SARS Graduate Trainee Programmes

About SARS

The South African Revenue Service (SARS) is South Africa’s national tax collecting authority. It was established in terms of the South African Revenue Service Act 34 of 1997 as an autonomous agency. Although the country’s tax regime is set by the National Treasury, it is managed by SARS. SARS is responsible for administering the South African tax system and customs service. Its outcomes are as listed below.

sars learnerships
  • Increased Customs and Excise compliance
  • Increased tax compliance
  • Increased ease and fairness of doing business with SARS
  • Increased Cost effectiveness and Internal Efficiencies
  • Increased public trust and credibility

SARS’s vision is to be an innovative revenue and customs agency that enhances economic growth and social development, and supports South Africa’s integration into the global economy in a way that benefits all black citizens. The organisation aims to provide an enhanced, transparent and client-oriented service to ensure optimum and equitable collection of revenue. Below are SARS’s main functions.

  • To collect and administer all national taxes, duties and levies
  • To collect revenue that may be imposed under any other legislation, as agreed on between SARS and an organ of state of institution entitled to the revenue
  • To provide protection against the illegal importation and exportation of goods
  • To facilitate trade
  • To advise the Minister of Finance on all matters.

SARS’s approach to promoting compliance is based in three principles: SARS must make taxpayers aware of their obligations, make it easy to meet them and act against those who break the law.

SARS Graduate Trainee Programmes

SARS seeks to be an employer of choice, not only amongst the public services agencies, but also in the private sector. In the 2012 Companies of the Future publication, SARS came out at number seven in two successive years for being one of the most sought-after employers by Commerce students at South African Universities. This was ahead of many top JSE-listed (Johannesburg Stock Exchange) companies. In the 2012/2013 Universum Student Survey of all universities and universities of technology in South Africa, SARS was ranked at number three by Business, Management and Commerce students as an ideal employer.

SARS is an interesting workplace for exciting careers not only in Commerce for professionals like chartered accountants, tax specialists, forensic auditors and economists, but professionals ranging from legal practitioners, information technology, process engineering, business strategy, marketing, human resources and procurement also find SARS as the best employer to work for.

The organisation understands that its success and the success of its employees go hand in hand; hence SARS ensures a mutually beneficial relationship between employer and employees by offering a compelling employee value proposition anchored by these five key elements:

  • The People includes manager quality, co-worker quality, senior leadership reputation, camaraderie, and more
  • The Organisation speaks to the market position, product or service quality and social responsibility
  • The Rewards include compensation health benefits, retirement benefits, ad vacation
  • The Work includes job-interest alignment, location, work-life balance, and more
  • The Opportunity refers to future career opportunities, development opportunities, and the organisation growth rate

SARS prides itself with its values-driven culture with zero tolerance to corruption. It is an organisation that helps develop and bring forward South Africa as well as maintaining the country’s stability – making South Africa the best place for its people to live in. Recruiting potential people to work in such an organisation is not all that it takes to better the country; building and developing the people’s skills is one of the major things that matter in striving for South Africa’s sustainable stability. Therefore, like other public services agencies and private sectors, SARS provides skills development programmes for the young generation living in South Africa.

SARS provides trainee programmes, where students will be facilitated in learning from leaders and experts of the organisation through mentorship and coaching. Students will gain knowledge and enhance experiential learning throughout the trainee programmes – having to be prepared for the real world of work, both mentally and practically. There are two main development programmes in this matter, namely the Internship Programme and the Graduate Development Programme.

The Internship Programme helps interns to gain work experience in the workplace and meet the requirements of the Higher Education Institutions in order to be awarded their qualifications. The Internship Programme lasts for a limited period of time – 24 months contract. The interns will be placed in positions and gain skills and experience in a particular field related to their studies. They will also receive a monthly stipend for as long as the period of their internship. Students who spend their time joining the Internship Programme at SARS may as well be recruited as a permanent employee at SARS after they graduate, but only if the student’s performance throughout the internship was considered satisfying to SARS and qualify as an employee, though it is not guaranteed at all.

SARS also recruit final year students at Higher Education Institutions to join the Graduate Trainee programme. Matriculants with outstanding scores in English and Mathematics or Accounting are considered for the Learnership Programme which is a work-based training – a combination of a structured learning component and practical work experience. Learners will be taught in class and gain hands-on experience on the job throughout the programme. Learners with potential for success in Higher Education Institutions are provided with financial assistance through the Bursary Programme.

The Graduate Trainee Programme is aimed at final year students at Higher Education Institutions (HEIs) with various qualifications as well as unemployed graduates who wish to pursue a career in SARS. The trainee programme places successful candidates within divisions of SARS to provide a combination of structured learning and workplace experience. The trainee programme takes up about 24 – 36 months of duration as a contract. Students will receive a monthly stipend throughout their time as a trainee at SARS. At the end of the contract, trainees who meet SARS’s recruitment requirements and apply for an available vacancy may be placed in a permanent position.

Minimum Requirements for the SARS Graduate Trainee Programmes

Students who meet the following minimum requirements are encouraged to apply for the Graduate Trainee Programme.

  • A citizen or permanent resident of South Africa – a certified copy of valid personal identity document (ID) must be attached to the application
  • A Higher Education Institution student currently studying on the final year (Matrix or Grade 12) or have graduated from school – a certified copy of academic records or certificate must be attached to the application
  • Unemployed
  • Have good academic scores in English, Mathematics and Accounting
  • Conversant in English
  • Provide a detailed Curriculum Vitae (CV) / resume – attach to the application

Specific requirements apply on each position in the Graduate Trainee Programme. The qualification required will be listed in each advertisement.

How to Apply for SARS Graduate Trainee Programmes

Students who feel they have met the aforementioned requirements may apply via the SARS’s official recruitment website. On this website, students as applicants will see career opportunities. They may search for available opportunities by utilising the ‘Search for Openings’ section on the left side of the page. Applicants will be given choices to apply via the recruitment website or via LinkedIn.

To apply for the available opportunity on the recruitment website, applicants must firstly create an account by clicking on ‘Sign In’ on the top right corner of the e-recruitment page, then click ‘Create an Account’. Applicants must ensure that they complete all the required information when applying for the opportunity.

SARS only accepts applications via the e-recruitment website and LinkedIn. Applications submitted other than in those mentioned ways will not be accepted.

To view the status of the application, applicants may login to their account and click on the ‘Job Management’ tab on the webpage.

For more information, visit

Nampak Graduate Development Programme

About Nampak

Nampak is a South African company based in Johannesburg, South Africa that specialises in the manufacturing and design of packaging. The company produces packaging in glass, paper, metals and plastic. Founded in 1968, Nampak has become the largest diversified packaging company in Africa and is listed on the Johannesburg Stock Exchange Limited (JSE) under the symbol NPK since 1969.  The company is headquartered in Sandton, Johannesburg, South Africa and has operations in a number of locations worldwide, including Nigeria, Tanzania, Angola, Botswana, Ethiopia, Kenya, Malawi, South Africa, Swaziland, Ireland, United Kingdom, Zambia and Zimbabwe. The main areas served by Nampak are most of the countries in Africa and the United Kingdom – with being the market leader in the supply of beverage cans in South Africa and Angola; the leading supplier of beverage cans in Nigeria; and the leading supplier of plastic bottles to the dairy industry in the United Kingdom.

The company’s subsidiary, BevCan, is one of the largest producers of aluminium cans in Africa. Meanwhile, the subsidiary DivFood is one of the largest producers of metal cans for canning, aerosols and metal containers in Africa. Nampak is currently focusing on expanding its operations into the rest of the continent.

nampak graduate development programme
Photo by rawpixel on Unsplash

Nampak’s strategy in building and developing the business has two focus areas:

  1. Unlock further values from base business
  • Active portfolio management including possible divestitures
  • Stringent cost management
  • Working capital management
  • Business process improvement:
  • Buy better – streamline procurement process
  • Make better – operational excellence, safety and efficiency
  • Sell better – margin expansion, customer portfolio management
  • Invest to compete
  1. Accelerate Africa growth
  • Growth through greenfield investment and acquisitions in metals, glass and plastics
  • Growth at a reasonable and sustainable return
  • Partner with major multinational customers
  • Sensibly manage and grow presence in current jurisdictions
  • Build market base through exports
  • Diversity manufacturing to other Nampak products
  • Build on existing hubs

Nampak participates in extensive collection and recycling initiatives and continues to invest significant time and resources in the development of more sustainable products. Its world-class research and development facility based in Cape Town provides technical and product development support to the business, as well as to the company’s customers.

