Latest news with #skillsdevelopment
Forbes
3 days ago
- Business
- Forbes
10 New-Collar Jobs Paying $100,000+ Without A Degree In 2025
New-collar jobs offer six-figure salaries without a college degree. The traditional pathway to a six-figure salary through a four-year college degree isn't the only route to financial success. A growing category of new-collar jobs, roles that prioritize skills and practical experience over formal education, offer lucrative career opportunities for professionals willing to develop in-demand skills through training. These positions demonstrate that expertise gained through certifications, apprenticeships and hands-on experience can be just as valuable as a bachelor's degree in securing high-paying employment. The demand for skilled workers is urgent and growing. "There are more than 500,000 technology jobs open right now in the U.S., and it is becoming more difficult for organizations to find candidates with the right skills to fill them," said Kelli Jordan, IBM's talent leader for New Collar Initiatives. "Schools are just not producing the number of students that we need to fill those roles. While IT work often requires very specific skills and knowledge, many roles do not require a four-year degree." Based on research from Resume Genius, here are 10 new-collar jobs that offer median annual salaries exceeding $100,000, along with tips on how to break into these roles. Driving business growth through strategic campaigns, marketing managers orchestrate initiatives that establish connections between companies and their target audiences. Beyond overseeing budgets and managing creative teams, they develop data-driven strategies across digital platforms while continuously analyzing performance metrics to optimize results and maximize ROI. HR managers oversee a wide range of responsibilities, including talent acquisition, employee development and implementing workplace policies. These strategic business partners navigate complex employment regulations while designing compensation structures and creating programs that boost employee engagement and retention across diverse teams. These leaders set performance targets, coach team members and develop strategies that drive business growth while analyzing market trends and managing client relationships. Success in this role demands balancing individual contributor expertise with the leadership skills needed to motivate and guide sales teams toward achieving ambitious company objectives. Behind every digital communication system lies the expertise of network architects who design and implement technological infrastructure that enables organizations to share data effectively. From planning network layouts to evaluating hardware requirements, they ensure systems can handle both current demands and future growth while maintaining robust security standards, representing a prime example of new-collar jobs that prioritize technical expertise over formal education. Organizational efficiency flows from the strategic oversight provided by general and operations managers. These versatile leaders coordinate resources across multiple departments, make critical decisions about resource allocation and identify opportunities for operational improvements while maintaining focus on both immediate performance goals and long-term organizational objectives. In an era of escalating cyber threats, security analysts serve as digital guardians who protect organizational assets by identifying vulnerabilities and implementing comprehensive security protocols. These professionals monitor network activity, investigate security incidents and develop policies that prevent cyberattacks while ensuring business operations continue without disruption, making cybersecurity one of the fastest-growing new-collar jobs in technology. Technical expertise meets customer relations in the role of sales engineers who bridge the gap between complex products and customer needs. Working closely with sales teams and clients throughout lengthy buying processes, these professionals excel at explaining technical specifications, demonstrating product capabilities and addressing implementation concerns while translating complex information into clear business benefits. Health services managers handle operational complexities while maintaining compliance with ever-changing healthcare regulations. From coordinating departmental schedules to managing administrative staff, these professionals implement systems that support quality patient care while controlling costs and understanding both healthcare delivery and business management principles. Art directors establish visual direction for projects while managing design teams and ensuring deliverables align with client objectives and brand standards. These creative leaders oversee campaigns across various media platforms, provide strategic guidance to designers and collaborate with clients to translate abstract concepts into compelling visual communications that resonate with target audiences. From blueprint to completion, construction managers orchestrate building projects by coordinating timelines, budgets and safety protocols while ensuring that all work meets quality standards. These project leaders manage complex relationships with contractors, suppliers and regulatory agencies while solving problems that inevitably arise during the construction process. Research from Harvard Business School and Accenture shows that companies removing unnecessary degree requirements saw no decrease in productivity when hiring workers without college degrees. For professionals considering new-collar jobs, the key lies in developing relevant skills through alternative learning methods and demonstrating your capabilities through practical application. Whether through industry certifications, apprenticeship programs or progressive work experience, you can build the expertise necessary to compete for these high-paying positions while avoiding the time and financial investment required for traditional four-year degrees.
