Lack of education and training opportunities previously, have affected not only employability of South Africans but employers and their businesses. Deficits, particularly in language, Mathematical Sciences and Science per se, mean that employees find it difficult to understand, use and apply the latest production and information systems. Learnerships is the intervention of choice for many South African businesses who find themselves in this situation. The learnership system for employees plays “a redress” function. It helps help the employee and would-be-employee move effectively into employment and further development. And it addresses skills needed in the businesses as well as adding points on the BBBEE scorecard for the skills development element.
Companies accelerate the development of employees and in the achievement of the strategic objectives by using appropriately structured workplace-based learning programmes. Learnerships are used to help prepare employees for different situations:
- promotion opportunities
- succession planning
- affirmative action
18.1’s or 18.2’s?
When planning a learnership companies have a choice of learners:
- the currently employed (referred to as 18.1’s)
- the unemployed (referred to as 18.2’s)
But why train unemployed (18.2’s)?
When designing learnerships for the unemployed within the formal employment environment, then, it is particularly important to consider the following:
- the unemployed are free from any workplace policies and indeed politics and more open to learning fresh approaches
- the aim of learnerships is to transform learners into productive and independent workers who will be useful employees and confident individuals with new skills
- community members need to learn about norms, values and attitudes required in a formal working environment for the benefit of society and their own employability
- communities who have excellent knowledge of industry and skills needed are of greater benefit to the employer as this advances innovations and productivity
- learnerships contribute to all aspects of society by including areas of learning that are of national significance
- learnerships maximise the skills development element on the BBBEE scorecard for companies
- unemployed learners are available for full-time programmes which accelerates development and results
- unemployed learners are easier to manage because they generally do not have work commitments that “get in the way” of training
empowering a community increases the employability of a region
The training programme at the Komatsu Denron Community Centre is one of Triple E Training’s unemployed interventions that skills unemployed adults in Maths, English and Computer Literacy.
Ultimately learnerships and any similar training intervention for unemployed for that matter, are an important component of a company’s growth strategy. They can be used to empower surrounding communities and advance the pool for new employees.
Contact Magda, Samson and Marinda (above) for information on their unemployed learnerships and AET/ABET Programmes.
The Executive Marketers of Triple E Training have vast experience with unemployed training programmes like learnerships and AET/ABET, and the benefits thereof. You can contact them any time via the Triple e Training landline 086 TRIPLE, and their email addresses email@example.com.