Best Workplace Skills Plan Benefits: WSP Submission

When you commit to the process, the workplace skills plan benefits your organisations' development. Contact us for skills development support.

Obtain Workplace Skills Plan (WSP) Benefits for Employers Who Train

When you commit to the process, the workplace skills plan benefits your organisations’ development.

Workplace Skills Plan Benefits Because Training is Important

The Workplace Skills Plan (WSP) in South Africa offers several benefits to employers.

It is a crucial component of the Skills Development Act, aimed at promoting skills development and addressing the skills gap in the workforce.

choosing skills development programmes

Here are the primary workplace skills plan benefits for employers:

1. Access to Grants and Funding: Workplace Skills Plan Benefits

2. Improved Workforce Competency: Workplace Skills Plan Benefits

3. Compliance and Avoidance of Penalties:

  • Submitting a WSP is a requirement for compliance with the Skills Development Levies Act.
  • Non-compliance can result in penalties and a loss of potential grants.
  • So adhering to this requirement ensures that employers avoid these financial repercussions.

4. Strategic Workforce Planning: Workplace Skills Plan Benefits

  • The process of developing a WSP encourages employers to conduct a thorough analysis of their current workforce skills and future needs.
  • This strategic approach aids in succession planning and ensures that the organization is prepared for future challenges and opportunities.

5. Enhanced Employee Morale and Retention:

  • Investing in employees’ skills development demonstrates a commitment to their growth and career progression.
  • This can boost morale, job satisfaction, and retention rates, reducing turnover costs.

6. Alignment with National Skills Development Priorities:

7. Tax Incentives:

8. Industry Competitiveness:

9. Enhanced Organizational Performance:

  • A well-trained workforce can lead to improvements in efficiency, innovation, and overall organizational performance.
  • This can drive growth and profitability.

10. Encouragement of a Learning Culture:

Regularly updating and executing a WSP fosters a culture of continuous learning and improvement within the organization, which is vital for long-term success.

Overall, the WSP is a strategic tool that helps South African employers enhance their workforce’s skills, leading to a more productive, compliant, and competitive organization.

How Workplace Skills Plan Benefits Economic Growth

South Africa needs an aggressive skills development plan and strategy as a result of the extremely high unemployment rate.

As a result, there are workplace skills plan benefits for organisations who train their employees or the unemployed.

Purposes of skills development legislation:

  • to develop the skills of the South African workforce (improving quality of life, productivity and competitiveness, to promote self-employment and to
    improve the delivery of social services);
  • to increase levels of investment in education and training;
  • to encourage employers to use the workplace as an active learning environment;
  • to provide opportunities to acquire new skills and new entrants to the labour market
    with experience;
  • to encourage participation in learnership and training programmes;
  • to improve employment prospects of previously disadvantaged persons.

Financial and Institutional Framework to Provide Workplace Skills Plan Benefits

The following institutions are established in terms of the Act in order to make provision for skills development in South Africa:

Sector Skills Planning by the SETAs to Inform Workplace Skills Plan Benefits

SETAs are mandated to plan for, implement and evaluate desired skills development outcomes within respective economic sectors.

The planning process also identifies SETA funding priorities and goals.

short courses benefits

SETAs Conduct Sector Skills Planning Research to Guide Workplace Skills Plan Benefits

A key component of SETA work involves sector skills planning research to ensure that public investment in skills development resonates with the needs of respective constituencies and government’s key economic and social priorities.

This is achieved by responding to prescripts outlined in the NSDP (and more broadly, the NDP).

The Skills Development Act tasks SETAs with the responsibility of developing the Sector Skills Plan (SSP).

EWSETA Example of Sector Plan Research Process

The EWSETA SSP evidence-based research included:

  • Collection of quantitative data through workplace skills plans (WSPs)
  • Collection of qualitative data in the form of in-depth interviews
  • A labour market intelligence survey to gain deeper insight into aspects such as key change drivers and hard-to-fill vacancies (HTFVs)
  • EWSETA Impact and Tracer Studies (primary research) typically based on concurrent mixed methods
  • Desktop research to acquire and analyse secondary data derived from numerous credible sources.

Example of EW SETA Strategic Skills Priority Actions (incrementally achieved over a five-year cycle)

  • Priority 1: Increase internal human resource capacity to continue to enhance the research effort (short to medium term).
  • Priority 2: Establish partnerships with key stakeholders aimed at developing and supplying skilled incumbents in order to address sectoral needs (short to medium term).
  • Priority 3: Implement Recognition of Prior Learning (RPL) programmes (medium to long term).
  • Priority 4: Increase skills development support of SMMEs in the sector, especially in response to 4IR and entrepreneurship skills (short to medium term).
  • Priority 5: Support equity imperatives such as gender equality, especially in key professional and technical occupations (long term).
  • Priority 6: Establish a formal EWSETA monitoring and evaluation (M&E) framework (short to medium term).
  • Priority 7: Support national plans and strategies (long term).

The Sector Skills Plan (SSP) Framework

The SSP Framework was developed by the DHET in conjunction with SETAs, and was first implemented in April 2015.

The Framework aims to provide guidance to SETAs in compiling the SSP, as well as to ensure uniformity in the structure and content of the SSP.

The current Framework was developed during April of 2019 and will remain in effect until 2025 (unless otherwise advised by the DHET).

skills development plan services hr policy

The Framework outlines the following:

  1. Method and format set for SETAs to meet the criteria for compilation of the SSP
  2. SSP content (from Chapter 1 – 6, including the preceding section on research process and methodology) – 65 page limit
  3. The SSP planning cycle and annual time frames
  4. The criteria for evaluation of SSPs

The current SSPs being developed by SETAs are the first update SSP based on the 2020-2025 five-year plans (developed in 2019)

Thus, the 2020-25 SSPs are currently in their first year of implementation.

The SSP Framework aims to align to prescripts set out in the NSDP by:

  1. Articulating sectoral priority occupations as primary input into realisation of key objectives of the NSDP
  2. Appropriately aligning to outcomes stipulated in the NSDP by:
  3. Seeking new methods of continuously improving skills planning activities in support of the above.

The Sector Education and Training Authorities (SETAs) WSP Submission

The Workplace Skills Plan Benefits After Annual Training Report Submission

The WSPs/ATRs and or PTRs/PTPs reflect the training plan of an employer covering the period 01 April of a particular year to 31 March of the following year.

It defines the occupational shortages and skills gaps identified by the employer, the training programmes that are required to meet and deliver those skills and the staff that will be targeted for training. 

How the Workplace Skills Plan Benefits SETA Research

The ATR/and or PTR reflects the actual training that has been implemented by the employer during the period covered by the preceding WSP and or PTP.

The relevance of the information provided by employers is significant to the SETA as it contributes towards labour market supply and the broader sector skills plan.

Contact 7 Sundays for Assistance to Obtain Workplace Skills Plan Benefits

rpl and other policies for accreditation consultation
leoniehall
leoniehall

Combining education, economics and creativity to achieve innovative and competitive solutions for private, public and personal development spaces.

Articles: 206

Leave a Reply

Your email address will not be published. Required fields are marked *

You cannot copy content of this page