Workplace learning means structured skills training and development strategies that are provided at the workplace. These may include but not limited to; apprenticeship, learnership, traineeship and internship.
Workplace learning means structured skills training and development strategies that are provided at the workplace. These may include but not limited to; apprenticeship, learnership, traineeship and internship.
Preapproval requests are made for training of non-citizen employees and for any training that is to be outsourced from neighbouring countries. The requirements are as follows:
They are to be submitted to the Workplace Learning Unit in HRDC at the beginning of the financial year. They cover training activities over the planned period.
These are reports on the training interventions undertaken by a Workplace over one planned period or one financial year. These reports are submitted at the end of the financial year to the Workplace Learning Unit, HRDC.
Training institutions at different levels of education, ranging from pre-primary to tertiary and life-long learning. The services are usually offered by Career Guidance Educators and Councillors or Student Affairs Practitioners.
This unit is one of the three units in the Department of Human Resource Development Planning (HRDP) Supply. There is detailed model of student affairs and welfare service and a wide range of co-curricular services which universities have established to complement the learning experience in the classroom.
Co-curricular services are activities that aim to develop the student’s physical, moral, mental, social, and emotional wellbeing and strive to develop the learner’s entire personality to enable them to excel in their academic endeavours.
Student Support services (SSS) facilitates and enable transition from one educational level to another. Such services include; psychological support, Living and Learning Communities (LCC), disability support, diversity, specialized learning support, financial support, admissions, cultural activities, student leadership and organisation as well as parent education. Its functions include to:
Student Support services (SSS) facilitates and enable transition from one educational level to another. Such services include; psychological support, Living and Learning Communities (LCC), disability support, diversity, specialised learning support, financial support, admissions, cultural activities, student leadership and organisation as well as parent education. Its functions include to:
Provides public health education to individuals and groups on campus and lead HIV & AIDS awareness campaigns. It predominantly focuses on the promotion of healthy lifestyles, prevention of diseases and social ills, through behaviour change interventions, rehabilitation, counselling and referral to appropriate service providers if need be. The overall aim is to enhance the quality of life.
These plans seek to address the misalignment between the supply of graduates and the demand for skills from the labour market. Lack of requisite skills to meet job requirements of employers has been identified as one of the major reasons attributed to graduate unemployment.
The approach is a divergence from the Manpower Planning Approach which is used to be undertaken by the Ministry of Finance and Development Planning until 1987. Sector Driven National Human Resource Development Planning is a collaborative integrated systems approach to human resource development planning that links together national policies and strategies, education and skills development, the labour market and the economy and which cuts across separate jurisdictions to ensure a pan-Botswana National Human Resource Development Plan. Human resource development planning approach will ensure Botswana’s successful transitions from a resource driven to an efficiency driven economy and to lay the foundation for a subsequent transition to a knowledge based, innovation economy.
Sectoral Committees represent key and strategic sectors of the economy and are partnerships that work together to form a strategic collaborative alliance. Their purpose is to provide a single nexus which focuses on determining the human resource development needs and skills and designing collaborative actions that serve the long term needs of the sector. Sectoral Committees ensure that there is a direct linkage between the supply of graduates and the skills demand of the economy.
The composition of the HRD Sector committee ensures that the sector is comprehensively represented with a mix of individuals that in composite demonstrate a combination of qualifications, experience and relevant positions of leadership and authority.
The membership is drawn is drawn from the broad constituencies;
HRDC has so far established 12 HRD Sector Committees namely;
The Human Resource Development Fund (HRDF) is a levy based Fund established for the purpose of promoting workplace learning. It is operated through a Levy Grant System, where companies pay a levy that is a percentage of their annual turnover into the Fund and reimbursed costs that they incurred for training of their employees.
The Levy Grant Scheme focuses only on company in-service training by creating incentives for a company to invest more in the skills development of its workforce. The eligible training can be either in house on the job training or outsourced training, with more focus on soft skills and technical and vocational education. Workplace training may lead to an award in the form of either a certificate or transcript showing competencies acquired or in some instances particularly on product related training there is no certificate.
A training levy is a levy based on an employer’s turnover. An employer is any person registered or liable to be registered under the Value Added Tax (VAT) Act.
Any company that accumulates an annual turnover of over the current VAT threshold must pay the training levy.
| Turnover Payable | Levy Payable |
| Less than P1,000,000.00 | No Levy |
| P1,000,000.00 to 2 billion | 0.2% |
| Excess of 2 billion | 0.05% |
| Oil industry | Oil industry 0.05% on regulated petroleum products |
N.B: Quick shop sales will attract 0.2% rate for oil industry companies.
Institutional Planning (IP) is a strategy that is employed to ensure that Tertiary Education sub-sector is systematically positioned to respond to the Human Resource Development needs of Botswana’s economy. As such, IP ensures that the output of the Tertiary Education institutions matches the priorities of the economy needs, not just learner’s preferences.
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