Workplace skills planning and the importance of investing in learning

Empowering your employees is an investment in the success of your organisation. Talent management involves appropriately deploying employees' skills to optimize performance, making it a vital function for any organisation. As the world rapidly evolves, organisations thrive or decline based on the strength of their workforce. It is essential for businesses to ensure that their employees are well-skilled and equipped to navigate emerging changes.

A Workplace Skills Plan (WSP) is an important tool that helps organisations address their learning and development needs. A WSP requires organisations to identify their skill priorities in alignment with their business strategy, assess existing skills gaps within their workforce through a training needs analysis, and develop or discover the best learning solutions for employees' career aspirations. Organisations must develop a WSP annually and submit it to their relevant Sector Education and Training Authority (SETA). This ensures accountability in implementing skills development within their sector. A WSP provides businesses with insights into the skills currently available within the organisation as well as current and future skills needed. It also outlines the investment in training required for the upcoming year. By having a WSP in place, businesses can enhance their employee’s skill level and demonstrate their commitment to complying with current Broad-Based Black Economic Empowerment (B-BBEE) Codes. This allows them to gain a competitive advantage by being recognized as an employer of choice.

Organisations can systematically consider both current and future needs by identifying gaps through a skills audit, integrating these needs into their performance management systems, implementing succession planning initiatives, as well as adapting to new processes and technological changes. With a structured approach to learning, organisations can reap various incentives and create a more skilled and productive workforce. Implementing a WSP enables employees to acquire portable skills through recognised qualifications, allowing organisations to actively contribute to addressing the skills shortage in South Africa. Not only should current skill needs be addressed, but critical and scarce skills related to both short and long-term strategic objectives should also be considered. The WSP should align with other important human resource functions and practices, such as performance management and succession planning.

Submission of Workplace Skills Plans are required by the relevant industry SETAs to tackle the shortage of skills in South Africa. Through the submission of WSPs, SETAs can compile meaningful Sector Skills Plans that prioritize their skills development efforts within their respective sectors. Organisations are legally obligated to pay a skills development levy and submit a WSP annually. If compliant, they can qualify for mandatory and discretionary grants from their SETA, which provide additional funding for planned learning interventions. However, simply submitting a WSP is not sufficient for its effective implementation.

Kindly note that the Master Builders KwaZulu-Natal Recruitment Agency is qualified and skilled in processing WSP/ATR on behalf of each member: For more information please contact recruitment@masterbuilders.co.za or 031 831 3201.

Sources:

Workplace skills planning and the importance of investing in learning - HR Future 

Anisha Naidoo | Human Resources Manager