3.2.8. Training

The first set of questions probe companies' stipend support and continuation of training (Q1/Q2/Q4). The data in Table 9 demonstrates that large and medium companies are better resourced to continue with training during adverse business conditions. Large companies demonstrated higher capacity in payment of stipends, as compared to small and medium companies. Training investments in large and medium companies would enable the SETA to achieve training targets.


**Table 9.** Summary of training registration and stipends numbers.

The next set of questions probes the completion time of the training and the types of training offered (Q3/Q6). In the short-term period of one to three months, the large companies are more disposed to complete the training programs. From the 6-month period, the potential of medium companies completing training substantially increases, with most small companies requiring 12 months. Learnerships, both employed and unemployed, represent 58% of all training programs offered, with internships at 28% and apprenticeships at 13%. Has the company continued training learners during the lockdown period? 8% 17% 27% 11% 4% 1% 20% 11% Does your company continue to pay stipends to learners during the lockdown? 0% 37% 12% 24% 2% 7% 2% 15% The next set of questions probes the completion time of the training and the types of training offered (Q3/Q6). In the short-term period of one to three months, the large companies are more disposed to complete the training programs. From the 6-month period, the potential of medium

Q11: Envisaged reductions in investments in training and development. Fifty-five percent of all companies responded that a reduction in training investment is anticipated due to the financial challenges being experienced. The 55% comprises 22% of medium companies, 20% of small companies, and 10% of large companies. This implies that medium and small companies are more financially constrained than large companies. companies completing training substantially increases, with most small companies requiring 12 months. Learnerships, both employed and unemployed, represent 58% of all training programs offered, with internships at 28% and apprenticeships at 13%. Q11: Envisaged reductions in investments in training and development. Fifty-five percent of all companies responded that a reduction in training investment is anticipated due to the financial challenges being experienced. The 55% comprises 22% of medium companies, 20% of small

Q7 and Q8: The data indicates 83% of all companies are adopting or planning to adopt a mixed methods approach to skills training. The most commonly adopted tool across all company sizes is video conferencing, followed by online learning programs and resources such as Google classroom (refer to Figure 5. The planned priority methods for adoptions are online learning programs and resources, multimedia including podcasts, and YouTube and virtual reality simulators, respectively, refer to Figure 5. companies, and 10% of large companies. This implies that medium and small companies are more financially constrained than large companies. Q7 and Q8: The data indicates 83% of all companies are adopting or planning to adopt a mixed methods approach to skills training. The most commonly adopted tool across all company sizes is video conferencing, followed by online learning programs and resources such as Google classroom (refer to Figure 5. The planned priority methods for adoptions are online learning programs and resources, multimedia including podcasts, and YouTube and virtual reality simulators, respectively, refer to Figure 5.

**Figure 5.** Analysis of current and planned mixed methods for training. **Figure 5.** Analysis of current and planned mixed methods for training.

Q9: Challenges experienced by companies and mitigation measures. Ninety-five percent of all companies encountered challenges in continuation of training; with medium sized companies experiencing the most challenges, followed by small and large companies respectively. The critical factors impeding continuity of training across all company sizes in descending order of impact are illustrated in Table 10 and include infrastructure (internet connections, computer resources, etc.), limited digital literacy/skills of users, financial issues, and lack of adapted training programs.


**Table 10.** Factors impeding continuation of skills training.

Table 11 illustrates the factors facilitating mixed methods skills development. The companies identified pre-training/online training as the most critical mitigation measure, followed by providing infrastructure as part of our service and investing in program adaption. Providing financial support and providing data were identified as the least important mitigation measures in ensuring continuity of training.

**Table 11.** Factors facilitating mixed methods skills training.


Q12: The final question to companies was on the envisaged areas requiring a change in training. The data identified safety, health, and HR as priority areas across all company sizes. This is in line with current regulations which requires companies to align to social distancing and safety practices at the workplace. Analysis, see Table 12, at the company size level indicates the following training areas as priority:


**Table 12.** Business areas requiring training changes.


The COVID-19 pandemic has significantly changed the face of business and training. It is apparent that major changes in training, with a shift to digital, is planned and being executed.
