Factsheet 7: Employer relationships & readiness

This workstream intends to:

  • Strengthen dialogue with industry on skills development needs and experience with dual approaches.
  •  Support employers to provide structured learning at the workplace.
  • Encourage employers to host DSPP apprentices and seeing this as a viable option for recruiting permanent staff.
  • Strengthen ties and partnerships between public TVET colleges and industry stakeholders.
  • Develop the DSPP in an industry-driven dual occupational programme.


  • Industry’s demand for qualified employees is driven by the overall economic environment and the specific needs in each sector. Without clear benefits to employers, industry may not buy into the proposed dual occupational training approach.
  • Employers require lean administrative processes relating to the implementation of apprenticeship training to incentivise their involvement (i.e. workplace approval, registration of agreements, logbook requirements, etc.). Close cooperation and communication between TVET colleges and industry is thus paramount. Continuous communication is also critical for smooth implementation and assuring the quality of training and learning at the workplace.
  • Industry is generally committed to supporting skills development and cooperation with public TVET colleges, provided that processes are unbureaucratic and quality of training delivery at TVET colleges improves over the time.  
  • While industry is very willing to host and mentor apprentices, no formal training programme for mentors is currently in place. Establishing such a programme is necessary to assist in improving the quality of workplace-based training (support development and use of training plans, rotation plans, coaching and conflict prevention).
  • Industry highly appreciates apprentices that have gone through a thorough pre-selection process prior to them being recommended to industry for their own recruitment process.
  • NOCC-A21 increases the demand placed on industry for structured work exposure (more detailed structured tasks/projects to be completed in each learning area).
  • It should be noted that the size and capacities of private sector stakeholders/host employers vary substantially. The programme must therefore be flexible to guarantee sufficient work exposure to complete all the NOCC-A21 learning areas. This could entail a rotation of apprentices amongst host employers, or the utilisation of interplant training centres for certain learning areas. This also applies to capacity building interventions for companies, such as the mentor training programme. It is important that the programme considers the requirements and limitations of the smallest, as well as the largest employers.
  • Continued partnership between industry and TVET colleges relies on the flexibility of the TVET colleges to provide industry-aligned quality training.
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