Possible Uses of the OFO – Organising Framework for Occupations 4

With the introduction of the OFO comes the development of a model with which industries can quantify required skills for success of a business venture. The required skills sets, called profiles, should follow from business planning processes and strategic sessions in companies. This will enable an organisation to plan its human capital in relation to the business plan. The next step would be to measure exsisting skills in relation to required skills. In other words how well the required skills sets are met. The difference is the skills GAP, that can now be pinponted. The problem is that not all GAPS are the same…Thus, a one size fits all training is hardly possible. However, the learner can still be part of a larger group, but has the option of RPL for certain sections. The real benefit – training to deliver a specific task…business aligned.

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4 thoughts on “Possible Uses of the OFO – Organising Framework for Occupations

  • charleswright

    Hi. In terms of your statement, quote: “The required skills sets, called profiles, should follow from business planning processes and strategic sessions in companies…”

    If anyone is using Oracle Primavera as their preferred business software tool for planning and management of projects as suggested, please click below for a short video on the integration of the OFO codes to Oracle Primavera P6 EPPM.

    Milestone OFO to P6 Webinar

    Hope you find this useful for any group using or planning to use Primavera and use the OFO structures.

    Best Regards,


  • Dr Wynand Goosen Post author

    Dear Des, I think I agree with you, mostly. I just have some concerns ito implementation of RPL in OFO environment. The issue re RPL remains a most valid quest. However, I get at least one request per week of someone wishing to be RPL’d, not knowing against what. It is as if a patient goes to a Dr asking for an operation, not knowing what sort of operation is needed. The reason for this is that the man in the street is confusing RPL with Assessment and also with RPL Advice. RPL is only possible against a known benchmark. RPL is an alternative to training, not to assessment. What most employees will need, I believe, is an RPL advisor, someone that can look at the “”goodies ” in their skills toolbox and advise them what to do with it. I just hope that we could start developing people with this type of skill, then we can move forward. Untill then, I think the OFO will be limited in implementation.

  • Des Squire

    Hi Porfessor,
    With the onset of the QCTO and the use of the OFO it stands to reason that HR departments will need to align or re-design profiles for all positions or occupations in a company as closely as possible to the description given in the OFO. In doing so the GAP you refer to will be established.

    This I believe will be to the benefit of all employees in terms of education and training and will add greatly to the ease of achieving a qualification by means of RPL assessment. In addition it can, and should have many advantages in terms of competency based recruiting and selection efforts.

    Occupational qualifications will consist of common or core learning and specialised learning components. These components will replace the familiar Fundamentals, Core and Elective components. The RPL advantages are great and companies I feel should address the issue of RPL now. (See my blog/discusion on this issue)

  • Sylvia F. Hammond

    Hi Wynand,
    Thanks for this interesting post – I have 2 questions:
    will the OFO codes remain with the Department of Labour or move to DHET, and
    will the OFO codes be gazetted?