The first 90 days of your 2027 people development plan

GBS

10 minutes ago

2 min read

An approved training budget is a start, not a schedule. If HR waits until the first urgent request arrives, priority programmes can slip into the second half of the year. January to March is the time to turn the 2027 plan into dates, names and responsibilities.

January: confirm what changed

Check the budget against current business priorities, staffing changes and the outcomes managers need from their teams. Confirm which development needs cannot wait, who will attend and who can approve bookings. For designated employers, the Department's EE portal gives 15 January 2027 as the online deadline for the 2026 employment equity report; keep the reporting work and next year's actions visible to the same decision-makers.

February: book the priority learning

Agree dates with managers before diaries fill up. Public courses may be right for individuals. For a group across one or more sites, ask about in-house delivery and a programme built around common workplace situations. Put longer qualifications or leadership pathways on the calendar early enough for employees to complete them.

Tell participants what they are expected to do differently after the training. Managers can then provide an opportunity to practise and discuss progress.

March: check delivery and prepare records

Review enrolments, attendance and early feedback. Are employees able to attend? Have operational demands changed? Make adjustments while there is still time to use the year's budget well.

Bring together the previous year's training records and the current year's planned activities for WSP/ATR preparation. The merSETA's notice for the previous cycle illustrates why reporting periods and sign-off requirements matter. Confirm your organisation's relevant SETA, requirements and published submission window rather than assuming that one process fits every employer.

By the end of March, HR should be able to show a short progress report: priorities funded, programmes booked, employees involved, early results and any decisions needed from management.

Global Business Solutions can support the work behind that report, from training needs and WSP/ATR preparation to public courses and customised in-house programmes. If your 2027 plan is approved but the delivery schedule is still empty, contact GBS to turn the priorities into a workable calendar.

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.

I'm attending #ALLU2026 banner of Prof. Jonathan Goldberg.

Stay ahead of South Africa’s changing labour law

South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now.

Get the insight. Understand the impact. Make better workplace decisions.Register for #ALLU2026

View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; the AI Compass High Impact Workshop Series (Only 4 Sessions); New CCMA 2026 Rules Pop-Up December; Managing Absenteeism & Sick Leave Abuse December 2026; and the Annual Employment Conference #AEC2027.