Skill Development

• Legalisation relative to skills development

  • National Qualifications Framework (NQF) Act 67 of 2008
  • Skills Development Act 97 of 1998
  • Skills Development Levies Act 9 of 1999
  • Higher Education and Training Act 101 of 1997
• NQF


  Set of principles and guidelines by which records of learner achievement are registered to enable national recognition of acquired skills and integrated system that encourages lifelong learning
• NQF objectives


  • Create a single integrated national framework for learning achievements
  • Facilitate access to mobility and progression within education, training, career paths
  • Enhance quality of education and training
  • Accelerate redress of past unfair discrimination in education, training, employment opportunities
• Skills Development Act 97 of 1998

  • Provides training and development that the employer provides to employees in the workplace
  • Purpose is to develop the skills of the SA workforce, increase levels of investment in EST, encourage workers to participate in learning programs, ensure the quality of learning in and for the workplace
• Skills Development Levies Act 9 of 1999


  Provides laws and regulations for funding for the development of the workforce
• Higher Education and Training Act 101 of 1997


  Regulates higher education in SA
• Fit-for-purpose


  • Significant, measurable, meaningful and coherent milestone
  • Attainable, justifiable as outcomes worthy of recognition
  • Reflects organisations current predicted needs
  • Addresses individuals need for recognition
• Skills matrix


  Identifies the skills needed, matches them to possible unit standards, allows for matching skills to nationally registered unit standards, modifies standards to be written
• Needs analysis


  Provides complete understanding of the system and the shortcomings
• Task analysis


  Looks strictly at the tasks performed on the job
• Training contributes to


  • Upgrading skills
  • Enabling change and transformation
  • Assisting the organisation to achieve/maintain competitive edge
  • Instilling a culture of lifelong learning
• Training and development plan

  1. Identify training needs (training need analysis)

  2. Set training objectives (standard condition performance)

  3. Develop/design training program

  4. Implement training program

  5. Evaluate training program
• Kirkpatrick model


  • Reaction: how do trainees feel?
  • Learning: what have trainees learned?
  • Behaviour: what on-the-job changes in behaviour?
  • Results: have cost reductions resulted?
• Positive impact of skills development interventions

  • Enhanced employee competence
  • Improved quality of work
  • Increased innovation and problem-solving
  • Adaptability to change
  • Boosted employee morale and engagement
• Benefits of skills development

  • Improved employee performance and productivity
  • Enhanced employee engagement and satisfaction
  • Adaptability to change and innovation
  • Reduction in turnover and recruitment cost
  • Competitive advantage and organisational growth