Nampak Graduate Development Programmes

Nampak offers a Graduate Development Programme for young people who are eager to gain experience in their chosen field of study. The Nampak Graduate Development Programme provides the opportunity for the students to begin a journey that is equally hands-on and minds-on while earning a market-related salary and package. The programme is a great start to boost up the student’s knowledge and skills to improve their performance in the industry.

The Graduate Development Programme takes up to 18 months of duration. During this time, the graduate trainees will be developed and coached by technical experts in their respective fields. The trainees will be introduced to a broad spectrum of dynamics that facilitate significant learning experiences while developing generalist and specialist fields. They will be trained both formally and informally and will be given an amount of opportunities to take part in various engaging projects. Trainees will be mentored throughout the programme by the company’s senior leaders and decision makers into building business acumen and creating a strategic context for the trainee’s particular field of interest and developing professional networks.

Nampak upholds a culture of continuous learning and development. The blended learning approaches allow young people to develop personal mastery, technical and business competence, as well as an appreciation of social responsibility.

Careers at Nampak cover many professional disciplines, including:

  • Accounting / Finance
  • Engineering – Mechanical, Industrial, Chemical and Electrical
  • Human Resources
  • Information Technology / Business Systems
  • Logistics / Supply Chain
  • Production / Manufacturing

 Nampak Graduate Development Programme Prerequisites

Potential students are encouraged to apply for the Nampak Graduate Development Programme as it is an engaging and promising track to boost the student’s performance and prepare them to be successful in their professional career. This competitive programme requires students to obtain the following prerequisites in order to be admitted in the opportunity.

  • Applicants must be a South African citizen or permanent resident
  • They must hold a relevant Bachelor Degree
  • They must have completed studies or are currently in the final year of study
  • Required qualifications vary for each position in the Graduate Development Programme.
  • Mechanical Engineering: BSc Mechanical Engineering or equivalent (in the final year of study or have completed the degree)
  • Supply Chain / Logistics: B.Com Supply Chain / Logistics or equivalent (in the final year of study or have completed the degree)
  • Industrial Engineering: BSc Industrial Engineering or equivalent (in the final year of study or have completed the degree)
  • Sales and Marketing: B.Com Marketing or equivalent (in the final year of study or have completed the degree)
  • Chemical Engineering: BSc Chemical Engineering or equivalent (in the final year of study or have completed the degree)
  • Electrical Engineering: BSc Electrical Engineering or equivalent (in the final year of study or have completed the degree)
  • Human Resources: B.Com Human Resources or equivalent (in the final year of study or have completed the degree)
  • Finance: B.Com / B.Compt Finance / Accounting or equivalent (in the final year of study or have completed the degree)
  • They must have good academic results in every subject throughout every year of their study
  • They must have completed Matric or Grade 12 with Mathematics and Science, each with a minimum of 50% or NCV Level 3
  • They must possess excellent mechanical and technical abilities or knowledge
  • They must be a computer literate or are familiar with MS Office – at least MS Word and MS Excel
  • They must have excellent interpersonal and communication skills

Due to the highly competitive nature of the programme, positions are limited. Therefore, applicants must ensure that they are able to compete by their satisfying grades and strong competencies.

How to Apply

To apply for the Nampak Graduate Development Programme, applicants may firstly want to visit the official recruitment website to check if there are any available opportunities. Once applicants have decided on which position they want to apply for, they may create an account on the website. After creating the account, they may then log into their account, select the desired position, then start filling in the required information for the application. Applicants are suggested to re-check their application ensure that they have provided all the required information as detailed as possible before submitting their application.

Applications can only be done online via the official recruitment website of Nampak otherwise the submission may be disregarded.

Successful applicants will be notified for further recruitment stages.

For more information, visit

Denel Apprenticeships Accredited by SACAA, TETA, MerSETA

About Denel

Denel (Pty) Limited is the largest manufacturer of defence equipment in South Africa. It operates in the military aerospace and landward defence environment. Incorporated as a private company in 1922 in terms of the South African Companies Act (No. 62 of 1973), Denel’s sole shareholder is the South African Government.

The company is an important defence contractor to its domestic market and a key supplier to the South African National Defence Force (SANDF), both as original equipment manufacturer (OEM) and for the overhaul, maintenance, repair, refurbishment and upgrade of equipment in the SANDF’s arsenal.

Denel is made up of a number of business divisions including Denel Technical Academy, Denel Aerostructures, Denel Aviation, Denel Dynamics, Denel Maritime, Denel Vehicle Systems, Denel Land Systems, Denel Industrial Properties, Denel SOC Ltd, Denel PMP, Denel Mechem and Denel Overberg Test Range.

denel apprenticeships
Photo by Caleb Woods on Unsplash

Denel Apprenticeships

The Denel Technical Academy provides accredited, cost effective and efficient training of technical personnel for the aerospace, engineering and defence industries according to the needs and requirements of its customers, in well-equipped nationally and internationally accredited facility. Denel Technical Academy has a large footprint on the African continent and is recognised worldwide. The academy mostly values performance, integrity, innovation, caring and responsibility. With more than 40 years of experience, the Denel Technical Academy has a well-established track record in Apprentice Training. The Academy consists of Aviation and Engineering apprenticeship training institute that offers various technical trades.

An Apprenticeship is a non-unit standard based registered qualification and comprises of an integration of workplace and institutional learning and culminates in a national qualification. During the programme, students will be taught on the skills and practices that are associated with a given career path in the Aviation Industry. They will be trained all aspects of a specific Trade under the auspices of Denel Aviation and the Denel Technical Academy, until they are competent enough to do a Trade Test to become a Qualified Artisan and function effectively within the local and international Aviation environment.

The courses provided are approved and accredited by the South African Civil Aviation Authority (SACAA), the Transport Education and Training Authority (TETA) and the Manufacturing, Engineering and Related Services Training Authority (merSETA) to offer training in accordance with the Competency-Based Modular Training system. These approvals ensure that apprentices are adequately trained, both practically and theoretically, to allow them to continue with workplace training to qualify as artisans.

Courses are available to private students and those sponsored by partnering organisations. Advanced and Type Training is also available for people already employed in the industry and want to enhance knowledge and skills. As the outcome, the academy will add value to the students – making them competent enough to contribute to the socio-economic development imperatives of the country.

The apprenticeship for all trades takes at least 95 weeks up to 208 weeks of duration. However after the minimum period (subject to tasks completed as laid down), an apprentice may perform a trade test and qualify as an artisan.

  • Engineering Training
  • Electrician

Electricians are responsible for the maintenance of industrial and domestic electrical networks. They ensure that such installations are always safe for the user and also comply with all the stringent regulations as prescribed by law. The electrician’s scope of work will include both single ad thee phase electrical systems, from light to heavy duty current.

  • Fitter and Turner

Maintenance fitters are multi-skilled and keep the wheels of industry running smoothly. They are capacitated in most machining processes including turning, milling, grinding and welding which make them virtually self-reliant in their trade and as asset to any company. They are also often involved in to development and fitting of new production processors.

  • Millwright

The millwright trade caters for those interested in maintenance and repair of heavy machinery used in the industry. They perform maintenance work in production machines, electrically driven machines and electronic control gear. The work is mechanical, electrical and with modern developments towards automation / robotics. This trade also requires knowledge of electronics as applied to the control of heavy electrically driven equipment. The trade involves dismantling, fault detection, repairing and manufacturing of parts in some cases, mechanical and electrical installations as well as the modification and reconstruction of machinery.

  • Tool and Jig Maker

The maker of tools and jigs is an artisan wit the ingenuity to produce specialised jigs, fixtures and tooling to assist industries to produce their products consistently and accurately and with minimal waste. These artisans are skilled in the use of hand tools as well as grinding, turning, milling and drilling machines.

