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.
WSP/ATR
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.
SETAs sector skills plan
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.
The National Development Plan
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.
Conclusion
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.
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Suzaan Bezuidenhout
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