Embracing change and leveraging opportunities for growth
Opinion piece by Megan Brooks:
National Skills Development Strategist
Over the years, I’ve had the privilege of being involved in the skills development arena across various industries in South Africa. The landscape has always been dynamic, shaped by both external forces and internal systemic changes, each contributing to the country’s ever-evolving skills development strategies.
In recent years, we’ve seen the introduction of Quality Council for Trades and Occupations (QCTO) and a shift from legacy-based SETA qualifications and the transition from NSDS III to NSDP 2030. While these changes were designed to streamline qualifications tailored to industry needs, they have also brought their fair share of challenges. Yet, despite these hurdles, we understand that skills development will always be an evolving work-in-progress toward a skilled and capable workforce. As the years go by, the nuanced iterations will continue.
Understanding the National Skills Development Plan 2030
The National Skills Development Plan 2030 (NSDP 2030) outlines a bold and ambitious vision to address some of South Africa’s most pressing issues including inequality, poverty, and skills mismatches. It further marks a shift from training for numbers to employment-driven outcomes, ensuring learners secure jobs or start businesses. SETAs now play a strategic role in coordinating industry partnerships rather than just distributing funds. The focus aligns education and training more effectively with economic needs while emphasising the importance of partnerships between public and private institutions, employers, and SETAs. These partnerships seek to create a more cohesive approach to addressing skills shortages, especially in critical sectors that drive economic growth. However, the execution of this strategy has not been without its growing pains, and it is only fair to acknowledge the inherent challenges that come with such a monumental shift.
The transition from SETAs to the QCTO and the challenges ahead
The move from SETA-driven qualifications to those recognised by QCTO has not been seamless. While the QCTO was introduced with the promise of a more structured and relevant occupationally based qualification framework, businesses, training providers, and even the QCTO itself have struggled with some of the implementation challenges. Delays in QCTO accreditation, development costs, lack of assessment centres, replacement and realignment of qualifications, and the sheer complexity of aligning qualifications with industry needs have led to frustration. However, it is essential to remember that these hurdles are a natural part of any transition.
The strategic opportunity in Skills Development funding
In the evolving landscape of skills development, the true strategic advantage lies in the financial support available through SETA funding. As the business world adapts to changing economic conditions and industry needs, the ability to access funding for pivotal interventions such as learnerships, bursaries, and other accredited qualifications remains a game-changer. These funding streams, ranging from mandatory and discretionary grants, which unlock tax incentives for learnerships, present a transformative opportunity for businesses to upskill their workforce without bearing the full financial burden.
However, unlocking this potential requires more than just awareness; it demands a thoughtful and strategic approach. A deep understanding of the sector’s funding priorities and the intricate details of SETA processes is essential. It’s about aligning training initiatives not only with business objectives but also with the skills needs outlined in the Sector Skills Plan, the Scarce and Critical Skills List, and the identification of Hard-to-Fill Vacancies. Through this alignment, organisations can not only bridge the skills gap within their workforce but also ensure compliance with the ever-changing regulatory environment—creating a foundation for long-term success.
At Training Force, we are proud of our ability to track and manage these opportunities, ensuring they are aligned with the ever-evolving priorities of industry and the broader economic landscape. By managing this detailed work, we alleviate the administrative burden on businesses, allowing them to focus on what they do best—growth and innovation—while we ensure that their training programs are optimally funded and compliant with all requirements.
Unlocking funding potential through expertise and insight
The path to securing SETA funding is a nuanced journey that requires a thorough understanding of sector priorities, funding triggers, and the intricate relationships between stakeholders—particularly with the SETAs themselves and the return on investment for all stakeholders. It is in this space where true value lies.
What truly sets this process apart is the wealth of experience in delivering turnkey solutions with minimal risk in SETA-funded opportunities. We take pride in helping employers mitigate the upfront costs of training while ensuring that all tranche milestones are met. Our approach is deeply rooted in ROI-driven solutions, ensuring that every funded opportunity leads to meaningful outcomes—both for businesses and the learners involved.
Ultimately, our minimum-risk offerings support scalable solutions that marry the world of skills development with the practical needs of trade and industry. By understanding both the bigger picture and the granular details, we empower businesses to thrive—not just survive—in an increasingly complex world of skills development.
