FREQUENTLY ASKED QUESTIONS

A learnership is a work-based learning programme that leads to an NQF registered qualification. Learnerships are directly related to an occupation or field of work, for example, electrical engineering, administration, or project management. Learnerships are managed by Sector Education and Training Authorities (SETAs).

Should you be selected for a learnership programme with TLO we will require the following documentation at enrolment stage:

1. Your latest CV
2. 2x Certified ID Copies
3. 2x Certified Qualification Copies (Matric and any other tertiary qualifications)
4. 1x SARS Tax Registration confirmation
5. 1x Latest Banking details confirmation
6. 1x Proof of Residence

TLO will provide the learning material on commencement of the learning programme either in hard copy or soft copy dependent on the learning methodology selected.

To apply for a learnership through The Learning Organisation you will need to apply through our online learnership application portal . Should you meet our entry requirements one of our professional recruiters will get in touch to talk you through the next steps as soon as we have an opportunity available for you.

The programme duration differs from qualification to qualification or learnership but most programmes are delivered or completed within 12 months.

Should you have been enrolled on a programme which provides technology such as a tablet, laptop or data card you will be issued with these resources on commencement of the programme induction session.

To complete our online application for a learnership you will need to have your full CV ready to complete the

Please visit our online application.

The training delivery can take place through any of the four methodologies (Classroom, VILT, Blended or E-Learning) offered by The Learning Organisation and will be specified on course enrolment.

Should you have received study material or technological resources from TLO for your learning programme and these are lost, stolen or damaged you will be required to pay of the repairs and/or replacement of the resources at your own cost.

An analysis is an examination of data and facts to uncover and understand cause-effect relationships, thus providing basis for problem solving and decision making.

A Learning intervention is a range of actions or events designed to help people acquire new skills and knowledge. Intervention is any change or programme of change which is implemented in the organisation; it could be formal or informal and might be initiated by the individual supervisor, the organisation, or another organisation from outside.

PIVOTAL Training is an acronym for Professional, Vocational, Technical and Academic Learning programmes leading to qualifications or part qualifications.

Annual Training Report (ATR): is a follow-up on the WSP, as it reports on the education and training interventions that were delivered in the previous year.

A learning culture in an organisation refers to the environment and attitude in which learning and assessment is encouraged and rewarded, Learning and assessment opportunities are provided and supported across the organisation, participation is voluntary and at high levels, learning is clearly linked to organisational goals and individual aspirations and learning and assessment is supported by quality policies and procedures.

A Quality management system is a system by which an organisation aims to reduce and eventually eliminate non-conformance to specifications, standards, and stakeholder expectations in the most cost effective and efficient manner. A quality management system (QMS) can be expressed as the organisational structure, procedures, processes and resources needed to implement quality management. It defines the purpose of quality for the organisation it represents.

Data is information in raw or unorganized form (such as alphabets, numbers, or symbols) that refers to, or represent, conditions, ideas, or objects. Data is limitless and present everywhere in the universe. Data includes all information related to targets and achievements of skills development interventions identified in the organisation’s workplace or sector skills plan (E.g. number of learners per learnership or skills programme and other skills development programmes, budgeted and actual costs).

Mandatory Grants are paid by the SETA to companies who are eligible to receive funding. They are calculated at 20% of an employer’s 1% skills levy. To claim back the 20% as a mandatory grant employers have to appoint a Skills Development Facilitator (SDF), and submit a Workplace Skills Plan (WSP) and an Annual Training Report (ATR) before 30th April every year.

A skills development facilitator is responsible for the planning, implementation and reporting of training in an organisation, with SETA-related duties. An SDF can be an employee or external (an ISDF – Independent Skills Development Facilitator).

Development planning refers to the strategic measurable goals that a person, organisation or community plans to meet within a certain amount of time. Usually, the development plan includes time-based benchmarks. It generally also includes the criteria that will be used to evaluate whether or not the goals were actually met.

Organisation Framework of Occupations (OFO) Codes: OFO Code is the unique code allocated to each individual occupations within the Organisation Framework of Occupations. On-the-job-training refers to employee training at the place of work while doing the job.

Skills Development Levy (SDL) is a levy imposed to encourage learning and development in South Africa and is determined by an employer’s salary bill. The funds are to be used to develop and improve skills of employees.

Discretionary grants are paid out at the discretion of the SETA for skills development projects that have or will be implemented by a stakeholder, and which are linked to scarce and critical skills in the sector.