How can WSP and ATR help identify and close skills gaps within your organisation

How can WSP and ATR help identify and close skills gaps within your organisation

A workplace skills plan is a detailed document that outlines the skills required by an organisation and identifies any gaps in those skills. The skills plan should consider the current skills of employees and their future training needs, as well as sector specific scares skills gap. The skills plan is an essential tool for HR managers and training committees, as it provides a blueprint for the development of training programs and career development plans for employees.


“The Skills Development Act, aims to expand the knowledge and competencies of the labour force, improve productivity, increase employment and eradicate inequality in society” Teboho Motsoane.


In order to develop a skills plan we need to conduct a skills audit of the organisation first. A skills audit involves assessing employees’ current skills against the skills required for their roles. This can be done through interviews, surveys, and performance appraisals and will help identify gaps in employees’ skills and highlight the areas where training is required.


Once skills gaps have been identified, these gaps are then translated into a training plan. The training plan should be based on the skills plan, should address the identified skills gaps and should be designed to meet the organisations’ and its employees’ specific needs and factor in sector specific skill requirements. It is important that training committees meet on a quarterly basis to discuss implementing changes into the plan if needed to due to current conditions in the working environment and operating sector at that time.


An actual training report (ATR) is an essential tool for measuring the effectiveness of training programs. The ATR reports on the actual training that was concluded in line with what training that was planned in the WSP.


The ATR assists in identifying whether the training program has successfully addressed the skills gaps identified in the skills plan. It can also highlight any areas where further training may be required. The report should be used to inform future training programs and to ensure that the organisation’s training needs are being met.


The WSP/ATR tool assists in creating opportunity for employees to obtain the skills required to remain competitive and can contribute to an organisation’s success.


Develop integrated learning pathways for your employees that will enhance employee engagement and organisational effectiveness with Siyakha’s expert assistance in crafting and submitting a WSP and ATR.


Contact us on 011 706 9006 or via email on to ensure that you get the best fit solution for your organisation through our specialised process and experienced team.

The Importance of A Strong Workplace Skills Plan (WSP) For Driving Organisational Performance

The Importance of A Strong Workplace Skills Plan (WSP) For Driving Organisational Performance

Learning and development programmes are vital in enhancing an organisation’s human capital. The focus on people and supporting them in achieving developmental goals is a human-centered approach that strategically aligns to increasing productivity and assists an organisation in realising the golden thread to align business strategy with that of people development.

The annual submission of the WSP/ATR is a reporting mechanism that supports organisations in recognising the implementation of various skills development programs to minimise internal skill gaps and to expand learning and development programs for unemployed learners. The report consists of the Workplace Skills Plan (WSP) that indicates planned training for the year ahead, while an Annual Training Report (ATR) reports the actual training activity completed in the previous year.

The WSP is developed annually, for the period 01 April to 31 March, by a registered skills development facilitator (SDF) and is submitted to the relevant SETA with which the organisation is registered. The submission and approval of the WSP/ATR facilitate access to the SETAs mandatory grant for skills training.

An equally important purpose is to provide important sector information to the SETA on employee profiles, skill needs, and skills development interventions. This information, in turn, informs the development of the SETAs sector skills plan (SSP). Therefore, companies with a salary bill of more than R500,000 per year should be registered to pay Skills Development Levies (SDL). Companies can then submit the WSP/ATR. On approval of the submitted WSP/ATR, up to 20% of the SDL paid will be obtained through a grant from the relevant Seta.

Organisations are continuously evolving, and in order to stay relevant with a strong competitive advantage, identifying the required skills needed to support forward-thinking becomes essential. Addressing any training shortfalls and areas of excellence, organisations can contribute to the professional development of their employees while investing in the company’s future skill requirements. Furthermore, the development of youth through participation in learning and development programs can support individual growth for future absorption into the current working force and is, so doing, support the National Development Plan for minimising unemployment.

It is essential to secure support and commitment from management and the employees within the organisation to ensure successful implementation.

Reflection also plays an integral part in the development of learning programs, and the progress made by an organisation is indicated in the ATR. The success or failure of the company, in terms of its skills priorities and growth objectives, is measured by comparing the ATR and the previous WSP.

In addition, hereto, Skills Development plays a pivotal role in transformation. It is a priority element in the revised B-BBEE Codes of Good Practice, and non-compliance with sub-minimum targets will result in a measured entity dropping one level on the scorecard. For example, suppose a measured entity fails to submit the Workplace Skills Plan and Annual Training Report. In that case, their B-BBEE status will be negatively affected. No submission, no points. The grant linked to the WSP of the company will also be suspended for the following year.

The overarching emphasis of the WSP/ATR is to drive impact in transformation, individual learning, and development and for an organisation to gain a competitive edge by being recognised as an employer of choice.

Revitalise your workforce and improve your organisational effectiveness with Siyakha’s expert assistance in reviewing and enhancing your ‘people’ strategy through our specialised WSP and ATR process

Sune Marais


T: 011 706 9006