Short course provisioning is one of the most dynamic features of the emerging education and training system of South Africa. This kind of provisioning is particularly associated with ‘just in time’, and ‘just enough’ learning to meet a specific need in workplace environments. Therefore, it is considered a viable and common method for optimal workplace functioning in all contexts and greatly facilitates access to learning in a manageable manner in terms of cost, time, energy and resources, for both the employer and employee. In addition, short course provisioning has a wider focus than workplace contexts: where research findings are disseminated and new knowledge is shared, it is also associated with continuing professional development. A third area where short course provisioning is important is where learners require a targeted short learning programme, to upgrade skills and knowledge to ensure success in their chosen field of learning.

With the new approach to education and training, short course provisioning has a very particular place in the system and has an important role to play in the development, up-skilling and multi-skilling of human resources.

Some of the contexts where this kind of provisioning occur include:
  • teacher development through In-service training programmes;
  • human resources management where updates to Acts have an impact on the human resource function of an organisation;
  • ‘hands-on’ learning as part of a full qualification;
  • ‘new’ knowledge generated in a particular situation where this will impact operationally on an organisation or profession and where this type of knowledge has not yet been included in a qualification; and
  • refresher courses for professionals, etc.

Provisioning of this nature will assist workplaces to develop meaningful career and learning pathways for their employees in a highly accessible manner. Deseret learning programmes include a focus on the teaching and learning assumptions and the proposed approaches, in the interest of the learner; and, where required, ensure that credits achieved through short courses are articulated and have currency in terms of registered qualifications and unit standards. This leads to improved workplace practice and to improved employability and mobility of the employee.

However, this does not say that all short course provisioning necessarily needs regulation. Short learning programmes that will not carry credits towards registered unit standards and qualifications do not fall within the ambit of the responsibility of the South African Qualifications Authority.