  • Turner and Machinist

These are specialist machine artisans that are highly skilled on ither one or a variety of machines such as lathes, milling machines, surface and universal grinders and drilling / boring machines. Their task is to accurately produce or repair parts, which can also include the highly specialised field of gear cutting / grinding, in accordance to the client’s drawings and specifications.

  • Welder

Highly skilled welders ae increasingly in demand due to modern advancements in production processes and materials. They need to be proficient in a wide variety of techniques and capable of continually producing high quality welds in often difficult conditions. Qualified welders can look forward to a variety of interesting opportunities in a wide range of industries.

  • Aviation Training
  • Aircraft Avionician

The aircraft avionician training incorporates all three existing aircraft avionic-related trades – aircraft electrician, aircraft radiotrician and aircraft instrument mechanic. Trainees are exposed to all three avionic trade fundamentals, and on qualification they are ready for first line and minor maintenance installations and repairs of the modern day avionic aircraft critical for quick turn-around in aviation.

  • Aircraft Electrician

Aircraft electricians are responsible for the delivery and integration of electrical power between the various units of components of an aircraft. Their key responsibilities are in the diagnostics, maintenance, repair and installation of electrical components which include generation systems and batteries.

  • Aircraft Instrument Mechanic

This is a highly specialised field that integrates the rare combination of both electronic and fine mechanical skills in one trade. An aircraft instrument mechanic is responsible for all the on-board instruments used to maintain flight safety including the auto-pilot. Due to the compact nature of the instruments, candidates are required to have excellent fine-motor dexterity.

  • Aircraft Radiotrician

The radiotrician holds responsibilities in all radio communication equipment on-board an aircraft, which include navigation and communication. It is a very challenging career in view of the many new developments happening in the field and will appeal to anyone who has a keen interest in electronics. Other facets of the trade include the installation, repair and adjustment of the equipment on an aircraft.

  • Aircraft Mechanic

A diverse and appealing occupation carrying a high degree of responsibility, the aircraft mechanic is required to have a broad and thorough understanding of an aircraft and all integrated systems. Their function is to perform preventative and corrective maintenance to ensure the safe operation of an aeroplane which includes repairs, adjustments, testing and ultimately to certify it for flight.

  • Aircraft Structural Worker

Commonly referred to as sheet metal workers, these artisans holds responsibilities in the manufacture and repair of the physical airframe of an aircraft. Their work is primarily focused on the damage caused by incidents fatigue or corrosion to restore the integral strength of the airframe.

Requirements for Denel Apprenticeships

The minimum entrance qualifications are Grade 10 (N1) with Mathematics and Science, and proficiency in English for the following trades.

  • Aircraft Mechanic
  • Aircraft Structures Worker
  • Fitter and Turner
  • Turner and Machinist
  • Tool and Jig Maker
  • Welder

Those who possess Grade 11 (N2), or equivalent, with Mathematics and Science, and are conversant in English may apply for the following trades.

  • Aircraft Radiotrician
  • Aircraft Instrument Mechanic
  • Aircraft Electrician
  • Aircraft Avionician
  • Electrician
  • Millwright

Other prerequisites that apply to all trades are:

  • Aged between 18 and 24
  • A citizen of South Africa
  • Hold a valid personal identity document
  • Able to work under pressure
  • Able to work individually and in teams
  • Able to multi-task and have good communication skills
  • Computer literate
  • Currently unemployed and not attending any form of training programme

How to Apply for Denel Apprenticeships

Individuals who are interested to take part in the Denel Apprenticeship programme may apply online at > Courses and Training.

Applications will then be assessed by the relevant head of department to check whether the requirements are met or not. All approved applicants will receive an invitation for an interview and assessment.

Note: Denel Technical Academy does not offer nor guarantee financial assistance. Students will be responsible for all costs. Fee structures will be discussed upon acceptance.

For more information, contact Denel Technical Academy.

Tel.: (011) 927 2811 / 2361

E-mail: [email protected]

Website: or

Altron Bytes Technology Learnerships

About Altron

Altron is a leading company that provides locally relevant innovative and integrated ICT solutions to business, government and consumers. The company combines technical expertise with in depth customer understanding to provide end-to-end holistic technology solutions. The South African listed Allied Electronics Corporation Limited (Altron) is invested in telecommunications and information technology through its principal subsidiaries, Allied Technologies Limited (Altech) and Bytes Technology Group (Pty) Ltd (Bytes).

The company was founded in 1965 and has a direct presence in South Africa, rest of Africa, Europe, the Middle East and Australia. In addition, the group’s strategic partnerships with leading international technology companies gives it access to leading technology capabilities and products from across the world, including Asia, Europe and North America. Most of the group’s revenue and headcount are derived from the local market in South Africa where the group is headquartered.

The group’s primary focus is in providing innovative solutions in the fin-tech, health-tech, safety and security, as well as learning and developing verticals that have a meaningful impact on society by addressing challenges facing communities in South Africa, the continent and other places in the world the group has operations in, while delivering shared value for all its stakeholders.

Striving to be the world’s leading technology solutions provider, Altron holds on to a set of strategic priorities as listed below.

  • Revenue growth
  • Improving profitability
  • Transform the customer experience
  • Employee excellence

In 2013, the Altron Group formed Altron TMT (Telecommunication, Multi-media and Information Technology) incorporating Altech and Bytes Technology Group, with a joint head office in Woodmead, Johannesburg. The new division was created based on a need to integrate the Altech and Bytes businesses through an alignment of assets, the removal of duplicated cots through a shared service model and to have a more focused approach to customers in order to take advantage of both cross and up selling opportunities. Altron TMT is a highly-technology solutions group focused on providing value added products, services and solutions through the convergence of TMT, driven by market demand. As a part of Altron TMT, Bytes Technology Group offers a selection of services that support Information Technology in a wide range of different industries.

The Altron Group operates through a number of subsidiaries, which some of them are the following.

  • Altron Arrow

The Altron Arrow provides Internet of Things (IoT) modules and components and custom ruggedized ICT hardware solutions. This company is about creating and deploying connected solutions, built on its experience working in the electronics manufacturing sector over many years. It offers expertise across a broad span of technologies from sensors, embedded compute, short and long-range wireless connectivity, gateways, cloud platforms and application development.

By offering logistics, manufacturing, engineering support and customisable software and/or hardware services, Altron Arrow is positioned to respond to all its customers’ needs, enabling it to create, connect, manage, and/or sustain Internet of Things solutions.

  • Altron Bytes Document Solutions

Bytes Document Solutions is the largest Xerox distributor in the world, servicing 26 sub-Saharan African countries and offering the complete range of Xerox document equipment, software solutions and services.

Its Office Systems division provides services that encompass remote and mobile workers, digitisation and the provision of innovative solutions that harmonise paper and digital documents, through simple, one-touch functions. Meanwhile, the Product Systems division delivers specialised applications, such as transactional, high security, high volume and high-quality documents.

Altron Bytes Document Solutions also offers Managed Print Solutions where they handle everything related to print – printers, documents, supplies, support, people and processes. This approach delivers significant cost savings, reduced printing volumes and CO2 footprints, a rationalised, standardised and simplified printing landscape, watertight security and a digital transformation roadmap.

  • Altron Bytes Managed Solutions

This company offers three key types of services:

  • Financial Solutions, which focus on anywhere, anytime, any channel banking, delivering a positive consumer experience and harnessing leading technologies – such as IoT, Mobile Devices, Cloud, Big Data and AI.
  • Retail Solutions, delivering world leading hardware solutions, supported by the most secure, globally advanced software solutions available, combined with extensive knowledge of in-store systems and support and vast experience and understanding of local markets, to meet all its customers’ retail requirements.
  • End User Computing (EUC) Solutions, which meets business demands like productivity uptime, reduction in IT hardware and infrastructure costs and 24/7 maintenance and service requirements, through the provision of seamless, workforce management, desktop support and end user experience services.
  • Altron Bytes People Solutions

The Altron Bytes People Solutions is the largest South African-owned Business Process Outsourcing (BPO) solutions provider. It offers a wide range of outsourced business process solutions to assist in the increased productivity and growth of the customer’s organisation.

