THE ICT CHARTER

merely as an additional form of taxation. There is also a view
that prior to 1994 there existed a clear commitment by
enterprises to skills development and training which favoured
whites. The business sector has also been accused of failure to
second sufficiently senior representatives to governing
structures of the SETAS.
• Cost of Training – The cost of providing training is deemed
prohibitive for both companies and individuals.
• ‘Fly-by-Night’ Training Institutions – These institutions
create artificial and unrecognized skills that are both costly and
raise misguided expectations by the labour entrants. This is
exacerbated by the practice of dubious certification of learners,
which certificates are not recognised by the market.
• Training in Small and Medium Enterprises – small and
medium enterprises find it difficult in implementing formal
skills development program.
• Management Skills – shortage of black management skills,
especially among women, must be addressed.
• Learnership Targets – More learnerships are needed in order
to narrow the skills requirement gap that exists. However, an
industry wide skills analysis need to be undertaken before
more investment in surplus and unnecessary skills is made.
• Failure by enterprises and SMMEs to appreciate the winwin
involved in embarking on learnerships, i.e, ROI and growth
of profit margins in utilising “sponsored labour” in projects for
companies and experiential training for particularly the youth
and growth for those employees in existing employment who
would otherwise be affected by structural changes (eg. possible
retrenchments) within their enterprises.
Third Working Draft Page 33 of 57