How an Annual Training Report (ATR) Can Help Your Organisation Stay Ahead

How an Annual Training Report (ATR) Can Help Your Organisation Stay Ahead

An Annual Training Report (ATR) can be a powerful tool for organisations looking to stay ahead in today’s competitive business landscape. By reflecting on the actual training data for the past year, starting from the 1st of April of the past year to the 31st of March of the current year, the ATR provides valuable insights into the education, training interventions, and learning and development activities that were delivered. The ATR can assist businesses to commit to the development of their employees as well as individuals in the communities they operate in.


“The beautiful thing about learning is that no one can take it away from you.” – B.B. King.


Completion and submission of a Workplace Skills Plan and Actual Training Report (WSP/ATR) is an essential tool for creating a better, more efficient, productive, and safer working environment.


The ATR is also an opportunity for organisations to build a pool of talent made up of professional employees and assists in developing enhanced succession planning structures. This is essential for ensuring business continuity and creating a well-rounded working environment. Effective training should include not only mandatory safety and compliance training but also technical and career path development, as well as softer human skills like critical thinking, conflict resolution, and communication.


Submitting a WSP/ATR to the relevant SETA by the 30th of April each year may initially seem cumbersome, but the tangible benefits for your business are significant. By meeting the requirements of these submissions, your business can claim back up to 20% of your Skills Development Levy (SDL) from the specific industry’s SETA. The WSP/ATR submission provides a financial incentive and ensures compliance with the Skills Development priority element on your B-BBEE Scorecard.


Moreover, by conducting a skills audit, developing a training plan, and evaluating the effectiveness of training programs, organisations can ensure that their employees have the skills required to meet future challenges and be ready when opportunities arise. Developing a learning and development plan benefits the individual employee and ensures that the organisation is well-prepared to adapt to changing business needs.


In conclusion, the Annual Training Report is an essential tool for any organisation looking to stay ahead in today’s competitive business landscape. The benefits of submitting a WSP/ATR goes beyond compliance and enable return on investment through financial incentives, compliance with the Skills Development priority element, and the development of people.


“The only thing worse than training your employees and having them leave is not training them and having them stay.” – Henry Ford.


Contact Siyakha for assistance in developing learning and development strategies that can form the basis of your ATR submission.


Sune Marais

E: | T: 011 706 9006

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.

Webinar: HR For Small Businesses

Webinar: HR For Small Businesses

As a small business owner do you have questions relating to your HR function?

  • Why is Human Resources in a small business important?
  • Who needs to implement Human Resources?
  • What areas do I need to address when ensuring HR compliance?

In this webinar we will be dissecting and answering your questions, you do not want to miss this!

Date: Wednesday 19 August 2020

Time: 11 to 12.30pm

Venue: Microsoft Teams.  See you there!








Important Update For Employers On TERS

There has been a change in the process for applying for the UIF TERS benefit for on behalf of employees from May, in terms of which employers have a new option.

First, however, it appears that the UIF site is not yet ready to accommodate applications for May. We are trying to establish when this will become possible.

As to changes, employers applying will be able to indicate whether the benefits should be paid to the company or whether payment must be made directly into employees’ bank accounts.

Employers will be entitled to receive a payment if they require a refund from the UIF, which would be the case where the employer has paid the benefit to the employees, or where the employees have been required to take annual leave. In other circumstances, the UIF will make payment directly to the employees.

The addition of this second option, under instruction from the Minister of Employment and Labour, follows complaints that some employers did not make the April payments to employees within the required 48 hours.

While we have not been told how many employers failed to do this, or how many employees were affected, the non-compliance of a few drew comments from the Minister and the changes to the system.

The additional option has essentially been introduced with the intention of ensuring that the payments of the Unemployment Income Covid19 TERS benefits are smoother for May and June.


Representatives of the UIF have informed us that they are confident that the Unemployment Income system has the capacity to pay individual employees directly. They further confirmed that processes are in place to inform employees once the payment has been made into their bank account. Employers will also be informed when an employee has been paid and how much.


Employers who have not submitted employee bank account details and mobile numbers to the UI when they initially applied should add the relevant details to their May applications.  Employers who did so for April will not need to do so again.

It will still be necessary for the employer (or, where applicable, the bargaining council) to apply for the benefit on behalf of employees to whom the benefit is due. Where employers refuse or fail to do so, employees may apply directly.

Employers can also still make an advance payment to employees to ensure that they receive the amount on their regular pay date. In this case, the employer will need to indicate that they are applying for a refund when they make the application, and the amount will then be paid to the employer.

Please note that the UIF has indicated that many employers who received benefits for April have not yet provided the UIF with proof that the employees have been paid their April entitlements. Employers signed MOAs committing to send proof that they have paid their employees.  B4SA thanks those who have complied. Those who have not yet submitted proof to the UIF are urged to do so.

Employers who have not received funds for April are asked to escalate this to the UIF call centre, but the UIF has also undertaken to contact employers directly to resolve any outstanding issues so that workers can get paid.

The Department says it has engaged the private sector, insurance sector, banking sector and other stakeholders to assist in making the application process more effective and efficient.

The Department aims to launch a new web platform, which will automate the application’s value chain and speed up the processing of payments. The UIF is also in the process of creating a YouTube video explaining the COVID19 TERS application step-by-step.

Anyone with queries should be directed to the UIF call centre at 0800 843 843.

Human Resources – Navigating COVID-19

As always, we remain committed to giving you resources that will assist you successfully navigate these uncertain times and in this broadcast, we look at Human Resources.

  • How do you navigate the COVID-19 lockdown and its after-effects, from an HR perspective?
  • What relief measures have been put in place to assist you improve your chances of navigating and surviving this uncertain period?

Our Chief People Officer, Hayley Byleveldt, addresses these issues.

For further information or very quick virtual coaching, please contact

For all other queries, kindly contact 011 706 9006 or