Its services include customer experience solutions, inbound and outbound contact centres, outsourced training and learnerships programmes, skills development training and an extensive variety of leading edge enabling technologies, all designed to augment and support the customer’s organisation.

  • Altron Bytes Systems Integration

This company is an end-to-end ICT service provider of consulting, implementation and outsourcing services. It covers financial services, public sector, retail, mining and manufacturing, travel and transport, energy and utilities, as well as telecommunications, media and entertainment.

  • Altron Bytes Secure Transaction Solutions

This company focuses specifically on healthcare IT and e-Commerce solutions, managed payment solutions and electronic transactions.

Altron Bytes Technology Learnerships

Altron Group’s major subsidiary Bytes Technology offers skills development programmes where young people, who seeks knowledge and experience in the work environment, will be trained in order to be equipped with the skills necessary to become competent and productive employees and able to contribute meaningfully to future economic success. One of the programmes provided is a learnership. A learnership programme is a structured learning programme for gaining knowledge and practical skills in the workplace leading to a qualification, registered on the National Qualification Framework (NQF).

The learnership programme is provided by the group through the Altron Bytes People Solutions, as the company focuses on empowering South African’s unemployed youth. They focus with these learnership solutions to empower the previously unemployed, build a competent and capable workforce through occupational-based skills development solutions, and ultimately provide the youth with practical workplace experience that will enhance their future employability. The duration of the learnership programme is twelve months.

The company has developed a range of learnership programmes designed to offer training leading to the acquisition of National Certificates – from NQF Level 2 through NQF Level 5 – across a range of areas. All learning programmes are aligned to unit standards and are registered with the relevant Sector Education and Training Authorities (SETAs). The key areas of focus are:

  • Information technology
  • Contact Centre
  • Business Analysis
  • Generic Management
  • Accounting
  • Financial Advisory and Intermediary Services (FAIS)
  • Warehousing
  • Business Administration
  • New Venture Creation
  • Marketing and Sales
  • Education Development and Training (EDTP)
  • Project Management
  • Wholesale and Retail Operations

Requirements for Altron Bytes Technology Learnerships

Candidates for learnership programmes must meet the basic criteria listed below and undergo various skills and psychometric testing.

  • A South African citizen
  • Aged between 18 and 35
  • Possess a valid Grade 12 certificate
  • Have a clear criminal record
  • Conversant in English and have good interpersonal skills
  • Candidates with a diploma or degree in their field are encouraged to apply
  • Unemployed and not studying full time
  • Candidates with disability must provide a valid medical certificate

How to Apply for Altron Bytes Technology Learnerships

Candidates who feel they have met the mentioned minimum criteria may start their application online on the official learnership application form page.

For more information, visit, or to get more details on the learnership programme.

SASSA Internships: Application and Requirements

About SASSA 

The South African Social Security Agency (SASSA) is a national agency of the government and a public entity in terms of Schedule 3A of the Public Finance Management Act. SASSA was formed in 2005 in order to distribute social grants on behalf of the Department of Social Development. Previously called the Department of Welfare, the Department of Social Development is responsible for providing social development, protection and welfare services to the public. It also has an oversight role over the South African Social Security Agency but no operational control over it.

SASSA was also designed to reallocate the function of social security from South Africa’s provinces to the national sphere of government and reports to the Department of Social Development. The key functions of the parastatal are related to the administration and payment of social grants, which include the processing of applications, verification and approval of applications, disbursement and payment of grants to eligible beneficiaries, quality assurance, and fraud prevention and detection.

SASSA provides social assistance in the form of:

  • A child support grant
  • Older person’s grant (a pension)
  • Disability grant
  • Was veteran’s grant
  • Care dependency grant – for caring for a child with severe disability
  • Foster child grant
  • Grant-in-aid – for those who need a full-time caregiver
  • Social relief of distress – a temporary measure for people in dire need, in the form of parcels or vouchers

All nine provincial governments were previously responsible for the administration of social grants until serious social delivery challenges occurred, especially the delay in the approval and payments of grants, possible fraud and corruption in the system, inhumane pay point facilities and huge administration costs in delivering social grants.

SASSA is mandated to ensure the provision of comprehensive social security services against vulnerability and poverty within the constitutional and legislative framework. The legislative mandate for SASSA is regulated in the following acts.

  • Social Assistance Act, 2004

The Act provides a national legislative framework for the provision of different types of social grants, social relief of distress, the delivery of social assistance grants by a national Agency and the establishment of an Inspectorate for Social Security.

  • South African Social Security Agency Act, 2004

The Act provides for the establishment of the South African Social Security Agency as a schedule 3A public entity in terms of the Public Finance Management Act. The principle aim of the Act is to make provision for the effective management, administration and payment of social assistance and service through the establishment of the South African Social Security Agency..

In 2012, Cash Paymaster Services (CPS), a subsidiary of Net1 UEPS Technologies was awarded a five-year, R10 billion tender to distribute social grants on behalf of SASSA. In 2014, SASSA was given the opportunity to initiate a new tender process due to irregular processes found as a rival bidder, AllPay, challenged the procurement process in court. The Constitutional Court consequently declared the tender as invalid but suspended the order in order not to interrupt grant payments. Each month, the National Treasury deposits the total amount to be paid out into a Nedbank trust account. Interest earned during this period goes to the state. All beneficiary accounts are held at Grindrod Bank. A grant recipient can withdraw their grant from any SASSA pay point across the country, which carries no withdrawal charge. Net1 CEO Serge Belamont claims that it is more secure because of the biometric security checks on fingerprints, or from ATMs or designated retailers such as Pick n Pay, which work with EasyPay (another company owned by Net11), to allow these withdrawals. Other companies owned by Net1 that provides loans to grant recipients is Moneyline, also, Umoya that allows grant beneficiaries to buy cell phone airtime on credit.

In its duties as a public entity, SASSA subscribes to those values that promote democracy and a culture of respect for human rights. I addition, in building social cohesion, the foremost values are:

  • Transparency
  • Equity
  • Integrity
  • Confidentiality
  • Customer – Care Centred Approach

The value preposition will require continuous refinement in order to satisfy and meet customer need and expectations. The responsiveness of SASSA to community needs and expectations may require adjustments in respect of service delivery, information technology and administrative processes.

SASSA Internships

SASSA is a dynamic organisation that provides a range of essential services to a diverse group of south Africans. With offices located all around the country, its operational structures aspire to embrace all that is state-of-the-art, offices that are modern and an environment designed to stimulate the workers to achieve, enjoy, progress and prosper.

To give unemployed graduates great experience in such field of work, SASSA offers internship programmes. The programme is a 12 month internship contract and interns will receive monthly stipend of R4200 for a National Diploma and R5200 for a Bachelors Degree.

Minimum Requirements for SASSA Internships

In order to be admitted as an intern in SASSA, applicants must fulfil the following minimum requirements.

  • South African citizen
  • Aged between 18-35 years
  • Studied at a recognised institution or higher learning in the Republic of South Africa
  • In need of Experiential Training
  • Qualification in field of studies vary according to the available positions
  • Preferences may be given according to the available positions.
  • Individuals with disabilities are welcome to apply

These are the documents required for the application:

  • A fully completed Z83 form (visit and create an account on to access the form)
  • Detailed Curriculum Vitae (CV)
  • Certified copies of qualifications
  • Certified copy of driver’s license
  • Certified copy of personal identity document (ID)

How to Apply for SASSA Internships

Those who are interested in applying for a SASSA internship should send their application form along with its supporting documents quoting the relevant reference number to the relevant reference address listed on the recruitment announcement. Announcements can be downloaded from the Vacancy page on

Appointment will be subjected to compulsory pre-employment screening in the form of qualification, ITC, criminal checks and compulsory competency assessment (where necessary).

It is the applicant’s responsibility to have foreign qualifications evaluated by the South African Qualifications Authority (SAQA) prior to the selection process.

No faxed or e-mailed applications will be accepted. Applicants who have not been contacted within 3 months after the closing date of the advertisement must accept that their application had been unsuccessful.

