Your 2026 training plan versus what actually happened: what the gaps tell you about 2027

GBS

3 hours ago

2 min read

The quickest way to produce a weak 2027 training plan is to copy the 2026 plan and change the dates. A better starting point is to compare what the organisation intended to do with what employees actually completed and applied.

That review does not need to be a complicated exercise. Start with four questions.

What training was planned, and what took place?

Pull together the year's planned programmes, bookings, attendance registers, completions and available assessment records. Mark what was delivered, postponed or cancelled. Where a programme did not happen, record the reason. A cancelled course because of operational pressure points to a scheduling problem; a course that attracted no interest may point to a different need.

Did the training solve the problem?

Completion is useful evidence, but it is not the whole result. Ask the manager what changed after the programme. Are supervisors handling difficult conversations more confidently? Can employees use the new system without repeated help? If the answer is unclear, set a simple measure for the next programme before it starts.

What needs keep coming back?

Repeated requests for disciplinary training, leadership support or digital skills can indicate a wider team need. Rather than booking one person at a time, consider whether a customised in-house session would create a consistent approach across managers or sites.

Are the records ready for the next reporting cycle?

Keep evidence of both planned and actual learning in one place, including accredited and non-accredited activities where relevant. Your Skills Development Facilitator will need reliable information when preparing the Workplace Skills Plan (WSP) and Annual Training Report (ATR). In the merSETA's 2026/27 cycle, for example, employers reported actual training for 2025 and planned training for 2026. Check the applicable SETA's requirements and published submission window for the next cycle.

The result of this review should fit on a page: what worked, what did not happen, the three most pressing gaps and the proposed 2027 response. That is a stronger starting point for budget discussions than a course list alone.

Global Business Solutions supports skills needs analysis, WSP/ATR preparation and training delivery. If your 2026 records are scattered or your 2027 priorities are still unclear, speak to GBS about turning the review into a workable plan.

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This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner.

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