Zawya
5 days ago
- Business
- Zawya
All Africa Music Awards (AFRIMA) To Train 1.2 Million Young Africans in Five (5) Years
As part of its commitment to one of its seven core pillars, the All Africa Music Awards, AFRIMA, ( is set to launch The AFRIMA Kreative Academy, TAKA, a project designed to reshape Africa's creative sector through education, skills development, and job creation to empower 1.2 million young Africans over the next five years with the knowledge and tools needed to succeed in the fast-growing global music industry. Themed 'Learn and Prosper', the programme is designed to equip and empower young Africans between the ages of 18 and 35, with a special focus on underserved and vulnerable communities across the continent. AFRIMA Founder and Executive Producer, Mike Dada said with over two decades of experience in the creative industry, the awards platform is launching this academy to address the urgent need for skilled professionals in Africa's growing music scene, adding that despite the continent's talent, there is still a major gap in structured training and access to opportunities. Dada, who announced the initiative during the 2025 AFRIMA Music Conference, Calendar and Host City Unveiling event hosted by the African Union Commission (AUC) at its headquarters in Addis Ababa, Ethiopia on Tuesday, May 13 said TAKA will provide world-class training in key areas of the music ecosystem and value chain including but not limited to music production, music business and entrepreneurship, event technical production, digital technology and the Internet of Things (IoT). He said the academy will operate three training cycles each year, with each cycle running for four months over five years. To ensure the highest quality of training, he added that AFRIMA will bring together some of the best minds in the industry including top music producers, successful artists, expert sound engineers, and experienced event professionals from both Africa and the diaspora who will serve as trainers, mentors and employers to guide participants throughout the programme. "Beyond skill acquisition, TAKA is expected to drive broader social and economic benefit including improved knowledge and capacity among young creatives, increased job creation, the promotion of African culture, and overall economic empowerment that will drive prosperous Africa," Dada told an elated gathering of key stakeholders present at the AU headquarters during the unveiling of Lagos as the Host City of the AFRIMA 2025. "This is our response to the urgent need for practical learning and job creation in the music and creative industry space. If Africa wants to keep competing at the global level in music and cultural industry, we must do more than just celebrate talent. We have to invest in training and preparing our young people for real opportunities in the industry. "We are calling on investors, development partners, governments, and the corporate world to support the initiative and join in creating a legacy of impact. With the right support, we can unlock the full potential of our young people, elevate African music business and event production industry to new heights, and build a more prosperous future for the continent." He added that for long-term sustainability, AFRIMA plans to build strategic partnerships with key players in the creative and tech industries around the world, establish an endowment fund, and foster generational impact through services rendered by the academy. Similarly, AFRIMA is getting ready to go even bigger, as the Africa's Global Music Awards is planning to launch a Global Tour in 2026. This was shared by Nde Ndifonka, AFRIMA's Regional Director for Central Africa, who said the global tour will include live music mega shows, performances, and cultural events in major cities across Africa and around the world. 'We're excited to share that starting in 2026, this global tour will become a major part of AFRIMA's yearly activities,' Ndifonka said. 'Many music fans and industry players have asked for something like this, and we're happy to make it happen. Music concerts and tours are important for building a strong music industry. They give artists the chance to perform live, connect with fans, earn money, and sharpen their stage skills. This tour will travel through many cities in Africa and beyond. We believe it will open new doors for African music and help it shine even more globally.' Ndifonka explained that AFRIMA 2025, which officially kicked off with the unveiling of its Calendar and Host City in Addis Ababa on May 13, will serve as a lead-up to an even bigger dimension next year that will include the highly anticipated Global Tour. He noted that AFRIMA 2025 will climax with the Awards Week from November 25 to 30, featuring a lineup of exciting events such as the Diamond Showcase, Africa Music Business Summit, Nominees Party, Music Village Festival, and the Main Awards Ceremony on Sunday, November 30. The ceremony will be broadcast live on over 84 TV stations across the world and digital platforms. Distributed by APO Group on behalf of All Africa Music Awards (AFRIMA).
