Where an employer offers training to an employee at its cost, the employer could, for example, require the employee to conclude a training agreement as a condition before receiving the training. In terms of this the cost of training or part thereof can be “clawed back” if the employee leaves the organisation. For example, an employer could recoup the training costs from an employee if he leaves within a certain timeframe after undergoing the training. The liability would diminish with time.

In terms of the Skills Development Act, every employer must pay skills levy on a monthly basis. The skills levy amount is determined by the relevant SETA. The skills levy is paid over to SARS. (South African Revenue Services) on a monthly basis and not to the department of Labour.

In order for the employer to claim back a portion of the skills development levy, a workplace skills plan and a training report must be submitted on an annual basis to the SETA.

The employer won’t be able to claim all the training expenses but the Skills Development Act allows for a percentage of the annual skills levy to be paid back to the employer if a workplace skills plan and training report has been submitted.

1. It will reduce the cost of training because one tool can be used by many learners.

2. Learners can access the tool at any time and take as long as they need to complete it.

3. The skill level can be tested before they begin through self-assessment so that they can start at the correct level.

4. The training can be carried out at their work station so there is no cost for refreshments, travel or accommodation.

5. E-learning is a good way to study which will lead to increased retention of information. This is because information is supported with pictures, videos, quizzes and answers.

6. The learner can understand more information in a shorter period of time. This is because they can skip information they already know and move onto other sections of the training. They don’t have to wait for other learners to catch up.

7. Assessment is on-going and the learner’s progress can be checked at the end of each module.

8. The learner can work with other learners in online discussion groups, even if they aren’t in the same room.

• A list of your products and services
• Telephone numbers, internal and external
• Email addresses, internal and external
• List of important clients, suppliers and service providers
• Security aspects – codes to enter the building and parking garage
• Parking arrangement
• Lay-out of the building
• Organogram of the company and who reports to whom
• Tea and coffee stations and lunch arrangements. Some companies don’t like employees to eat at their work stations at all. It’s only fair to tell the employee about these rules upfront.
• Computer log-in details and pass-codes for the telephones and Internet access
• Explain what the cell phone policy of the company is; and point the employee to the relevant code of conduct around cell phone usage.
• Personnel file requirements: Employee’s ID number, payroll requirements, tax numbers, addresses, telephone numbers, etc.
• Medical aid and pension fund provisions, rules and conditions
• Leave provisions and how to apply for leave
• Explain where the company policies, procedures and codes of conduct can be found, and explain that it is their responsibility to read them.
• Key company dates (e.g. financial year end, etc.)
• Employee Assistance Programmes