By Esmé Nortjé
Across South Africa, a persistent problem is holding back economic growth. Industries are struggling to fill important roles, yet thousands of experienced professionals are stuck in junior positions.
These workers have spent years mastering their jobs, but they cannot move up because they lack the specific formal certificates that many companies demand.
This creates a gap where the talent required to solve complex problems already exists, but remains unaccredited and underused.
Moving beyond traditional pathways
Recognition of Prior Learning, or RPL, is a strategic way to solve this problem. It is a structured process that identifies, assesses, and formalises the skills people have gained through years of work, informal training, and life experience.
In matching this real-world experience against the requirements of national qualifications, RPL provides a legitimate and faster path to professional certification.
This is not about skipping academic standards. It is about acknowledging that learning happens in many places. Whether knowledge was gained through years of financial management or hands-on industrial experience, RPL ensures that this expertise is recognised with a formal certificate.
Clearing up common misconceptions
The uptake of RPL is often slowed by common misunderstandings. One major myth is that RPL is a shortcut or an easy way to get a qualification. In reality, the opposite is true. A credible RPL process is demanding.
It requires candidates to provide solid, verifiable evidence of their skills. It often requires more effort and reflection than traditional classroom learning.
There is also a fear that RPL might lower the value of professional qualifications.
This is not the case. Once a qualification is earned through RPL, it is identical to one earned through a traditional course. The final certificate carries the same weight, the same regulatory standing, and the same professional value.
Finally, it is important to remember that RPL is not a one-size-fits-all solution.
Every person has a different career history. Because of this, the assessment process must be customised to look at each individual’s specific experience and match it to national standards.
Driving compliance and career growth across industries
While the benefits of RPL are highly visible in regulated industries like financial services, real estate, and business, it is a tool for every sector of the economy. From manufacturing and retail to the creative arts and hospitality, any individual who has gained skills on the job or in the real world can benefit.
In regulated fields, RPL is a vital bridge for meeting strict compliance rules, allowing experienced individuals to align their years of practice with official standards without having to stop their careers to complete basic academic modules.
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However, in less regulated industries, the impact is just as significant.
It provides a way for skilled artisans, technical workers, and service professionals to prove their competence and move into supervisory or management roles.
More than compliance, RPL is a universal tool for career growth. It provides a sense of professional dignity that is often denied to those who built their careers outside of the university system.
When a worker finally receives a certificate that reflects their true job responsibilities, the impact on their confidence and career path is immediate. It makes faster promotions possible and gives employees the credentials they need to succeed in a competitive job market. It unlocks the potential that has been sitting in junior roles for far too long, regardless of the industry.
Building a stronger skills ecosystem
Making RPL a standard part of South Africa’s skills strategy requires a team effort across three areas. First, policymakers and professional bodies must treat experience-based learning with the same respect as traditional theory.
The focus should always be on what a professional can actually do in a high-pressure environment. Second, the responsibility for quality falls on accredited institutions. As interest in RPL grows, it is essential that candidates partner with institutions that have the expertise to guide them through the complex process of gathering evidence.
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Third, employers must look at their existing staff with a fresh perspective. Companies that invest in the RPL journey of their employees are not just offering a benefit; they are securing their own future by creating clear paths for succession.
When a business follows structured hiring practices while embracing the formal recognition of existing skills, it builds a more loyal and capable workforce. The ability to drive the South African economy forward is already present within our own organisations.
Embracing a rigorous, outcomes-based approach to recognising prior learning means that we can formalise this expertise and ensure that our workforce is ready for the future.
Esmé Nortjé is HET Academic Manager at Chartall Business College.
