Implementation of the skills development act (97 of 1998): case of the department of employment and labour

Abstract

This study examined the effects of the Skills Development Act 97 of 1998 on the transformation of training and development practices within the Department of Employment and Labour. Prior to 1994, education and training in South Africa were shaped by the policy of separate development, which systematically excluded the majority of Black South Africans from skills development opportunities. Within the context of a contemporary constitutional democracy and a developing economy, investment in human resource training and development is regarded as essential for improving institutional effectiveness and achieving strategic and operational advantage. To investigate training and development practices within the Department of Employment and Labour, this study explored the main research question ‘To what extent does the implementation of the Skills Development Act 97 of 1998 influence the design, implementation and effectiveness of learning and development programmes within the Fleet and Auxiliary Support Services Directorate of the Department of Employment and Labour?’ The study adopted a mixed-methods approach and utilised official document analysis, and a structured questionnaire and personal interviews for data collection. The findings revealed significant gaps between the objectives of the Skills Development Act of 1998 and its implementation within the Department. While most respondents acknowledged the existence and partial implementation of the Act, many indicated that officials had not attended relevant training over the previous five years. Disparities were evident across salary levels, with management having greater access to training opportunities than lower-ranking officials. Although performance agreements and personal development plans played an important role in guiding training and development, awareness of the linkage between departmental human resource policies and the Skills Development Act remained limited. The study further found that training and development opportunities were not offered equitably among officials, highlighting the need for improved policy implementation, communication, and monitoring within the Department of Employment and Labour.