The term Learnership in South Africa came with the introduction of Skills Development Act. Learnerships are using the same model as an Apprenticeship, where qualification is made up of theory and structured practicals. Apprenticeship, traditionally, covers technical fields of learning to produce an Artisan. Learnerships are an extension of apprenticeship in that it is holistic in approach as they are designed to cover both hard and soft skills. Learnerships were introduced to address the skills shortage in South Africa.
Apprenticeships were run under Labour department and conducted by companies independently. The learner may have independent relationship with the Technical Collages, now FET Colleges. For qualification to be achieved the learner had to go for a trade test at an independent centre. The learner will then be a qualified Artisan.
Learnerships are structured to foster relationships between all stakeholders. They are structured to achieve qualification guided by SAQA approved unit standards. A Learnership agreement is administered by SETA and there are three parties to it, the employer as an initiator, training provider and a learner.
According to the Skills Development Act the learnership only exist if
· It consists of a structured learning component (e.g. unit standard).
· It includes practical work experience of a specified nature and duration.
· The learnership would lead to a qualification registered by the South African Qualifications Authority and related to an occupation; and
· The intended learnership is registered with the Director-General of Labour according to relevant regulations.
From above definition it is clear that learnership can cover any type of vocation.
Traditionally, only big companies could afford Apprenticeship. With learnerships any registered company can enter into a learnership agreement. Learnerships benefit a learner by getting qualification while receiving a stipend. Employers acquire skills and extra pair of hands for free while also getting grant from Skills Development levy. The overall winner is the country and its economy.
Learnership agreements are registered with a SETA where there must be a lead employer who will offer the practical part of the learnership, a lead training provider who will conduct theory part and a learner as a recipient of both.
An employer wishing to enroll candidates on a learnership can either enroll his/her permanent existing employees (Section 18(1) Learner), or recruit unemployed persons and enroll them (Section 18(2) Learner). Though an employer is required to conclude a Learnership Agreement and Contract of Employment with both types of learners, employers are not obliged to employ Section 18(2) Learners beyond the period of Learnership Agreement.
There are prescribed minimum allowances that must be paid to the learner in accordance with Basic Condition of Employment Act.
Learning Institutions & Organizations embrace Learnerships and they are turning into centres of excellence.
Some industries can be organized and grouped easily than others. For an example, Insurance and Banking sectors are easier to co-ordinate as they share similar skills. Manufacturing will be a challenge as individual companies have unique production processes.
The example of well structured learnership programmes is Amathuba Learnerships by Insurance sector with Old Mutual. LETSEMA LEARNERSHIP is another example administered by Banking SETA in conjunction with banks.
Learners must always be on a lookout for Learnerships as they are no specified intakes during the year. There are companies with yearly intakes and these take place in different times for each company. There are those that are demand driven or strategic and these intakes happen throughout the year.
The good source for Learnerships would be that specific organization website. Most big companies in South Africa have a learning programme in one form or the other. Internet will provide general information as well on Learnership opportunities.
