How To Apply For A SETA Learnership



The Sector Education and Training Authority's primary function is to increase the skills of employees and work-seekers through learnerships, skills programmes, internships, and apprenticeships. 




In recognition of the fact that businesses play a crucial role in fostering skill development in the workplace, the Sector Education and Training Authority (SETA) was created.

It is a project of the government's National Skills Development Strategy, which seeks to drastically change South African education and training while enhancing business competitiveness.

South Africa has approximately 23 SETAs and each one has the responsibility to identify skills requirements and ensure that those skills are readily available.

This is done through the boosting of skills, to bring skills to the employed, or those wanting to be employed.

All of the SETAs have an offering of learnerships as part of increasing access to employment opportunities through assisting individuals in Career-Pathing and Self-development.

Here’s what to do if you’re interested in applying for a SETA learnership:

Although the SETA facilitates the recruitment and implementation of learnerships, it is the responsibility of the employer or service provider to recruit learners. Alternatively, individuals may check available learnerships at different times of the year. 

It is advisable that individuals also pay a visit to their nearest Labour Centre or Provincial Office of the SETA.

If you are currently employed, it is advisable that you have a conversation with your employer regarding learnership opportunities that might be available in your respective industry.

Prospective Seta learnership applicants need to meet certain requirements such as having a Matric certificate, being computer literate, and not having permanent employment.

What Are The Benefits Of Learnerships Training For Employers?

Employers can contribute to addressing the skills gap and unemployment in the country by providing practical work experience and learning theory to their employees, especially for previously disadvantaged or unemployed individuals. This directly results in improved access to employment and contribute to economic growth. 

Employers are entitled to discretionary and mandatory grants and tax rebates by contributing 1% of their annual payroll as a skills development levy and upskilling their workforce.

Lastly, learnerships count towards a company's BBBEE scorecard, with up to 12 points available for meeting certain criteria, thereby maximizing a company's B-BBEE score for the Skills Development component and earning tax rebates for employers.

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.


Suggested Article:

Someone learning a new skill through SETA.

With SETA existing within 21 sectors of the South African economy, ranging from Agriculture to Wholesale and Retail, it identifies skills that are lacking in one way or another and that need to be improved. 




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