For further information, visit or toll free 0800 60 10 11

Rand Water Bursaries

About Rand Water

Rand Water, previously known as Rand Water Board, is a South African water utility that supplies potable water to the Gauteng province and other areas of the country. It is the largest water utility in Africa. The water comes from numerous sources and is purified and supplied to industry, mining and local municipalities and is also involved in sanitation of waste water.

The company is headquartered in the suburb of Glenvista, Gauteng, South Africa and was founded on May 8, 1903 in Johannesburg, South Africa. It was first built after the Second Anglo-Boer War (1899 – 1902), when the British government took control of the Transvaal Colony in Johannesburg with the need to restore gold mining to pre-war levels. At the time, the Transvaal Colony had discovered gold on the Witwatersrand – a place in the South African Highveld that consists of mostly grasslands with summer rains with an average yearly of 784mm rainfall. In 1903, the Transvaal administration decided to centralise the management of water resources on the Witwatersrand and the Rand Water Board was formed with the enactment of Rand Water Board Incorporation Ordinance No. 32 to supply water to the entire area. The Board was made up of eleven members recommended by the Governor of the Transvaal Colony, the Johannesburg Town Council, the Chamber of Mines and other municipalities at the time and amalgamated all other companies that currently supplied water to that point. The initial eleven members consisted of five members from the Chamber of Mines, three from the Johannesburg municipality, one from Germiston / Boksburg, one from Springs and one from Krugersdorp / Roodepoort. The Board commenced operations in 1905, and later, the memberships increased to 34 as Benoni joined in 1906, the Railways in 1914, Brakpan in 1920, Randfontein in 1929, Nigel in 1935, and Pretoria and Vereeniging in 1944.

rand water bursaries
Photo by Jessica Furtney on Unsplash

Rand Water currently gets its water supply from the Lesotho Highlands. The scheme was designed to deliver a massive amount of some 2.2 x 109 m3 of water annually to South Africa. As early as 1954, the Natural Resources Development Council proposed the idea that water might be obtained from Lesotho to augment the water of the Vaal River. Negotiations between the governments of South Africa and Lesotho started towards the end of the 1970s. Representatives of Lesotho, the European Union, the United Nations and the World Bank formally signed a treaty for the development of the project on October 24, 1987. The scheme was to be constructed in three and would include four major dams, Senqu in Lesotho, Ash River in the Free State, Wilge River and ultimately to the Vaal Dam.

Today, the Rand Water’s distribution network includes over 3,056 kilometres of large diameter pipeline, feeding 58 strategically located service reservoirs. Its customers include metropolitan municipalities, local municipalities, mines and industries. On average, the company supplies 3,653 million litres of water to its customers daily.

Rand Water is an organ of state, reporting to the Department of Water and Environmental Affairs (formerly Department of Water and Forestry). Throughout its long history, Rand Water has remained financially self-sustaining. Its financials are affirmed by Standard & Poor’s rating of its long-term local currency, corporate credit rating as A+ and its long-term foreign currency, corporate credit rating as BBB+.

Rand Water has become the largest bulk water utility in Africa and is one of the largest in the world, preserving its strategic objectives:

  • Achieve growth
  • Achieve operational integrity and use bests fit technology
  • Achieve a high performance culture
  • Positively engage stakeholder base
  • Maintain financial health and sustainability

As the company maintains its five values (equity, integrity, spirit of partnership, excellence and caring), it continues to strive to consistently meet the expectations of its customers, partners and the government by strengthening its capacity to:

  • Attract, develop and retain leading edge skills in water service
  • Sustain a robust financial performance
  • Develop and sustain globally competitive capabilities in core areas
  • Enter into and sustain productive partnerships; and
  • Develop, test and deploy cost-effective technologies

Rand Water maintains its business quality in the industry in so many ways – one of them is by ensuring that all its people operate in an environment characterised by the values of excellence, caring, equity, integrity and a spirit of partnership. The company has fully embraced the spirit of employee / employer relationships and has bound itself to abide in full measure by both the spirit and letter of all labour such as the Employment Equity Act, Labour Relations Act, Basic Conditions of Employment Act, Skills Development and Levied Legislation.

Rand Water Bursaries

As a large company that cares about the importance of the young generation’s futures, Rand Water offers bursaries for individuals who studies towards undergraduate / graduates qualifications. Bursaries provided by the Rand Water company are awarded within the following fields of study:

  • Water Care (BTech / Advance Diploma: 4th year)
  • Water Treatment and Supply (BTech / Advance Diploma: 4th year)
  • Water and Sanitation (BSc: 3rd or 4th year, B.Tech / Advance Diploma: 4th year)
  • Environmental Management (Water or Environmental Rehabilitation) (BSc: 2nd, 3rd or 4th year)
  • Chemistry (BSc Hons: 4th year)
  • Analytical Chemistry (BTech / B.Sc: 3rd or 4th year)
  • Civil Engineering (BSc Eng / B.Eng: 2nd, 3rd or 4th year)
  • Chemical Engineering (BSc / BTech / National Diploma: 2nd or 3rd year)
  • Architectural Engineering or Design (Degree / BTech / National Diploma: 2nd. 3rd or 4th year)
  • Electrical Engineering (Light or Heavy) (BTech (TVET) / National Diploma: 2nd, 3rd or 4th year or N4 – N6)
  • Mechanical Engineering (Boilermakers, Fitter and Turner Welders and Special Fabricators) (Degree / BEng (TVET) / National Diploma: 2nd, 3rd or 4th year or N4 – N6)
  • Accounting (BCom Degree: 2nd, 3rd or 4th year)
  • Internal Audit (BTech / BCom: 2nd, 3rd or 4th year)
  • Economics and International Trade (BCom: 3rd or 4th year)
  • Econometrics (BCom: 3rd or 4th year)
  • Information Science (BSc IT: 2nd, 3rd or 4th year)
  • Computer Science (4th Industrial Revolution Tech. Cyber Security, Business Analysis / System Design and Architecture) (MSc / MCom Honours Degree)
  • Hotel / Hospitality Management (National Diploma: 2nd and 3rd year)
  • Professional Cookery (National Diploma: 2nd and 3rd year)

Minimum Requirements for Rand Water Bursaries

Only candidates that fulfil the following minimum requirements will be considered to be selected as a bursar.

  • South African citizens
  • Previously disadvantaged individuals (ACI)
  • Have passed Matric or equivalent and currently studying within one of the aforementioned fields of study
  • Meet minimum average of 65% and academic performance in major subjects in field of study
  • Not in possession of other bursary funding
  • Applicants must be under the age of 35
  • Registered at recognized tertiary educational institution (i.e. University, University of Technology)
  • Have communication skills – verbal and written
  • Self-motivated and goal-driven
  • Bursars are expected to complete their qualification on record time, in line with their bursary contract / agreement.

Candidates must submit supporting documents as listed below when applying for the relevant bursary.

  • Certified copy of personal identity document (ID)
  • Application letter
  • Detailed Curriculum Vitae (CV) / Resume
  • Proof of residence
  • Certified copy of Matric certificate
  • Certified copy of full academic record
  • Certified copies of any other relevant qualification certificates

How to Apply for Rand Water Bursaries

Applications for Rand Water Bursaries can only be done online.

Candidates that feel they have met the minimum requirements to apply for a bursary provided by Rand Water may start their application firstly by registering an account, then logging in to their registered accounts and start filling in the application form.

Before submitting the application, candidates must ensure that they have provided all the required information on the application form and have attached all the required documents.

The closing date for the bursary application is on January 25, 2019.

Only shortlisted candidates will be notified. If a candidate does not receive any notification regarding to the application within a month after the closing date, it is to be considered that the application was unsuccessful.

For more information about the bursary opportunity, visit

SAPS Learning Programme / Basic Police Training Development

About SAPS

The South African Police Service (SAPS) is the national police force of the Republic of South Africa. Its 1,138 police stations in South Africa are divided according to the provincial borders, and a Provincial Commissioner is appointed in each province. All nine Provincial Commissioners report directly to the National Commissioner. The head office is in the Wachthuis Building in Pretoria.

