Buzzwords like “multi-functional” or “future-ready” are commonplace. It sets the tone for what is expected of every business’s workforce: To be agile with skills that help them grow in a landscape that continuously changes.
Keeping up with the times means so much more than investing in technology and ensuring policies are updated; it also means that your employees acquire skills that help them achieve your business goals. This is where skills development for organisations comes in.
A Brief History of Skills Gaps
In South Africa, skills development is vital because there is a history of policies that prevented all citizens from advancing their skills. However, much has changed over the last 30 years, and there are now equal opportunities for individuals to obtain quality education. But still, skills shortages persist. This is due to two reasons, one of which is the continuous growth in technology and innovation that forces people to climb on board or risk being left behind.
As a means to address the previous disadvantage, four role players were put in place
- Skills Development Act (legislation)
- The Council of Higher Education (CHE) (Accreditation body)
- South African Qualifications Authority (SAQA) (Accreditation body)
- The Department of Higher Education and Training (DHET) (Accreditation body)
Benefits of Skills Development
When a business is investigating how to approach skills development, four benefits are apparent:
- It increases your employees’ technical skills.
- It promotes economic growth because the workforce is highly skilled.
- It promotes social inclusion of marginalised communities.
- Skills development fosters personal development and growth within your team.
Developing skills means that employees can grow in the following areas:
- Technical abilities
- Communication skills
- Leadership abilities
- Problem-solving
- Critical thinking
- People skills
Reasons to Invest in Skills Development
According to MANCOSA, business owners have the following benefits to investing in learning in the workplace:
1. Enhancing Employee Performance
An employee’s performance is enhanced when they gain experience and knowledge through development initiatives that a company implements. Because employees are better equipped to handle their tasks, they become more productive and perform better.
Continuous learning should be a mindset that the company encourages employees to adopt, but it should also set the tone for organisational development.
2. Boosting Employee Morale and Retention
According to previous research, offering development opportunities will lead to a more engaged and satisfied workforce because employees see that their employers are committed to their development.
It reduces turnover rates simply because they feel valued. This, in turn, leads to less money being spent on recruiting and training new employees.
3. Meeting Industry Standards and Compliance
Remaining compliant is so much more than having the right business licenses. It also means having employees who are up-to-date with industry standards and regulations. By implementing learning programmes that ensure employees stay up to date with industry standards, both the company and the individual benefit. This is of paramount importance in industries that grow at an exponential rate, such as technology.
Additionally, this provides companies with a competitive advantage that allows them to stand out in the market and deliver higher-quality products and services.
4. Addressing Skills Shortages
Against the background of South Africa, it is well-known that there are many potential employees who have a gap in their skills. Development programmes help solve this issue, ensuring that previously disadvantaged people get the opportunity to develop their careers, but also to create potential avenues for the company to grow – investing in internal development, rather than hiring outside talent, means that you already have someone who is geared towards the company culture.
How to Invest in Skills Development
If you want to send your employees for training to enhance their capabilities and build a robust and future-proof workforce, then there are different things you can do.
Learning in the workplace is defined by rapid technological change, with a strong focus on AI-powered learning technologies, digital learning strategy, workforce skills development, performance management and human-centred learning design. The programme brings together international and local experts, real client case studies and hands-on workshops aimed at translating innovation into measurable organisational impact.
However, more often than not, employers become concerned about the cost involved in developing learning programmes, but having a skills development facilitator on staff might make it more affordable. It is worth investigating this avenue.
Businesses can also investigate free courses offered by companies like HubSpot Academy, Canva Design School, or even the Zoom learning centre. This is a quick, affordable way to upskill your workforce without breaking the bank. It is, however, dependent on your industry and the role of the employee.
If the budget allows, businesses can investigate affordable e-learning courses from reputable institutions such as GetSmarter. These e-learning platforms can help employees upskill strategically in a way that helps the businesses prepare for future developments and changes.
It is worth noting that strategic upskilling workers is a proactive response to industry changes, instead of a reactive one that leaves SMEs playing catch-up and losing out on a competitive edge.
One way that business owners and HR representatives can expand their own knowledge about organisational development is by attending the Learning Indaba 2026, a learning and development conference designed to equip South African organisations with global insights into the technologies, trends and strategies reshaping workplace learning. The event will take place on Thursday, 12 March 2026, at the prestigious Randpark Golf Club in Randburg, Gauteng, and is expected to attract delegates across the learning, HR, and organisational development sectors.
Attendance is available either in person or online. In-person general admission tickets are available at an early-bird price of R 1 150, with the offer ending on 16 February. Online attendance is free, providing access to the main conference sessions, but online tickets do not include workshops or networking. All tickets are issued via invoice, and early registration is encouraged to secure availability.