The Sun
5 days ago
- Business
- The Sun
The best paid jobs that you WON'T need a qualification for – where you get paid to train and can earn up to £45k
FOR workers with no qualifications a £45k a year salary might seem like a distant dream - but there are jobs that can help you up your skill set as well as your pay packet. The Sun takes a look at the jobs that help you learn as you earn if you skipped university and thousands of pounds of student debt. 2 A new wave of apprenticeships is turning heads by offering eye-catching salaries right from the start, showing that you don't need a degree to land a high-paying job. With university costs soaring and graduates in England leaving with debts averaging over £48,000, it's no surprise that many are rethinking the traditional route. For those who took out loans after August 2023, the repayment period now stretches to a staggering 40 years, making it harder to plan for milestones like buying a home or starting a family. Meanwhile, the average graduate salary is just £40,000 a year, according to the Department for Education - only £2,570 higher than the national average salary of £37,430. So, if you're weighing up your options after school or college, or even considering a career change, remember that university isn't the only path to success. An apprenticeship could be your ticket to a well-paid job, valuable skills, and a debt-free future. We've teamed up with recruitment site Adzuna to crunch the numbers and uncover which apprenticeships offer the best value for money. More than a dozen of these entry-level roles pay up to £44,962 in the first year - without the burden of tens of thousands of pounds in student loans. So, what are they? Which apprenticeships offer the highest salaries? And how can you find the perfect role for you? What are apprenticeships? FRANCY earning while you learn? An apprenticeship is a real job with training. You get paid a wage while gaining skills and knowledge in a specific industry. It's a brilliant way to get your foot in the door and gain valuable experience without racking up loads of student debt. Apprenticeships are open to anyone over 16, including school leavers and those seeking a career change. You'll gain on-the-job training and off-the-job learning, like at a college. Apprenticeships are available in many industries, from engineering to healthcare. You can check for local apprenticeships in your area by visiting: What are the top paying apprenticeships? Apprentice nurses, who choose to specialise as a health visitor or school nurse, topped the list - and the roles come with average salary of £44,962. Then there's a whole bunch of other healthcare roles – like audiologist, physiotherapist, healthcare scientist practitioner, clinical technologist, midwife, and operating department practitioner – where you're looking at an average of about £36,483. But it's not just those wishing to go into the healthcare sector who can cash in on a training scheme. Apprenticeship insurance officers, who help administrate and manage claims made by customers, can expect to earn £38,560 in their first year - that's £1,130 more than the average UK salary. If you're a bit of a petrolhead, or just good with cars, apprenticeships like vehicle damage assessor and mechanic can net you around £35,000 on average. 2 MY RAPID RISE FROM TRAINEE TO CHIEF FORMER apprentice Grace Hardy has gone from trainee to chief executive in three years. After studying with accountancy firm Mazars, she set up her own business, Hardy Accounting, last year at the age of 21. She has already received an apprenticeship recognition award from the Department for Education. Grace, from Oxford, said: 'Having developed all the skills I've needed to successfully run a business as an apprentice, I can't speak highly enough of the opportunity apprenticeships represent. 'It feels like so much less of a gamble to pursue a route where you can get a head start in your career and earn while you learn, rather than accruing endless debts.' How can I get myself noticed? Apprenticeships are becoming increasingly popular, so how can you make your application stand out and secure a spot among the 700,000 people enrolling each year? Claire Costello, Chief People and Inclusion Officer at supermarket chain Co-op, said: "Preparing your application is an important first step. "This signals to us that you are serious about joining our team and contributing to our success. So make it count." When applying for an apprenticeship, it's all about making yourself stand out. Start by tailoring your CV and cover letter to the specific role you're after. Highlight the skills, experiences, and qualifications that match the job, and ditch the generic statements. Instead, focus on what makes you the perfect fit for that role. Show your passion and enthusiasm too. Whether it's in your cover letter or during the interview, explain why you're excited about the company, the role, and the industry. Talk about how your values align with theirs and what excites you about the opportunities to learn and grow. Even if you haven't had a formal job, don't worry – you've likely got plenty of relevant skills. Think teamwork, communication, and problem-solving. Use examples from school clubs, volunteering, or personal projects to show what you've achieved and