In addition to a significant tax rebate of up to R60 000 per learner, the benefit for companies investing in learnerships is that they are helping to sustain a clear and practical solution to help address the country’s skills shortage.

This is the message from experts in the field of elearning and training, who claim thatmore businesses have a greater understanding of the significance of value of learnerships in the current marketplace.

Richard Rayne is the Managing Director of iLearn, a national specialist provider of ONSITE instructor-led and ONLINE elearning training methodologies which uses its market experience of 12 years and extensive knowledge of existing and emerging trends to help clients derive maximum benefit from an investment in learnerships.

“This intervention addresses economic development and social cohesion needs and is measurable against the National Qualifications Framework,” explains Rayne.

According to Rayne learnerships are the most effective means of complying with the new BEE scorecard which requires that companies spend 6% of their gross salaries and wages in order to measure the Skills Development component of the scorecard.

“Learnerships are rooted in the same principle as that of apprenticeships. Learners or apprentices ‘learn their trade’, so to speak, and get valuable ‘on-the-job’ experience. Not only do candidates gain a feel for the job, but can accurately assess their aptitude for the work based on real-life, practical experience,” says Rayne.

This is a credible and powerful platform through which individuals can apply their theoretical knowledge and is readily available in most industries through the relevant SETAs (Sector Education and Training Authorities).

However, specialists at iLearn suggest that while learnerships do empower people, it is up to the individuals themselves to prove themselves to the employer in order to continue their employment following the one-year learnership agreement.

While there are mostly positives and gains associated with this intervention, challenges do exist.

Rayne points out time and logistic issues, SETA bureaucracy, lack of administrative capacity at SETAs, as among the most common complaints and causes for concern.

“However, there is real progress being made and more companies are not only aware of the value of an investment in learnerships, but there are more success stories emerging… we are proud to contribute towards this process,” he adds.