Learnerships in South Africa are a way to get a formal qualification while working and earning a monthly stipend. Employers are incentivised with tax benefits from SARS for using learnerships to train their staff. Learnerships can also be used to train currently unemployed people who could possibly be employed by the company if they successfully complete the course. Because of this, learnerships are particularly important to the continued development of South Africa's .
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.
Take a look at the Careers Portal for specific listings of learnerships with some of South Africa's largest companies.
Learnerships are developed by the industry for the industry, in consultation with all relevant stakeholders, so the learning programme and qualification of the Learners are relevant to the specific occupation.
Companies that are obliged by law to contribute to the country’s Skills Development Fund (SDF) through paying the mandatory Skills Development Levy will find a number of important benefits if they include learnerships in their annual Workplace Skills Plan (WSP).
Learnerships have many positives and not just for the learner who will seek a job upon graduation. These opportunities create jobs amongst other things. The following article touches upon the benefits in granting learnerships and the relationships it creates.
Enrolling individuals in learnerships when they are already competent in most of the
outcomes of the qualification is a waste of time and resources; however there is room
for some RPL during learnerships. Suzanne Hattingh provides some guidelines on when
it is appropriate to do RPL in learnerships.
Many Human Resource professionals have not been made aware of the full benefits
and rewards for sending staff on RPL learnerships. CBM shares the secret to
conducting effective RPL learnerships and highlights the value this initiative brings to
There is an increasingly large number of people both employed and unemployed who are frantically searching for IT learnership. Employers have the opportunity of benefiting from creating learnerships in the IT sector.
Learnerships have been promoted as the primary tool to address the countrys skills shortage and to assist young people acquire skills that will secure them employment. But with the Minister of Labour highlighting incidences of abuse of learners, how do we maintain trust in this new form of training and ensure high standards of learning?