how it relates to the apprenticeship you want. Do your homework on the company you're applying to. Get to know their mission, values, and culture, and mention what you've learned in your application. It shows you're really invested and not just sending out generic applications. Don't forget to highlight your soft skills, like adaptability, time management, and communication. Employers value these just as much as technical know-how because they're essential for thriving in the workplace. Finally, show that you're committed to learning and self-improvement. Whether it's online courses, workshops, or hobbies, these extras demonstrate your drive to develop new skills and grow personally and professionally. How to find the right apprenticeship for you FRANCIS Bunch, of the National Careers Service, shares his tips to help you find the right one. He said: "Apprenticeships provide the opportunity to combine real work with training and study. "They are a great entry route into lots of industries - from creative to clean energy and construction." How to decide if an apprenticeship is right for you: Anyone can become an apprentice, whether you are starting work or changing career. If you can, get some relevant work experience beforehand, to help understand more about the sector or role. You will also gain skills that employers need. Search Skills For Life to find out more. How to find an apprenticeship: There are more than 660 types of apprenticeships available in the UK. See the website or talk to your local careers adviser by contacting the National Careers Service. Which course? Apprenticeships take between one and six years to complete, depending on what type, which level and your previous experience. For people with little or no experience, an intermediate (Levels 2 or 3) is a good place to start. You can progress with advanced (Levels 4 or 5) and higher and degree apprenticeships (Levels 6 and 7). Top tips to ace your application: When you have found one you are interested in, either complete an application form or submit a CV and covering letter. The National Careers Service has guidance on how to write a CV, how to write your letter, and application form advice. Set yourself up for success: Be open-minded and embrace every opportunity that comes your way. You will usually complete 20% of your studies at college or with a training provider, so it is important to make time to learn and stay organised, particularly for those juggling family or other commitments outside work.
Mail & Guardian
6 days ago
- Business
- Mail & Guardian
The skills needed for a just energy transition can't be an afterthought
Preparing the workforce for a just energy transition requires a fundamental rethink of how education and training are approached. Photo:As South Africa marks Energy Month, we will once again hear the familiar refrains: load-shedding persists, investment is needed and policy certainty remains elusive. This year's Integrated Resource Plan, with its multiple scenarios and unclear direction, has added further uncertainty — both about our energy future and how we prepare for it. Yet amid the policy and planning debates, one question gets asked too narrowly, if at all: Are we truly preparing our people — all of them — for this transition? Even asking, 'What skills do we need for a just energy transition?' might be the wrong starting point. The speed of technological change, shaped by the fourth industrial revolution and a shifting global economy, means that the skills themselves are constantly evolving. The real question we must grapple with is: 'Are our education and training systems flexible and future-ready enough to respond to this transformation?' The just energy transition is not just about new technologies or job creation in green sectors. It is a structural transformation of our economy, society and everyday life — and that means skills development must be just as broad and integrated. We need skills and training not only for those who will work directly in renewable energy, electric vehicles and green hydrogen. We need to empower the average citizen to understand what these transitions mean for their daily lives, for the energy choices they make, for how their household budgets shift, for how communities organise around new infrastructure or adapt to new risks. The just transition is not something happening to people — it must happen with them. South Africa has taken promising steps in this direction. Among other examples, the Just Energy Transition Skills for Employment Programme (JET SEP) is helping align training with demand in emerging sectors. The AWEaP Skills Development Programme is building leadership capacity among women in the energy sector. Proposed skills development zones will focus on priority areas like renewables, electric mobility and green hydrogen value chains. These initiatives matter — but they are not yet enough. Preparing the workforce for a just energy transition requires a fundamental rethink of how education and training are approached. Training programmes should respond to the actual demands of emerging industries, rather than rely on outdated content. Local context must shape learning — what works in one community may not work in another. Inclusivity is essential — women, youth, people with disabilities and historically