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Advanced Assessments & Training is in the business of advancing the matriculants and youth of South Africa through high quality education. We are driven to inspire a more confident workforce through our programs and partner with companies who want to raise the skills standard of the next generation of South Africa.



This qualification is for anyone who wishes to be in the Administration function of a business or organisation.


This is designed to develop management competencies required in any occupation, further developing key concepts, principles & practices.


This qualification’s purpose is to address project and general threshold competencies required to manage simple to moderately complex projects.

Contact Centre

This is designed to meet the needs of learners who want to progress in Contact Centre Operations, focusing on skills, knowledge, values & attitudes.

New Venture

This is for those who wish to start, operate, manage and grow a new small to medium business venture, equipping you with the skills you require.


This qualification presents a combination of learning outcomes in business, commerce & management.


The purpose of the insurance qualifications is to build competencies, knowledge and skills required in the industry.

Supply Chain

This qualification is aimed at fostering supply chain integration to the advantage of stakeholders.


This is aimed at equipping learners with the necessary knowledge, skills and competencies to provide entry into the IT fields.


This occupational qualification provides the opportunity to acquire a range of administrative skills to coordinate the activities of an office.


This qualification enables learners to apply for entry-level positions in any finance-related function across sectors and industries.

Contact Centre

This qualification prepares the learner to operate as a Call Centre Manager, giving them the skills to manage and optimise quality operations.

Interested in finding out more about
our learnerships and skills programmes?


At Advanced Assessments and Training we welcome partnerships with other training companies, BEE Transformation Consultants, SDFs and Learnership Consultants. Our wide range of accredited courses allows partners to match client expectations. We also offer unaccredited courses which can be tailor-made to the client’s requirements which allows for flexibility for our partner companies.


“Our facilitator, Colin,…took time to understand the specific needs of the individuals within the group and motivated and equipped us to become critical thinkers…”


“I have utilised Advanced Assessments and Training for the past 6 years. They have always delivered exceptional service. Their training facilities are the best in the business. [They] go above and beyond.”

Veronique de Smidt


“Advanced Assessments is one of the leaders in the training industry and delivers an exceptionally high level of service. Their facilitators are extremely competent in all the various programmes they offer.”

Dulande Postma



Join our community of game changers, move makers and visionaries.


Don’t hesitate to get in touch with us.


The Services SETA (Sector Education and Training Authority) bridges the gap between the formal education and training system and the workplace by facilitating and funding learning programmes that build skillsets required by different industries in the world of work.

With skills programmes, you can choose to learn a specified amount of work consisting of a group of unit standards, whereas with a learnership you have to complete an entire qualification. The exit points of skills programmes are generally prescribed by the needs of the learners.

You must be a South African citizen older than 18 and younger than 30 to be eligible for a learnership.

  1. For each year that a learner is registered for a learnership linked to the employer’s trade, the employer claims an allowance of R30 000 for that learnership. This allowance is based on a 12 months periods, and full periods of a month, so if a learnership starts half way through the employer’s year of assessment, half of the allowance is claimed by the employer in the first year and half in the second.
  2. If the learner leaves during the year, there is no recoupment. The R30 000 is merely apportioned for the part of the year, so that if the learner leaves after 4 months, the employer only claims 4/12 of the allowance, i.e. R10 000. These must be full months, so if the learner leaves after 3 and a half months, the allowance must be claimed for 3 months, i.e. 3/12 X R30 000 = R7 500.
  3. Similarly, if a learnership spans 3 and half months in the first year of assessment and 8 and a half months in the second year of assessment of a single employer, the employer claims commencement allowance of R7 500 in the first year and R20 000 in the second year.
  4. If the learner goes to another employer while he is still doing his learnership and the learnership is carried on, linked to that employer’s trade, the new employer claims the learnership for the rest of the year, i.e. 8/12 X R30 000 = R20 000. The new employer will also claim the full completion allowance, even if the learner was not employed by that employer in the earlier years or months of the learnership.
  5. If a learner fails his or her learnership and registers for a new learnership, section 12H will not apply to the new learnership if it contains the same education and training component of the learnership that the person failed.
  6. These in addition to learnership discretionary grants, is a substantial amount that is made available to subsidise the training of a learner on a learnership.

There are 2 levels:

  1. R30 000 commencement and completion allowances for learnerships and apprenticeships;
  2. R50 000 commencement and completion allowances for learners with disabilities.

An employer can terminate the contract of a learnership if:

  • The duration specified in the learnership agreement has expired;
  • The employer and learner have agreed in writing to terminate the learnership agreement, or if there is no such agreement, the SETA that registered the agreement approves the termination; or
  • The learner is fairly dismissed for a reason related to the learner’s conduct or capacity as an employee.

If a learner is accepted they will need to sign two legal documents:

  1. Learnership Agreement: this is an agreement signed by the learner, the organisation employing the learner, and the education provider offering the theoretical training component of the learnership. This agreement clearly outlines the rights and responsibilities of all three parties.
  2. Employment contract: this is a contract they will sign with the employer, which is only valid for the time period of the learnership.

During the learnership, learners will be required to complete assignments, tasks and practical tests and projects. They will be formally assessed in the classroom and workplace. If all these assignments are completed successfully, they will be awarded an NQF-registered qualification, which is recognised nationally. They will receive a certificate stating the qualification and the area of skill development.

During the learnership, learners will be required to complete assignments, tasks and practical tests and projects. They will be formally assessed in the classroom and workplace. If all these assignments are completed successfully, they will be awarded an NQF-registered qualification, which is recognised nationally. They will receive a certificate stating the qualification and the area of skill development.

There are three parties involved in a learnership: The learner, the employer (offering the practical training component in their business) and the education and training provider (offering the theoretical component of the learnership).

Because they aim to address challenges of:

  • Decreasing employment;
  • Unequal access to education, training, and employment opportunities;
  • The effects of race, gender and geographical location on educational advancement;
  • The skills shortage in South Africa.
The government was looking for ways to transform skills development in South Africa. In the past, education and training and workplace experience did not always provide a direct link between theory and practice. To address this, the Skills Development Act and the Skills Levies Act were passed by Parliament, and structures and processes to transform skills development in South Africa were put in place. The primary aim of learnerships is to address the gap between the current education and training provided and the needs of the labour market. In fact, learnerships are seen as central to skills upliftment in South Africa.