Recognition of prior learning versus training

In making decisions regarding training some company SDF'sor the responsible HR person are in the dark as to the benefits and cost saving effect of Recognition of Prior Learning (RPL).The result is many employees are required to undergo costly and sometimes unnecessary training.

This can lead toa negative outlook on training as employees feel there is no need to be trained in areas in which they already have the required level of competency.

RPLis a means of recognising prior experiential learning or academic achievement. Recognition is the process by whichlearnerscan demonstrate whether or not theyalready possess the skills or competencies taught in a particular module, unit standard or qualification.

By offeringand RPL option employers recognizea learnermay have gained many skills on the job or throughlife experience, and not necessarily through formal training. If an employeealready has the skills and knowledgea course of study would give themthen that part of the course would nothave to be repeated. The learnercould finish a course in a shorter period of time savingtime, money and unnecessary attendance at training.

Does the learner have relevant work experience?

If the learner has been working in an occupationthat relates tothe qualification offered they mayhave developed skills and knowledge that can be assessed by RPL.If the learner has completed on-the-job training, this can also be assessed. Work experience in other occupations – not directly related to the qualification - may be considered. This takes into consideration paid or unpaid work including part time, full time or casual work both in South Africa and overseas.

Does the learnerhave relevant life experience?

This covers a multitude of areas. Many people learn things by working for a community or voluntary organisation such as: church, school, sports club, orfund raising organisation. The learnermay also havevaluable skills gained through hobbies, sport, leisure activities etc. Life experience gained through these different areas may be recognised as meeting some of the assessment requirements.

What are the benefits of RPL?

The learner receives recognition for what is already known.

There is no need to undertake training where competency can be verified

A qualification may be achieved in full through RPL

Qualifications awarded through RPL have the same value as classroom based training

Howto apply for RPL?

You will need to find out about the course or unit standard you wish to have the potential learners assessed against. This information can be accessed from the SAQA web site under registered qualifications and unit standards.

The various unit standards can be discussed with the employees to establish who might want to apply for an RPL assessment.

Contact a qualified assessor and one who is registered to assess against the chosen unit standards or qualification.

The assessor will guide you in terms of the requirements and put you on the right track as to how to proceed. Once this is completed youcan start the recognition process andcomplete the required application forms.

Preparingand presenting a portfolio for assessment

  • There is a unit standard aligned training course you could attend to learn how to assist others to prepare a portfolio of evidence
  • You could have the learners attend this course also as this would be of great assistance in the completion of the portfolio

Feel free to contact me directly for further information or assistance

© Des Squire (Managing Member)

AMSI and ASSOCIATES cc

Cell 0828009057