disadvantaged groups must have equal access to opportunities. No single institution or sector can drive this change alone; collaboration between government, business, academia and civil society is essential. And, finally, planning must become more forward-looking, anticipating future skills needs instead of reacting to shortages after they arise. Across the globe, the link between youth empowerment and the energy transition is gaining traction. The EU, for example, has South Africa must follow suit. Our youth are not just future workers in green industries — they are future homeowners, policymakers, voters and innovators. If we don't equip them now with the knowledge, tools and agency to shape a just energy transition, we risk designing a future that excludes the very people who will inherit it. South Africa's Yet, we cannot stop at acknowledging the need — we must deliver on it. A whole-of-society approach means embedding just transition thinking not only into technical training for new green industries, but also into schools, universities, public discourse and local government planning. The transition cannot be something only understood by experts — it must be lived and shaped by everyone. While we speak of education, inclusion and local empowerment, our national energy planning tells a more complicated story. The recently released Integrated Resource Plan 2025, though broader in scenario design, introduces uncertainty about which path South Africa will actually follow. It misses an opportunity to connect technical energy planning with the human and educational dimensions of a just transition. Without clear explanations of how 'best-cost' options weigh long-term risks — or how central planning aligns with the surge in private-sector and off-grid investment — we risk misaligning our training efforts with the realities of the energy market. As a result, universities, technical institutions, and other training providers, are left in a reactive position, trying to prepare graduates for an energy future even the government itself seems unsure about. This disconnect is not sustainable. Against this backdrop, my recent awarding of the SARChI Chair on Just Energy Transition at the University of Pretoria — in collaboration with RWTH Aachen University in Germany — marks a timely opportunity to rethink how education supports the transition. This initiative opens a new phase in advancing interdisciplinary teaching, research and engagement that responds directly to the complexity of South Africa's energy challenges. The focus is on breaking down silos, integrating diverse fields of expertise and fostering collaboration with communities and policymakers. While this is an important step, it represents only one part of the broader, systemic effort required across the country. The skills required for a just transition are more than only learning to code or operate a new machine. They involve systems thinking, adaptive planning, social dialogue and the capacity to navigate complexity and uncertainty — at all levels of society. If we treat skills development as an afterthought, something to retrofit once policy decisions are made, we risk deepening inequality and leaving too many people behind. The transition will not be just by default. It must be built — person by person, institution by institution. Energy Month and Youth Month should not merely be for reporting on progress. They should be a national checkpoint — are we building the human capabilities needed for the energy future we claim to want? Professor Roula Inglesi-Lotz heads the Energy Economics Research Unit and is the DSI-NRF Bilateral SARChI-Chair in Just Energy Transition, University of Pretoria.
Zawya
21-05-2025
- Business
- Zawya
South Africa: SAWEA NQF Level 3, wind turbine operator skills programme key to address unemployment
The South African Wind Energy Association's (SAWEA) NQF Level 3 Wind Turbine Operator Skills Programme has been approved by the Quality Council for Trades and Occupations (QCTO). The wind energy sector reflects on the critical role skills development plays in building a sustainable green economy and tackling the country's biggest challenge - unemployment says Morongoa Ramaboa, chief communications officer at the South African Wind Energy Association (SAWEA) (Image supplied) According to the Just Energy Transition Skilling for Employment Programme (JET SEP), the wind industry could generate between 22,300 and 35,700 jobs by 2030, particularly in construction and end-of-life phases. Additionally, the Integrated Resource Plans (IRP2023 and IRP2024) project the deployment of 69GW to 76GW of wind energy capacity by 2050, potentially supporting up to 340,000 jobs. This massive potential highlights the urgency of developing a technically skilled, inclusive workforce. However, while the shift toward a Just Energy Transition presents unprecedented employment opportunities, it has been historically difficult for young people to enter the renewable energy sector. These challenges have limited participation in what is otherwise a high-growth and future-focused industry. This newly approved programme serves as an entry-level qualification, offering a practical and accessible route into the wind energy industry without requiring prior technical experience. By helping demystify renewable