The documents discuss skills development legislation and training needs in South Africa. The main points are: 1. The Skills Development Act and Skills Development Levies Act were implemented to expand workforce skills, improve productivity and employment, and increase investment in training. They established institutions like Sector Education and Training Authorities to oversee skills development. 2. Training needs can be identified at the macro, meso, and micro levels. The macro level looks at national and international trends. The meso level addresses organizational performance issues and strategic needs. The micro level focuses on individual employee skills. Proper needs analysis is important to ensure training is relevant.

1. Question 1
The Skills Development Legislation and the objectives.
Skills development training is considered an important pillar for economic growth, stability and
success in South Africa, that is why training legislation was created in South Africa to oversee
and coordinate the affairs of skills development training in the country.
The Skills Development Act was designed and implemented in close collaboration with the
South African Qualifications Authority ( SAQA ) ( ). It is clear that skills
development together with training and education are vital elements for the people in South
Africa and for the economy. The two main skills are :
 Skills Development Act ( Act 97 of 1998 as amended Act 37 0f
2008,
 Skills Development Levies Act ( Act 9 of 1999 ) and the BBEEE
(Broad Based Black Economic Empowerment.) Act 53 0f 2003.
The Skills Development Act ( Act of 97 of 1998) as according to ( ) aims to :
 Expand the knowledge of and competencies of the Labour force in order to improve
productivity and employment.
 The main aimof the Act are to improve the quality of live of workers, their prospects of
work and their mobility.
 To promote self employment
 To improve the delivery of social services
 To increase the level of investment in education and training in the labour market andto
improve the return on that investment.
 The Skills Development Act also aims at encouraging the employers to use the
workplace as an active learning environment.
 Employees will have opportunities to acquire new skills.
 To employ person who find it difficult to be employed, the work seekers to find work,
retrenched workers to re-enter the labour market, and also to find qualified employees
with providing and regulating employment services.
 The Skills Development Act also aimat encouraging workers to participate in
learnerships and other training programs.
 To improve the employment prospects of persons previously disadvantaged by unfair
discrimination and to redress those disadvantaged through training and education.

2. In that there is also a role played by the Skills Development Facilitator,( Erasmus B,J, Loedolff
P,V,Z Mda, T et al 2019 : 70 ) the Skills Development regulations also make provision for the
appointment of Skills Development Facilitator (SDF) The Skills Development Facilitator is a
person who analyses the skills requirement within an organization and coordinates the
execution of the personal development plans of the employees, monitoring the
implementation of the workplace skills plan.
Those purposes are to be achieved by establishing an institutional and financial framework
comprising of :
 National Skills Authority
 National Skills Fund
 Sector Education and Training Authority (SETA)
 Labour Centres
 Skills Development Planning Unit.
Those purposes can be achieved by cooperating with the South African Qualification Authority.
Understanding the Skills Development Levies Act ( No 9 of 1999 ).
The Act serves to fund the Skills Development Initiative in the country. The primary aim of the
Skills Development Act of 1998 is :
 To develop the skills of the South African workforce.
 To increase the levels of investment in education and training in the labour market and
to improve return on that investment.
 To encourage employers to use the workplace as an active learning environment to
acquire new skills and provide new entrants to market place. ( )
 The Skills Development Levies Act provides ways to make training affordable by
implementing payment of skills levies, implementing payments of grants.
 Requiring the appointment of Skills Development Facilitators (SDFs)
 Requiring Workplace Skills Plans and also Annual Training Reports
Levy to be paid
In actual fact one may ask who should pay the levies ? According to Skills Development Levies
Act all employers that have a payroll of more than R500 000 per annum have to pay a skills
development levy. ( buka ) In terms of section 3 of the Act, every employer is required to
pay skills development levy and the South African Revenue Services will be the national
collection body. Every employer is required to pay a levy at a rate of one per cent of an
employee’s total remuneration.

3. Exemptions from the Act
Employers whose payroll does not exceed R500 000 per annum is exempted from paying the
levy. Any Public Service Employers in national and provincial governments. These employers
must budget for the training and education of employees at 1% of its payroll, any religious or
charitable institution which is exempt from income tax. Any national or provincial public entity
that receives 80% more of its funds from Parliament. Also any municipality that receives a
certificate of exemption from the Minister of Labour.
Registration for payment of duty
Employers who falls under the category of payment must apply to the Commissioner of South
African Revenue Services to be registered and indicate the jurisdiction of the SETA to which
they belong.
Refunds
There is the labour inspector who is responsible for the collection of levies by SETA or approved
body. Originally the Skills Development Levies Act of 1998 distinguished two types of grants to
be paid to employers that is mandatory grants and discretionary grants. Levy paying employers
may claim mandatory grants from their SETA ( Sector Education & Training Authority ) if they
have submitted a Workplace Skills Plan ( WSP ) and an Annual Training Report. (buka ) The
new regulations stipulate that the Mandatory grants of 20% of the total levies paid will be paid
monthly.
Offence in terms of the Act
Non payment of levies, if employer fails to pay the levy or any portion thereof at the
appropriate time not later than seven days after the end of every month the employer has to
pay interest on the outstanding amount and the penalty of 10% of the unpaid amount. ( buka
) The Act provides that any person who fails to register to pay levy or provide false information,
statement or any documentation or even hinders or obstruct any person in carrying out
functions commits an offence will be liable for fine or imprisonment of one year.
Question 2.1
Training need is basically concerned with what is currently occurring within an organization,
what can be and will be required in the future based on the organization’s operational and
strategic goals. Any organization require one to have a certain skill and knowledge but if a
person is not skilled enough to do the job it will be difficult for the job to be done effectively ,
therefore there will be no achievement of the objective, that is why training need is required
and training need to be identified.

4. Training need is seen as a gap,and gap that needs to be filled. A process which a company
identifies training and development needs of its employees so that they do their job effectively.
( ) Training need must directly relevant to trainees learning needs or the organization’s needs
in line with the strategic direction the organization is taking. The needs analysis must assess the
trainee attitudes motivation and basic skills.
Question 2.2
The Macro-level training needs
The organization looks into more about the internal and external environment and its
performance. Needs are those training needs that are found both nationally and internationally
The Meso-level training needs
Meso-level training need can be derived from performance problems that managers have
identified such as customer complaints, delays, poor morale, absenteeism and so forth, but it is
an example of satisfying one organizational need and it is also ensuring a supply of individuals
with the skills necessary for promotion and transfer and culture which enable a staff to see a
bigger picture. The need at the organizational level training needs focuses on the organization
as a whole. It also embraces factors such as change, the organizational strategy, objectives,
availability and utilization of resources management support for training and development
activities as well as changing organizational climate which may give rise to training needs.
Here referring to Capitec Bank even though is regarded as a non-unionized bank the
organization is committed to providing equal opportunities to all employee training and
development requirements that an organization has to fulfil and this give rise to attaining its
strategic long-term objectives. The organization is committed to providing equal opportunities
to all employees and aims to build a diverse high-quality staff profile. Employment equity is
promoted through pro-active long term focus rather than reactive short-term compliance only.
The recruitment structure retains executive management and other key employees, the
principles of hiring the potential and train for skill at entry-level positions. The way they do their
selection processes are the best. Talent management strategy is focused on developing
employees on the job with ensuring that the right people with right skills and capabilities are in
the right roles, engaged and focused on the right activities. This method is progressing well for
every organization and towards the development of an organization.

5. This strategy sustains the organizational performance by providing essential knowledge and
strategies for improvement and change. It also helps the organization to recognize the most
talented employees to become the potential future leaders.
The Micro-level training needs