20, October 2026
Suprise Fakude
South African employers and training institutions are being urged to work more closely together to ensure digital skills programmes prepare people for available jobs.
Speaking at CollectiveXChange in Johannesburg on 15 October 2026, Communications and Digital Technologies Minister Solly Malatsi highlighted the mismatch between businesses struggling to recruit suitably skilled workers and young South Africans struggling to find employment.
According to Inside Education’s reporting, Malatsi called for stronger cooperation between government, employers and training providers to connect skills development with workplace requirements.
For businesses preparing their training plans for 2027, the discussion raises questions about how programmes are selected, how employees gain practical experience and what happens after training ends.
Calls for training to start with employment needs
At the event, Collective X executive for public sector partnerships Linda Peter called for training programmes to begin with identified employment opportunities. She also argued that funding models should consider employment outcomes alongside enrolment and completion figures, Inside Education reported.
This approach places employers closer to the design and delivery of training. Their involvement can help clarify which tasks a role involves, which tools employees need to use and what level of competence is expected.
For an individual business, that could mean identifying why a reporting process takes too long, where staff struggle with a system or which technical responsibilities the organisation cannot currently cover.
Those findings provide a clearer brief for a training provider and a practical basis for assessing progress.
AI adds pressure to entry-level career pathways
The changing nature of work was another concern raised at CollectiveXChange.
In coverage published on 16 October, TimesLIVE reported comments from Harambee Youth Employment Accelerator chief technology officer Kuben Nair warning that AI could raise barriers for young people entering technology careers.
Nair said AI allows experienced workers to take on more tasks while automating some of the basic work through which newcomers traditionally gain experience. He called for businesses to reconsider how they recruit and train young people.
For employers, this raises a workforce planning question: how will junior employees develop their abilities as routine tasks change?
Supervised projects, mentoring and structured opportunities to practise offer ways to build experience. These activities also allow managers to assess how learners solve problems, check their work and respond to feedback.
What employers can do ahead of 2027
Businesses reviewing their training budgets can begin by examining the work employees are expected to perform over the coming year. Discussions with department managers can identify recurring problems, upcoming technology changes and responsibilities that require additional skills. Practical assessments can then establish employees’ starting points.
Training plans should also account for the time and support needed to apply new knowledge. An employee learning data analysis, for example, needs access to suitable information and an opportunity to work on a relevant reporting task.
Agreeing on an expected outcome before training begins makes subsequent evaluation more useful. Employers can review whether work requires fewer corrections, whether employees complete tasks more independently and whether service quality improves. These measures help determine where further support is needed and guide the next investment in training.
Connecting workforce development with business priorities
The discussions at CollectiveXChange underline the need for a closer relationship between learning and the work people are preparing to do. Employers have a role in identifying skills needs, providing practical experience and supporting employees as they take on new responsibilities.
iFundi offers tailored learning solutions and workforce development support for businesses reviewing their training needs. Employers can explore iFundi’s corporate training programmes or arrange a consultation to discuss priorities for their teams.
PEOPLE ALSO ASK (FAQ)
What are digital skills?
Digital skills are the abilities people use to work with digital tools, systems and information. They range from basic computer use to specialist capabilities such as data analysis, cybersecurity and software development.
How can employers identify digital skills gaps?
Review workplace tasks, speak to employees and managers, and use practical assessments. Compare what employees can currently do with the responsibilities their roles require.
Where should a company start with digital skills training?
Start with a business problem that training can reasonably help address. Identify the employees involved, assess their current abilities and agree on a practical outcome before choosing a programme
Suprise Fakude
Content Specialist at iFundi
Suprise holds a Marketing degree from the Vaal University of Technology and specialises in SEO content strategy for education and skills development. She researches and writes authoritative content on occupational qualifications, career development, workforce trends and the future of work, helping learners and employers make informed decisions in South Africa’s evolving education and training landscape.