill a specific job role/function.

Benefits of a Skills Audit

  • Improved skills and knowledge.
  • Decreased training and development costs as development efforts are more focused.
  • Improved succession planning for employees’ growth and development.
  • Increased productivity as people are better matched to their positions.

Step 2| Identify the skills gap within the organisation.

Once you have identified the skills that are present within the workforce, it becomes much easier to carry out the second step – identifying the skills that are missing and need to be developed. What skills are needed to achieve the strategic objectives of the organisation but are not present in the current workforce? These are the skills that need to be developed. Once again, a Skills Audit is a useful tool in identifying these gaps. Understanding where the gaps lie is an important step to any planning process and will pave the way forward for step 3.

Step 3 | Identify ways to develop skills which are lacking

These can include but not limited to:

  • Learnerships
  • Mentorship
  • In- house training
  • Online training

To view Eskilz Skills Development training and courses, click here

Aspects to consider when identifying the best way to develop skills required:

  • What is the cost of the training?
  • What level of training needs to be carried out?
  • What is the organisation’s Skills Development budget?
  • How many employees need to be trained?
  • Where will the training take place?
  • Is the training venue accessible (for staff with disabilities)?

ATR – Annual Training Report

The ATR and WSP are submitted together. The ATR shows progress against your last WSP. The report reflects the education, training and development that were implemented in the previous year. Your ATR will assist you in identifying the success/ failure of your previous efforts, thus allowing you to identify areas which you can improve on in order to remain effective and competitive. Records of all education, training and development activities should be available to confirm the information given in the report.

Items to include in your ATR:

  • The number of education, training and development activities conducted
  • Attendance registers
  • Proof of expenditure
  • Training provider used
  • The number of employees trained
  • The occupational areas covered
  • The learning methods that were used
  • How much was spent on education, training and development activities
  • Process used to develop the report
  • Name of the Skills Development Facilitator

WSP and ATR planning, compilation, execution and grant applicaiton | Eskilz is highly experienced and qualified to assist employers with their WSP & ATR submissions. For more information or call 0861 375459.



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..