energy careers, it raises awareness and enables young South Africans to connect with previously unattainable opportunities. NQF Level 3 Wind Turbine Operator Skills Programme The programme is also backed by EWSETA bursary and grant funding, and will provide much-needed financial support to students from low-income households, thereby reducing cost barriers and ensuring accessibility. Developed through an industry-led process, the programme was initiated by SAWEA's Social Impact Standing Committee (SISC). A working group of training providers was formed in collaboration with the Energy and Water Sector Education and Training Authority (EWSETA), reinforcing the sector's commitment to a skills-driven transition. Growing interest in renewable energy careers Another initiative is SAWEA's Wind Industry Internship Programme. This programme provides aspiring graduates with hands-on experience across various disciplines in the renewable energy sector. It not only nurtures talent, it also builds a skilled and knowledgeable cohort of green professionals poised to lead the industry's expansion. The programme continues to receive a high volume of applications annually, with over 5,000 submitted for the 2025 intake - a notable increase from the 256 applications received for the 2024 intake. Despite this demand, placement capacity remains limited, with only 29 interns placed in 2024 and 53 in 2025. This significant rise in applications reflects the growing interest in renewable energy careers among unemployed youth. This trend also underlines the need for greater industry support and collaboration to expand such initiatives, ensuring more young people gain the experience and skills needed to enter the sector. Collaboration is key The Skills Development Act 97 of 1998 provides a framework for national, sectoral, and workplace strategies aimed at improving workforce skills while facilitating recognised occupational qualifications through learnerships. However, addressing the gap between industry demands and post-school education requires collective action. Recognising this need, the South African Wind Energy Association (SAWEA) actively fosters collaboration through initiatives such as PowerUp, a digital skills facilitation hub that connects industry leaders, educational institutions, and key stakeholders to tackle critical skill shortages in the renewable energy sector. By working alongside the Energy and Water Sector Education and Training Authority (EWSETA), SAWEA strengthens workforce readiness and reinforces the importance of coordinated efforts in South Africa's energy transition. Mpumalanga: A case study in transition Drawing from Mpumalanga's evolving skills landscape, the province's transition from a coal-based economy to a renewable energy hub presents a compelling case for South Africa's broader energy shift. Historically home to many of the country's coal-fired power stations, Mpumalanga is now witnessing the growth of wind energy projects - these are reshaping workforce dynamics and necessitating large-scale reskilling and upskilling efforts. Studies on this transition highlight both challenges and opportunities. While the shift raises concerns about potential job losses in traditional coal sectors, it also presents substantial prospects for local employment, value creation, and skills development in the renewable space. The Just Energy Transition in Mpumalanga is expected to have significant socio-economic effects, particularly in towns like eMalahleni, where coal has long been central to the local economy. To ensure an inclusive transition, targeted workforce empowerment programmes must be prioritised. Mpumalanga's proactive approach demonstrates the importance of strategic planning and collaboration. With 3.3GW of available grid capacity and additional capacity anticipated from decommissioned coal plants by 2030, the province is well-positioned for large-scale renewable energy projects. However, critical challenges and other complexities, such as skills and environmental considerations, must be carefully navigated to enable a seamless transition. This transformation exemplifies the broader necessity for industry collaboration, policy alignment, and workforce investment to ensure that no one is left behind. Continued investment in workforce development As South Africa moves forward in its energy transition, building an inclusive green economy must remain at the forefront - one that empowers individuals through skills development while securing the country's position as a competitive investment destination for wind and renewable energy. While South Africa's energy needs and priorities are clear, the question remains: are we adequately equipped to support government efforts in implementing energy policies while maintaining the country's status as a leading investment destination for wind and renewable energy? As the sector grows, continued investment in workforce development will be crucial to unlocking the full potential of South Africa's wind energy industry. Addressing unemployment, skills gaps, and educational accessibility through targeted initiatives can ensure that the transition to renewable energy is inclusive, sustainable, and capable of driving long-term economic growth. All rights reserved. © 2022. Provided by SyndiGate Media Inc. (
