The Retail Motor Industry Organisation (RMI) has reinforced the importance of workplace-based training in improving employability outcomes for learners, following insights shared at the recent WorldSkills Conference panel discussion held this month at the Chief Albert Luthuli International Convention Centre in KwaZulu-Natal.
Louis van Huyssteen, RMI National Training Director and member of the merSETA Accounting Authority, participated in the session titled “What makes an employer say ‘Yes, I want to hire this learner’ after a learnership or apprenticeship?”
Drawing on the experience of an industry comprising approximately 23,000 employers and 300,000 employees and contributing an estimated 2.4% to South Africa’s GDP annually, van Huyssteen highlighted the realities faced by small and medium-sized businesses, many of which employ only a handful of staff.
“In our sector, hiring decisions are highly practical,” says van Huyssteen. “Employers are looking beyond qualifications. They want to know whether a learner can function effectively in a real workshop environment from day one.”
He emphasised that meaningful workplace exposure is a critical differentiator. Learners who have worked with diagnostic equipment, engaged with real vehicles, and navigated customer-related challenges are significantly more attractive to employers.
Van Huyssteen pointed to successful examples already in place, including Centres of Specialisation at institutions such as the College of Cape Town and Port Elizabeth TVET College, where strong workplace integration has resulted in positive employer feedback. “The model is working,” he notes. “The opportunity now is to replicate and scale what has already proven effective.”
Equally important, he said, are soft skills. “In small teams, attitude is everything. Reliability, a willingness to learn, and the ability to solve problems often outweigh theoretical knowledge alone.”
A key concern raised by industry is the growing disconnect between certification and practical competence. “One of the biggest dealbreakers for employers is when a learner has a qualification but very limited workplace exposure,” he explains. “This reinforces the need for training models that are firmly rooted in real work environments.”
Van Huyssteen also highlighted the value of structured, competency-based training approaches. Data from merSETA indicates that since 2014, approximately 61,000 learners have been trained, with around 17,000 qualifying as artisans through apprenticeship pathways demonstrating the impact of workplace-based learning.
“merSETA recognises the critical role SMMEs play in developing artisan skills,” says Naphtally Mokgotsane, Acting CEO of merSETA. “We remain committed to supporting workplace-based training initiatives and ensuring grants and resources effectively benefit learners and employers alike.”
While the transition to occupational qualifications has presented challenges, van Huyssteen noted encouraging collaboration between the Quality Council for Trades and Occupations (QCTO), merSETA, and industry stakeholders, including the RMI. There is also an important role for TVET colleges to continue evolving their delivery models to better align with workplace realities.
“The future of skills development lies in bringing training closer to the workplace,” says van Huyssteen. “If we can reduce time away from the workplace while maintaining high training standards, we create a system that works for both employers and learners. Expanding workplace-centred apprenticeships will be critical to addressing the sector’s longer-term skills pipeline. We have seen a decline in the number of qualified artisans in recent years. Reversing this trend will require a collective effort to strengthen and scale practical, workplace-based training.”