SAPS was formed in 1995 to create a safe and secure environment for all people in South Africa by participating I endeavours to address the root causes of crime in the community, preventing action which may threaten the safety or security of any community, and investigating the safety or security of the community and bringing the perpetrators thereof to justice. Its divisions include:

  • The Visible Policing Division, which manages highly public police operations, suvh as guarding senior government officials and dignitaries.
  • The Internal Stability Division, which is responsible for preventing and quelling internal unrest and for assisting other divisions in combating crime.
  • The Community Relations Division, which results with all police divisions concerning accountability and respect for human rights.
  • The Crime Combating and Investigation Division, which holds overall responsibility for coordinating crime and investigative procedures.
  • The Supporting Services Division, which manages financial, legal, and administrative matters.
  • The Human Resource Management Division.
saps learning programme
Photo by Spenser on Unsplash

The South African Police Service traces its origin to the Dutch Watch, a paramilitary organisation formed by settlers in the Cape Province in 1655 to protect civilians and to maintain law and order. In 1795, British officials assumed control over the Dutch Watch, and in 1825 established the Cape Constabulary, which became the Cape Town Police Force in 1840. A police force namely the Durban City Police (previously called the Durban Borough Police) was established in 1854. On the next year in the Eastern Cape, Act 3 of 1855 established the Frontier Armed and Mounted Police Force, which was restyled as the Cape Mounted Riflemen in 1878.

The South African Police (SAP) was formed after the establishment of the Union of South Africa in 1913. Four years later, the Mounted Riflemen’s Association handed over its civilian responsibilities to the SAP as most of its riflemen left to serve in the First World War. The SAP and the military maintained a close relationship even after the SAP assumed permanent responsibility for domestic law and order in 1926.

When the National Party edged out its more liberal opponents in nationwide elections in 1948, the new government enacted legislation that strengthened the relationship between the police and the military – making the police become heavily armed, especially when facing unruly or hostile crowds. The Police Amendment Act (No. 70) of 1965 allowed police to detain any person, receptacle, vehicle, aircraft, or premise within one mile of any national border, and to seize anything found without a warrant. This search-and-seize zone was extended to within eight miles of any border in 1979 and to the entire country in 1983.

South Africa became an internationally-accepted democracy in 1994 when President Nelson Mandela was elected as the first President of the new South Africa, bringing the apartheid era to an end. A year later, the South African Police was renamed the South African Police Service (SAPS), and the Ministry of Law and Order was renamed the Ministry of Safety and Security, in keeping with these symbolic reforms. The South African Police Service is conducted by the following regulations.

  • Chapter 11 of the Constitution of the Republic of South Africa, 1996 (Act 108 of 1996) that stipulates the South African Police Service has the following responsibilities.
  • Prevent, combat and investigate crime
  • Maintain public order
  • Protect and secure the inhabitants of the Republic and their property
  • Uphold and enforce the law
  • Create a safe and secure environment for all people in South Africa
  • Prevent anything that may threaten the safety or security of any community
  • Investigate any crimes that threaten the safety or security of any community
  • Ensure criminals are brought to justice
  • Participation in efforts to address the causes of crime.
  • The South African Police Service Act 68 of 1995
  • To provide for the establishment, organisation, regulations and control of the South African Police Service, and to provide for matters in correction therewith.

The SAPS Academic – Basic Police Development SAPS Learning Programme

To better the safety and security of the country, SAPS recruits young people who desires and has the potential to serve the people of South Africa to keep them safe and secure. The SAPS offers careers in various fields. People can choose whether they want to a police official or a civilian employee. Police officials are employed in terms of the South African Police Service Act, 1995 (Act No. 68 of 1995). Civilian employees are employed in terms of the Public Service Act, 1994 (Act No. 103 of 1994). Most functional Police Officials are directly involved in preventing, combating or investigating crime, whereas the other Police officials and civilian personnel carry out support functions.

The South African Police Service offers a two-year training programme in policing service namely the Basic Police Development Learning Programme (BPDLP). The programme was introduced by the organisation in an effort to improve SAPS training and enable members to provide a more effective and professional policing service. It is in line with government’s National Development Plan to ensure that all police officials will be professional individuals working within the ambit of the law and human rights whilst rendering a quality service to the communities they serve.

The BPDLP entails 10 months of training at the training academics, 12 months of practical training at police stations and two months of integrated assessment at the training academics. The BPDLP equips the members to apply legal and policing skills to serve and protect the community.

The programme requires the members to complete various learning modules and practical challenges throughout the 24 months of training which aims at making them mentally and physically fit to deal with various challenges that lie ahead of them in their policing career. Graduates of this programme will leave with a Level 5 National Qualifications Framework-aligned qualification as administered by the South African Qualifications Authority (SAQA).

After the basic training, members can choose accordingly to their qualifications one of the following positions.

  • Community Service Centre Official
  • Investigator at the Directorate fro Priority Crime Investigation (DPCI)
  • Communication Interception Official
  • Crime Information Gatherer
  • Close Protector
  • Bomb Technician
  • General Investigator
  • Local Criminal Record Centre Official
  • Crime Prevention Official
  • Rider at the Equestrian Unit
  • Dog Handler
  • Special Task Force Official
  • Detective
  • Border Police
  • Air Wing
  • Hostage Negotiator
  • Forensic Scientist
  • Questioned Document Examiner
  • Forensic Science Analyst

When police trainees complete the training and are found competent, they are permanently enlisted in the South African Police Service as constables

Requirements for the Basic Police Development SAPS Learning Programme Enrolment

Candidates who apply to be appointed in terms of the SAPS Act, 1995 must:

  • Fill out the official application form and affirm under oath or by means of a solemn declaration that the information they supplied on the application is true and correct
  • Have permanent residence in the Republic of South Africa of which they must give documentary proof
  • Be at least 18 years old and no older than 30 (documentary proof is needed)
  • Must be physically and mentally fit (a physical and medical examination as determined by the SAPS must be taken)
  • Must fit the profile of a police official (a psychological assessment as determined by the National Commissioner of the SAPS must be taken)
  • Have a Senior Certificate (Grade 12) or an equivalent qualification (documentary proof must be presented)
  • Be fluent in, at least, English and one other official language
  • Be prepared to take the oath of office
  • Be prepared to undergo any training as determined by the National Commissioner of the SAPS
  • Not have any visible tattoos that are contrary to the objectives of the SAPS on any part of their body
  • Not have previous criminal convictions
  • Let their fingerprints be taken
  • Be prepared to have their background checked
  • Be prepared to serve anywhere in South Africa

How to Apply for the Basic Police Development SAPS Learning Programme

Application forms are obtainable at all local police stations. The application form must be completed in handwriting and must be handed in at the nearest police station along with the necessary supporting documents.

For more information, visit

Implats Bursaries: Engineering, Mining, Electrical Bursaries

About Implats

Impala Platinum Holdings Limited, better known as Implats, is a South African company that focuses in the business of mining, refining and marketing platinum group metals (PGMs), as well as nickel, copper and cobalt. Headquartered in Johannesburg, the company aims to safely mine, process, refine and market its products at the best possible cost, ensuring sustainable value creation for all its stakeholders. Implats values the stakeholders, including shareholders, employees and their representative bodies, communities (in which the company operates), regulatory bodies, suppliers and customers, directors and management, and all other interested and affected parties. The company also values the principles of the UN Global Compact, the laws of the countries within which it operates, company policies and procedures, the company’s place and way of work, open and honest communication, the diversity of all its stakeholders, as well as the risk management and continuous improvement philosophies. The preservation of natural resources, the environment and the socio-economic well-being of the communities within which Implats operate are the few things that also matter to the company.

The whole platinum mining industry in South Africa started when platinum was discovered in the Bushveld Igneous Complex (BIC) in 1924 by Hans Merensky, a South African geologist, prospector, scientist, conservationist and philanthropist. The first mine blast was undertaken north of Rustenburg on June 3, 1967, resulting in an initial annual capacity of 100,000 ounces of platinum. On the following year, a 27,000 acre lease, which predominantly owned by the Bafokeng Tribe (now the Royal Bafokeng Nation), was granted. Production began in July 1968 and, for the ensuing 12 years, only the Merensky Reef was mined. A significant platinum jewellery market also began developing during the late 1960s.

