Professional Bodies – not all just good news! 3


While a lot of talking is going on about the OFO and the introduction of Professional Bodies and Designations, little to know attention is given to real critical thinking of what we can achieve with this initiative. Perhaps it is time for a more systems orientated approach – i.e maybe we can actually, really, look at unemployment in RSA. How is it that the current approach to skills is driven only by organised labour and business? Do we not realise that what we are implying, is that existing business must solve the unemployment issue? It reminds me of the book by Osho, in which he says that most of as are unaware, perhaps asleep. If the unemployment issue is to be tackled, we need a skills revolution. Away with Calvinist ideas of what is knowledge, skills and learning. Away with absurd and weird capitalism, we need a new, synectic way of thinking, a sort of Capi-communism that looks at the economic system and creates a stimulus that leads to more oppertunity for employment, for learning and for skills development. Come on, if there is one thing we absolutely know, it is that exsisting labour cannot solve unemployment.

In the professional bodies, there is talk to have designation start at level six only. Never mind that we just come out of a system where elitist, racist and exclusivity are considered profound language. Here we have a fine oppertunity to create a system of recognition for people at low levels. Can we please use it? South Africa is famous for seeing what we dont have. We have so little recognition for each others work. This could be a way to give people pride and the system in which career progression can be facilitated in a formal fashion. So lets think about it. Start next week, after we read animal farm again.
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3 thoughts on “Professional Bodies – not all just good news!

  • sylvia hammond

    When I think back over 30 years mainly spent in manufacturing, I can list a number of people that I’ve known who started in entry-level factory or laboratory positions who have been extremely successful in rising to senior management positions – all of them have studied part-time.
    If skills development and employment equity are implemented correctly, then each individual within an organisational should be assessed to determine their current level and in many cases further assessed for suitability for their most suitable career. We have so many people in entirely wrong environments simply because they took the job “they could get”. If we had an individual development plan for every employee – even something very simple – we could direct people into the correct path and get them started on appropriate part-time study.
    Even people within 10 years of retirement should have a retirement development plan concentrating on retirement finance and investment – and how to supplement retirement funding.
    How many large companies have the basics in place?

  • Dr Wynand Goosen Post author

    Indeed and what did it cost them? Nothing, there is only upside. Why can’t we have, on say level one, a certified salon attendant in a hairdresser, or even a certified admin assistant on level 1? Why is it so hard for South Africans to honor and thank the entry jobs? How long before we face the real issue?

  • sylvia hammond

    I am in complete agreement with you.
    Are you aware of the SABPP levels of registration, which start from student level and one can progress through a combination of work experience and formal knowledge to the level of Master HR practitioner?
    It is particularly suited to the situation we currently have, where adults who have been excluded from formal qualifications are in work, and quite capable of combining that work experience with continuing part-time study.
    We do need to avoid the recreation of elitist exclusion