You might have heard the phrase “Never stop learning, because life never stops teaching”. Companies can learn from learners and the learner can learn from the company. The opportunities and advantages are so worth it. This article explains Learnership programmes – whether you are a potential learner or a company looking to invest in the future economy and the workforce.
Herewith some frequently asked questions:
1. What is a Learnership?
It basically is a structured learning programme during which the learner spends some time learning theory and some time learning practical skills in the workplace directly related to an occupation or field of work, for example, electrical engineering, office management or project management. A Learnership is a work-based learning programme that leads to an NQF registered qualification, managed by Sector Education and Training Authorities (SETAs). They were introduced by government to help skill learners and to prepare them for the workplace.
Before the programme is implemented, a contract is drawn up by the employer, the learner and an accredited skills development training provider. Each agrees to specific conditions and the contract protects all parties for the duration of the programme.
2. Why were Learnerships created?
The government was looking for ways to transform skills development in South Africa. The primary aim of Learnerships is to address the gap between the current education and training provided and the needs of the labour market. In fact, Learnerships are seen as central to skills upliftment in South Africa.
3. Why should companies consider a Learnership programme?
They aim to address challenges of:
• Decreasing employment;
• Unequal access to education and training, and employment opportunities;
• The effects of race, gender and geographical location on educational advancement;
• and over and above the skills shortages in South Africa.
4. Who are the parties involved in a Learnership?
There are three parties involved in a Learnership: The learner, the employer (offering the practical training component in their business) and the education and training provider (offering the theoretical component of the Learnership).
5. Who is eligible for a Learnership?
• Learnerships are available for young people between the ages of 16-35, who have completed school, college or learning at other training institutions.
• Unemployed South Africans can only participate in a Learnership if there is an employer prepared to provide the required work experience. The learner is dependent on a contract that legally binds all the parties and requires the learner to be employed by the employer only for the duration of the Learnership where after the employer can decide on whether to continue employment.
6. What are the benefits for learners?
• Better employment opportunities afterwards
• Fixed-term employment contract for the duration of the Learnership;
• Learnerships improve on the job performance so they are able to do things relevant to the job
• A nationally-recognised qualification that is relevant to the sector;
• Earning a learner allowance for the duration of the Learnership.
7. Will the learner be paid?
There is a specified minimum learner allowance that must be paid to unemployed learners in a Learnership. This is not a salary but covers expenses like travel and meals.
8. What does a learner receive on completion?
During the Learnership, learners will be required to complete assignments, tasks and practical tests and projects. They will be formally assessed in the classroom and workplace.
If all these assignments are completed successfully, they will be awarded an NQF-registered qualification, which is recognized nationally. They will receive a certificate stating the qualification and the area of skill development.
9. What is required to enter into a Learnership?
If a learner is accepted he/she will need to sign two legal documents:
• 1. Learnership Agreement: this is an agreement signed by the learner, the organisation employing the learner, and the education provider offering the theoretical training component of the Learnership. This agreement clearly outlines the rights and responsibilities of all three parties.
• 2. Employment contract: this is a contract they will sign with the employer, which is only valid for the time period of the Learnership.
10. Can a Learnership be terminated?
An employer can terminate the contract of a Learnership if:
• The duration specified in the Learnership agreement has expired;
• The employer and learner have agreed in writing to terminate the Learnership agreement, or if there is no such agreement, the SETA that registered the agreement approves the termination; or
• The learner is fairly dismissed for a reason related to the learner`s conduct or capacity as an employee.
Learnerships are positive programmes that enhance the education and potential of our youth entering the workforce. The Mindspa Institute assist companies in the Learnership Programmes. The aim for this article was to educate companies and learners on what this programme entails. Charlie & Kathy will be able to assist further. Please contact them for more information or an appointment by emailing [email protected] or [email protected] .
The Learnership programme was developed in South Africa as a modern way to advance apprenticeships to meet the modern demands of the workplace. Learnerships also manage to formalise the learning and workplace experience - which is usually sadly lacking in internships offered by companies.
Another significant benefit of Learnerships over internships is that Learnerships come with a formal pay structure where learners will be paid a monthly stipend, or payment, for the time they are on the Learnership. Also, internships do not have a learning component, while Learnerships are all linked directly to a formal qualification.