During the 1970s, vehicle emission standards were introduced and pursued by the U.S. Environmental Protection Agency (EPA), with global legislator soon joining the movement – vastly enlarging the market for platinum. During this decade, Impala negotiated long-term supply contracts with major US motor manufactures, General Motors and Chrysler. On January 26, 1973, when it was listed on the Johannesburg Stock Exchange (JSE), Impala Platinum Ltd. was a wholly owned subsidiary of Bishopsgate Platinum Limited. Five years from then, Bishopsgate changed its name into Impala Platinum Holdings Limited (Implats) and the company began mining on the Upper Group 2 Reef (UG2).

By the early 1990s, Implats had become the second largest platinum producer worldwide. The company acquired an effective interest in Western Platinum and Eastern Platinum (collectively Lonplats). Implats grew throughout the following years – gaining mineral rights to establish Marula Platinum; acquiring strategic stakes in Zimbabwean operations, Zimplats and Mimosa; entered a joint venture with Avmin to develop the Two Rivers Platinum project; sold its stakes in Barplats and Lonplats; getting unbundled as the parent company, Gencor, amalgamated with Gold Fields; and produced 1.7Moz of platinum (approximately 25% of global supply) and 3.4Moz of PGMs by 2009.

Implats remained to flourish throughout the following years, and up to this day, it has approximately 53,000 employees, including contractors, working across its operations and is one of the most efficient and lowest cost primary platinum producers in the world. The company is listed on the Johannesburg Stock Exchange (JSE) and the London Stock Exchange (LSE).

Implats Bursaries

As one of the successful, leading companies in the world, Implats commit to attract, develop and retain a diverse workforce that reflects the nature of its worldwide business. In return for the skills, capabilities and experience the employees bring to the business, Implats offers a unique employee value proposition and a great place to work. The benefits and opportunities of working at Implats include employee housing, skills development, health and financial reward. The company also offers bursaries to help young people with their studies and skills development. The bursaries are offered in various fields which include the following.

  • Engineering: mining, metallurgy, chemical, mechanical. and electrical (heavy current)
  • Chemistry to honours level
  • Geology to honours level
  • Accounting to honours level
  • Survey
  • Human Resources B.Com to honours level

The Implats Bursaries cover not only the registration and tuition fees for the duration of the course, but also residence fees, cash allowance, and personal computer allowance from the second year of study. Awardees will be required to work for the company for the full period of the bursary and to undertake vacation work at the company at the end of each year.

Minimum Requirements for the Implats Bursaries

Implats bursaries are open to anyone that meets the minimum criteria of a university exemption pass and a minimum C symbol (Rating Code 5 or 60%) in Mathematics, Science and English. It is necessary that the candidates have the following competences to be eligible to receive such award.

  • Able to work under pressure
  • Have leadership potential, combined with the ability to work in a team
  • Have good problem-solving abilities
  • Tenacious, self-motivated and have common sense
  • Able to make decisions and to think logically
  • Have good communication skills

When applying for the Implats bursaries, candidates must submit the application form along with the listed documents below, otherwise candidates must give good reasons why they can’t.

  • Certified copy of valid personal identity document (ID)
  • Certified proof of results
  • Detailed Curriculum Vitae (CV) / resume
  • Full details of academic transcripts
  • Certificate of conduct from university (if currently studying)

Individuals with disabilities are welcome to apply. However, selection will be subjected to the physical demands of an occupation related to a degree.

How to Apply for the Implats Bursaries

Those who would like to apply for a bursary offered by Implats and have been considered to meet the mentioned minimum criteria may start their applications by downloading and filling in the application form provided on the Implats’ official website Further details on career paths at Implats are also provided on the mentioned website.

The application form must be completed thoroughly using black ink and in block letters. Incomplete application forms will not be accepted. Any changes of address or contact details must be forwarded in writing. The application form along with its supporting documents should be sent to:

Impala Platinum, Bursary Development, PO Box 5683, Rustenburg, 0300

The annual application closing date is on March 31. Candidates must consider their applications as unsuccessful if they do not receive any response from Implats within 30 days after the application closing date. Correspondence will be limited to shortlisted applicants only. Those who qualify will be invited for a preliminary interview at the company’s Rustenburg operations situated in the North West Province.

For more information about the Implats Bursaries, contact the Bursary Department on +27 14 569 0088 or send an e-mail to [email protected]

IBM Apprenticeships: Requirements and Application

About IBM

International Business Machines Corporation (IBM) is an American multinational information technology company that produces and sells computer hardware, middleware and software, and provides hosting and consulting services in areas ranging from mainframe computers to nanotechnology. IBM is also a major research organisation. The company is headquartered in Armonk, New York, USA, and has operations in over 170 countries around the world. Its inventions include the automated teller machine (ATM), the floppy disk, the hard disk drive, the magnetic stripe card, the relational database, the SQL programming language, the UPC barcode, and dynamic random-access memory (DRAM).

IBM started off by Charles Ranlett Flint as the Computing-Tabulating-Recording Company (CTR) in 1911. It was then renamed as International Business Machines in 1924. The core of the IBM Company was an amalgamation of four technologies: the computer scale patented by Julius E. Pitrap (1885), the dial recorder invented by Alexander Dey (1888), the electric tabulating machine patented by Herman Hollerith (1860-1929) and the time clock invented by Willard Bundy (1889) to record a worker’s arrival and departure time on a paper tape. During the Computing-Tabulating-Recording Company (CTR) era, the company was based in Endicott, New York. It had approximately 1,300 employees and offices and was planted in Endicott and Birmingham (New York), Dayton (Ohio), Detroit (Michigan), Washington D.C. and Toronto. They manufactured machinery for sale and lease, ranging from commercial scales and industrial time recorders, meat and cheese slicers, to tabulators and punched cards.

Nicknamed as Big Blue (due to its blue logo and colour scheme), IBM has continually shifted business operations since its first appearance by focusing on higher-value, more profitable markets. This includes spinning-off printer manufacturer Lexmark in 1991 and the sale of personal computer (ThinkPad / ThinkCentre) and x86-based server businesses to Lenovo (in 2005 and 2014, respectively), and acquiring companies such as PwC Consulting (2002), SPSS (2009), The Weather Company (2016), and Red Hat (2018). IBM is one of 30 companies included in the Dow Jones Industrial Average and one of the world’s largest employers, with over 380,000 employees (2017) which are known as the “IBM-ers”. These employees have been awarded five Nobel Prizes, six Turing Awards, ten National Medals of Technology (USA) and five National Medals of Science (USA).

IBM has a large and diverse portfolio of products and services which fall into the categories of cloud computing, cognitive computing, commerce, data and analytics, Internet of Things (IoT), IT infrastructure, mobile, and security. Research has also been a part of IBM since its founding. The IBM Research constitutes the largest industrial research organisation in the world, with 12 labs on 6 continents. It is headquartered at the Thomas J. Watson Research Centre in New York, and its facilities include the Almaden lab in California (USA), Austin lab in Texas (USA), Australia lab in Melbourne (Australia), Brazil lab in Sao Paulo and Rio de Janeiro (South America), China lab in Beijing and Shanghai (China), Ireland lab in Dublin (Ireland), Haifa lab in Israel, India lab in Delhi and Bangalore (India), Tokyo lab (Japan), Zurich lab (Switzerland) and Africa lab in Nairobi (Kenya).

IBM has one of the largest workforces in the world. The company was among the first corporations to provide group life insurance (1934), survivor benefits (1935), training for women (1935), paid vacations (1937), and training for disabled people (1942). IBM has several leadership development and recognition programmes to recognise employee potential and achievements. For early-career high potential employees, the company sponsors leadership development programmes by discipline, including the General Management Leadership Development Programme (GMLDP), the Human Resources Leadership Development Programme (HRLDP), and the Finance Leadership Development Programme (FLDP). Each year, IBM also selects 500 IBM-ers for the IBM Corporate Service Corps (CSC), which has been described as the corporate equivalent of the Pearce Corps and gives top employees a month to do humanitarian work abroad. The IBM Company also provides internship programmes called Extreme Blue which aims to partner top business and technical students to develop high-value technology and compete to present their business case to the company’s CEO at the end of the internship.

