NATIONAL HR STANDARDS AS A FOUNDATION FOR

IMPROVING SKILLS DEVELOPMENT

Marius Meyer

4 August 2015

@SABPP1

Skills development: Creating

world-class organisations

A G E N D A

• Introduction – context of professionalism

• Overview of HR Standards Journey

• HR Professional Practice Standards

• HR Auditing

• Conclusion

Breaking News:

SABPP HR Professionals are now

Commissioners of Oaths!

Thank you!

Advocate Michael Masutha, Minister of Justice & Correctional Services

The role of HR …

What are standards really?

• A level of acceptable quality

• Good enough in terms of professionalism

• What is good or normal or usual

• A guideline for practice

• A foundation for reasonable expectations

and sound judgement

• A basis for measurement (M&E)

468 HR Leaders developing

HR Standards for South Africa

HR Professionalism Priorities

BUSINESS STRATEGY – HR BUSINESS ALIGNMENT

StrategicHRM

TalentManagement

HR RiskManagement

HR ARCHITECTURE

I

HR VALUE & DELIVERY PLATFORM

Work-force

planning

Learning&

Deve-lopment

Perfor-manceMana-

gement

Reward &

Recogni-tion

Em-ployee

wellness

Employ-mentRela-tions

Organi-sationDeve-

lopment

HR Service Delivery

HR Technology(HRIS)

Prepare

Imple-ment

Review ImproveHR MEASUREMENTHR Audit: Standards & Metrics

H R

C O

M P

E T E N C

I E S© SABPP HR MANAGEMENT SYSTEM STANDARD MODEL

STANDARD ELEMENT 5

LEARNING AND DEVELOPMENT

❺

LEARNING & DEVELOPMENT

DEFINITION

Learning and development is the practice of

providing occupationally directed and other learning

activities that enable and enhance the knowledge,

practical skills and work place experience and

behaviour of individuals and teams based on current

and future occupational requirements for optimal

organisational performance and sustainability.

SABPP (2013)

LEARNING & DEVELOPMENT

OBJECTIVES

• To create an occupationally competent and engaged workforce which builds organisational

capability, providing employees with opportunities to develop new knowledge and skills

• To focus learning and development plans on improving people’s ability to perform to

achieve organisational objectives and provide the means for measuring the impact of

learning and development interventions.

• To support and accelerate skills development and achievement of employment equity and

organisational transformation and limit the impact of skills shortages.

• To create a learning culture and environment that enables optimal individual, team and

organisation learning and growth in both competencies and behaviour.

• To capture and replicate and enhance critical knowledge within the organisation.

• To ensure learning and development is a catalyst for continuous improvement, change and

innovation.

SABPP (2013)

LEARNING AND DEVELOPMENT

PROCESS

Integrated L&D approach & programmes

Structure & capability of L&D

resources

MONITOR & EVALUATE

Business strategy &

plans

External trends

Knowledge managementSkills

develop-ment

legislation

Current compet-encies

BUSINESS STRATEGY – HR BUSINESS ALIGNMENT

StrategicHRM 4.5

TalentManagement

4.1

HR RiskManagement

4.1

FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN

HR VALUE & DELIVERY PLATFORM

Work-force

Planning 4.4

Learning5.8

Perfor-mance

5.0

Reward4.3

Well-ness 5.2

ERM5.7

OD4.7

HR Service Delivery

5.9

HR Technology(HRIS) 5.1

Prepare

Imple-ment

Review ImproveMEASURING HR SUCCESS 4.2HR Audit: Standards & Metrics

H R

C O

M P

E T E N C

I E SSELF RATINGS – OVERALL AVERAGE

BUSINESS STRATEGY – HR BUSINESS ALIGNMENT

StrategicHRM 6.1

TalentManagement

4.3

HR RiskManagement

6.8

FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN

HR VALUE & DELIVERY PLATFORM

Work-force

Planning 6.3

Learning6.2

Perfor-mance

6.1

Reward6.9

Well-ness 5.9

ERM6.5

OD5.6

HR Service Delivery

5.4

HR Technology(HRIS) 5.1

Prepare

Imple-ment

Review ImproveMEASURING HR SUCCESS 4.3HR Audit: Standards & Metrics

H R

C O

M P

E T E N C

I E SAUDITED RATINGS – OVERALL AVERAGE

HR Standards Files

13 standards (2013) 19 standards (2014)

HR Professional Practice Standards• Absenteeism management

• Career management

• Coaching & mentoring

• Collective bargaining

• Disciplinary procedure

• Dispute resolution

• Diversity management

• Grievance procedure

• Leadership development

• Learning design

• Learning evaluation

• Learning needs analysis

• On-boarding

• Organisation design

• Performance appraisals

• Recruitment

• Remuneration benchmarking

• Selection

• Succession planning

International interest

20+ Universities

National HR Governance Strategy Alignment

HR Professional Standards:• HRMS (13)• HRMSAS (13)• HRPPS (30+)

HR Products/Services:• CPD• Mentoring• Professional registration• Research• HR Academy – QCTO• Curriculum standards

HR Metrics:• National HR Scorecard• HR Service Standards

HR Auditing:• Internal Audit• External Audit

King IV:HR Governance

ISO: HR

IntegratedReporting

HR Competencies

What the Auditors are looking for?

Positive trend in

results?

Sustainable?

Targets met?

External benchmarks?

Approach vs results?

Quality of

results

Across whole

organisation?

Up and down the

organisation?

Extent of

application

Sound?

Systematic?

Integrated?

Reviewed & updated?

Quality

approach

HR Audit - Certification

1st Company Audited

“The audit process was very insightful and enlightening. It

reminded us that we need to make sure that we track every

process we execute from end to end. This allows us to be

able to constantly check and ensure that our processes stay

relevant to the business and people practice standards.”

Kholeka Ngubeni-Henderson, HR Executive

Steps

1. Orientate your HR team and management

2. Train HR team on HR standards

3. Compare current practice vs standards

4. Identify alignment and gaps

5. Fill gaps

6. Arrange for an HR audit

7. Continuous improvement

Conclusion

The National HR Standards and

Competencies have changed the face of HR

management in South Africa. The HR

Standards usher in a new period of

institutionalising people management as a

best practice for sound HR professionalism,

skills development and business impact in

organisations. Thank you for joining us on the

HR professionalisation journey.

We set HR standards!

professional@sabpp.co.za or registrations@sabpp.co.za

(Professional Registration)

executiveoffice@sabpp.co.za (CEO office)

marius@sabpp.co.za (CEO & Strategy inputs)

xolani@sabpp.co.za (COO)

hraudit@sabpp.co.za (HR Audits)

penny@sabpp.co.za (Research)

naren@sabpp.co.za (Learning & Quality)

events@sabpp.co.za (Events & HR Standards files)

Website: www.sabpp.co.za Blog: hrtoday.me

Office: 8 Sherborne Str, Parktown, South Africa

Tel: +27 11 045-5400 Fax: 011 482-4830