Skills Development Facilitation
Human Resources 101 (Pty) Ltd
SDF, Skills Development facilitation, SKILLS DEVELOPMENT LEVY
How can your company benefit from the Skills Development Levy (SDL) paid to SARS?
Governments across the globe are increasingly recognising the need for continuing education, not only at academic centres for higher learning, but also for highly skilled professionals within the workplace. The continuing development of skills and knowledge throughout life is valuable to both business and individuals, and is essential for our continued economic wellbeing. Furthermore, a business is a growing concern, and its most precious asset is its Human Capital. For a business to be able to grow, it must invest in its workforce in the form of training, as laid out in a Workplace Skills Plan (WSP), which brings to mind the need for companies to do more than simply look at their skills levy as a legal compliance issue.
In response to the growing need for effective skills development solutions, it is imperative that the skills development in an organisation is managed by an individual who is qualified and equipped to do so.
Time to Get Serious About the Workplace Skills Plan:
In these tough economic times, it is essential that employers benefit from these grants. Unfortunately, many companies see the WSP as a compliance issue, and fail to use the skills planning process to make a meaningful impact on their business.
The 30 April deadline for submission of the Workplace Skills Plan (WSP) may seem far off but is in fact around the corner. The SETAs are obliged to pay the Mandatory Grant to employers who submit the grant application in terms of the specified requirements, but late submissions do not qualify for the grant. This grant is 20% of the total skills levy paid by the employer over a year in monthly contributions of 1% of its payroll.
Employers who submit the grant application also qualify for the additional Discretionary Grants of 49.5% to fund training in the skills that are essential for productivity and competitiveness. Don’t make the mistake of only starting the skills planning process in the middle of April, especially since it’s so close to year-end for many organisations, when much attention will be on finalising Tax and Financial Year-Ends!
A continuous, planned and structured process:
Skills development should be a continuous, planned and structured process that is influenced by the SETA requirements, but not dependent on them. The WSP/ATR should be the end result of a business-driven skills planning process. This will ensure the Return on Investment from training, as programmes will be focused on the competence required for the Key Performance Areas of the business.
The skills planning process should include:
A Skills Audit (about every 3 to 5 years) to determine the current state of skills in the company; followed by:
An annual Training Needs Analysis to identify the main skills gaps and training needs that must be addressed to improve your organisation’s performance; resulting in:
A comprehensive training and development plan for learning and other skills development programmes to improve employee and organisational performance. This document should be used as a basis for compiling the WSP/ATR, which only includes information that is relevant for the SETA.
, Mandatory Grant
, SETA Grant
, Skills Development facilitation
, SKILLS DEVELOPMENT LEVY