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ROLES OF THE HPCSA
o HPCSA is a statutory body, established in terms of the Health Professions Act, which, together
with the professional board, is committed to promoting the health of the population,
determining standards of professional education and training, and setting and maintaining
fair standards of professional practice.
o In order safeguard the public and indirectly the professions, registration in terms of the Act
is a prerequisite for practising any of the health professions with which the council is concerned.
o Registration confers professional status upon a practitioner and therefore the right to practise his
chosen profession.
o Practitioners enjoy the security of being registered in terms of an Act in the knowledge that no
unqualified person may practise the profession.
o If any person feels that he has been abused by people who claim to be knowledgeable about
the field of industrial psychology or claim to have been registered as an industrial psychologist, a
formal complaint can be lodged with the HPCSA.
o The council will protect the human rights of practitioners and the public. Any complaint
made against a practitioner by any member of the public will be investigated by the council.
o All professional and practicing psychologists must be registered with the HPCSA, which
through the Professional Board for Psychology controls and applies the laws regarding
psychological training and professional actions.
CRITERIA TO REGISTER
o The requirement for registration at the Board for Psychology as a PSYCHOMETRIST, HR
counsellor, career counsellor, or employee wellbeing counsellor is a 4-year or honours degree
in I/O psychology and a completed approved 6 month practicum.
o In order to register as an industrial PSYCHOLOGIST with the Professional Board, a master’s
degree and a formal internship are required. The duration of the internship is one year.
o the board allows Industrial Psychologists (IP), individuals to complete an internship while
performing their normal work with their employer. The internship programme must be
approved in advance by the board.
, There are four goals of Affirmative Action (AA):
1. Correct present inequities. If one group has more than its fair share of jobs or educational
opportunities because of current discriminatory practices, then the goal is to remedy the inequity and
eliminate the discriminating practices.
2. Compensate past inequities. Even if current practices are not discriminatory, a long history of past
discrimination may serve to put members of a previously disadvantaged group at a disadvantage.
3. Provide role models. Increasing the frequency of previously disadvantaged group members acting as
role models could potentially change the career expectations, educational planning, and job-seeking
behaviour of younger previously disadvantaged group members.
4. Promote diversity. Increasing the representation of previously disadvantaged groups in a student body
or workforce may act to increase the range of ideas, skills, or values that can be brought to bear on
organisational problems and goals.
Differentiate between the concepts recruitment, screening and selection.
Recruitment is concerned with identifying and attracting suitable candidates. It is about the optimal fit
between the person and the organization as well as finding the best fit between the job requirements (as
determined by the job analysis process) and the applicants available.
Screening refers to the earlier stages of the selection process, with the term selection being used when
referring to the final decision making stages. In this regard, screening involves reviewing information about
job applicants by making use of various screening tools or devices (e.g. working through their CVs to see if
they adhere to the basic requirements/hard criteria such as having grade 12 and a driver’s license as was
stated in the advertisement) to reduce the number of applicants to those candidates with the highest
potential for being successful in the advertised position.
Selection involves the steps, devices and methods (e.g. psychometric assessments, assessment
centres, interview) by which the sourced candidates are screened for choosing the most suitable person for
vacant positions in the organisation. This includes using selection devices and methods that tie in directly
with the results of a job analysis (based on the inherent requirements of the post).
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