A skilled employee might be excellent at what they do but they might not have the training i.e. the certificate/degree to show that they have been taught how to do it.
A trained employee might know what to do or think they know the best option how to do it, but they lack skill in doing it well. It is a hit and miss when employing only trained individuals… but the assumption is that a trained employee is a better asset. Depends on who you ask hey!
If you are willing to spend some time into developing an employee, the risk is always there that they will leave. How to keep employees after you’ve trained them. The key is not to bind them to your company but to create an environment where they feel taken care of.
A smart and interesting way of investing in someone between 18-35 is from a learnership.
A Learnership in short basically a work-based learning programme that leads to an NQF registered qualification.
The student (your new employee), you (the company), and the training organisation (registered training provider) sign a contract that allows the student to learn practical skills, you to gain from the time of the student/employee and the training provider to integrate practical training into their curriculum.
‘SETAs manage the registration of learnerships in order to meet the skills development needs across the sectors.’
There are pros and cons to a learnership be aware of the time that you will be spending to mentor someone compared to employing someone with the desired skills. It also opens doors for companies to employ the student/employee after the learnership.
A Skills Development Facilitator will be able to put you in contact with the relevant SETA and get the ball rolling.
More to follow on the different SETA’s.