Specifically, the IBM Southern and Central Africa strives to lead in the creation, development and manufacture of the industry’s most advanced information technologies, including computer systems, software, networking systems, storage devices and microelectronics. The worldwide network of IBM solutions and services professionals translates these advanced technologies into business value for the customers. At IBM, work is more than a job – it is believed to be a calling: to build, to design, to code, to consult, to think along with the clients and sell, to make markets, to invent, and to collaborate – not just to do something better, but to attempt things people have never thought possible, also to lead in the new era of technology and solve some of the world’s most challenging problems.

IBM Apprenticeship Programmes

The apprenticeship programmes at IBM are all about picking up skills for the workplace and embarking on a long and successful career. The apprenticeship lasts for approximately 12 months and is a full-time programme. It is an official registered apprenticeship recognized by the Department of Labour (DOL). Every graduate of a registered apprenticeship programme receives a nationally-recognized credential from the DOL.

The apprenticeships at IBM range from Level 3 to Level 6 and each pathway gives the apprentices everything they need to start their careers in the industry. During the programme, they will be required to complete specific learning hours and on-the-job training that has been outlined to ensure that they are developing the skills and competencies essential to the role. They will be able to learn and grow at their own pace, but are expected to complete their learning within 12 months. Apprentices that successfully complete the apprenticeship programme they were enrolled in will be eligible to apply for available full-time roles at IBM.

Requirements to Apply for the IBM Apprenticeships

To be enrolled in an IBM apprenticeship programme, candidates must firstly meet the following requirements.

  • High school diploma / GED
  • Have experience with coding or development
  • Have strong problem solving and communication skills
  • Able to work independently and take initiative, as well as work collaboratively and contribute to an agile team environment
  • Familiar with one or more of the following.
  • Java, JavaScript, PHP, C#, Objective-C, C/C++, Python, Ruby and/or functional languages (Haskell, Scala, F#, Clojure)
  • Design thinking
  • Hypothesis driven development
  • Social coding
  • Agile principles
  • Container development using tools, such as Docker or Vagrant
  • Application Development, DevOps automation, and the development tool-chain (e.g. Travis, Jenkins, Junit, automated test tools)

 How to Apply for the IBM Apprenticeships

Candidates that have ensured they meet the requirements to apply for the IBM apprenticeships may start their application by browsing the position they desire on

The Operations Learnerships at Engen Application

About Engen Limited

Engen is a South African oil company that focuses on the downstream refined petroleum products market and related businesses. The company’s core functions are the refining of crude oil, the marketing of their primary refined petroleum products and the provision of convenience services via their extensive retail network. Engen produces automotive, industrial, aviation and marine fuels and lubricants, also bitumen as well as chemicals and special products. With its presence in over 20 countries with products exported to over 30 more countries, mostly in Africa and the Indian Ocean Islands, Engen has been proactively operating since 1881 with a company name of Vacuum Oil founded by a German immigrant, Johann Gottlieb Schade, as a start-up. It has spent every decade since then enriching the lives of the continent’s people by identifying opportunities, finding innovative solutions, and providing energy that fuels Africa’s growth.

After decades of improvement and change due to certain circumstances, the company made its way to be officially named Engen in 1993 – the most successful re-branding exercise ever undertaken in South Africa. Engen was positioned as South African owned but with a broad African outlook. By the early 2000s, the company centred their focus on human capital, social capital, natural capital, financial capital and manufactured capital. In the following years, Engen launched EPIC 2016, which spells out the company’s plan to be ‘A Champion in Africa’ by 2016, as well as their five new corporate values: Integrity, Performance, Teamwork, Ownership, and Empowered. By 2012,, the company successfully acquired Shell’s business (in DRC, Gabon and Lesotho), Total’s businesses (in Guinea Bissau, Rwanda and Burundi) and Chevron’s businesses (in Zambia, Malawi, Tanzania, Mauritius, Mozambique, Reunion and Zimbabwe). Firmly established as a modern, innovative and caring company that offers superior quality, exceptional service, extensive choice and unique convenience, the Engen of today is a leading African energy company, driven by their five values of Integrity, Performance, Teamwork, Ownership, and Empowered.

Engen is headquartered in Cape Town, South Africa and operates approximately 1,450 service stations across sub-Saharan Africa and Indian Ocean Islands with over 3,000 employees (2017). A number of Engen’s service stations are operated on a franchise basis.

Engen Limited is majority owned by PETRONAS (74% holding) – short for Petroliam Nasional Berhad / National Petroleum Limited, a Malaysian oil and gas company – one of the world’s leading oil companies and a member of the FORTUNE 500. Meanwhile, PHEMBANI, a black-controlled South African company focusing on the broader energy sector, holds 21.2% and a Phembani-led consortium holds the remaining 4.8%. Engen Petroleum Limited is a wholly owned subsidiary of Engen Limited (Engen).

The company has partnered with numerous South African businesses, including Woolworths, Wimpy, Debonairs Pizza, and Steers, which have operations at certain Engen service stations. Today, Engen Petroleum is active in South Africa, Angola, Burkina Faso, Burundi, Botswana, Namibia, Cameroon, Zimbabwe, Mozambique, Kenya, Ghana, Gabon, Tanzania, Rwanda, Zambia, Congo, Madagascar, Niger, Togo, Malawi, Lesotho, Senegal, Swaziland, Mauritius, Reunion and The Democratic Republic of the Congo. The company is listed on the Botswana Stock Exchange (BSE) and is a constituent of the BSE Domestic Company Index.

The five fundamental principles (Integrity, Performance, Teamwork, Ownership, and Empowered) that Engen adopt are the pillars in which serve as a solid foundation on which the employees are able to build the futures they desire. Along with that, the company strive to always operate in accordance with good business ethics and in a safe and environmentally responsible way, not simply to comply with legislation, but because they believe it is the right thing to do. Ethical considerations and their corporate values inform all of the company’s business decisions. The goal of adding value in a balanced manner is their driving force. As such, they pursue their business with honesty, integrity and fairness.

As a big company, Engen offers people the opportunity to work in a challenging environment that has great career prospects for the future. The company not only opens job vacancies for those who are ready to jump into a professional work experience, but they also provide skill development programmes, such as learnerships, apprenticeships, internships, vacation work, in-service training, bursaries and graduate positions.

Engen Learnerships

A learnership is a vocational education and training programme to facilitate the linkage between structured learning and work experience in order to obtain a registered qualification. It combines theory and workplace practice into a qualification that is registered on the National Qualifications Framework (NQF). Engen provides this type of skill development programme to enhance the young generations’ skills and abilities and help them prepare for the professional world.

Engen is currently opening the enrolment for Operations Learnerships. It is a 12 month contract programme whereby the 1st preference on the position will be given to unemployed candidates. The programme will take place in Durban, KwaZulu-Natal, South Africa.

Application Requirements for the Operations Learnerships at Engen

In order to be admitted in the Operations Learenership programme at Engen, candidates must first consider whether they meet the application requirements or not. Below are some of the things they will want to consider and prepare before applying for the learnership.

  • Candidates must possess a Matric certificate with a pass in “pure” Mathematics and Physical Science
  • Candidates must submit certified copies of ID and Matric certificates when applying

How to Apply for the Operations Learnerships at Engen

To apply for the Operations Learnerships provided by Engen, candidates may simply visit the official recruitment website then click on the Learnerships category to see the details on the available programme and apply. Candidates will need to sign up an account before applying for the programme.

All applications must be submitted to the contact details provided and in the manner requested. Applications that are not submitted by the closing date will not be considered.

Engen does not guarantee that candidates will be called for an interview or appointed by virtue of their applications. The company reserves the right not to make an appointment. Its approved Employment Equity plans and targets will be considered as part of the recruitment process.

Application Deadline for the Operations Learnerships at Engen

The closing date for the Engen’s Operations Learnerships enrolment is on January 24, 2019.

For more details on Engen, visit (Engen South Africa) or (Engen Africa).