agm hr standards 2015 slides by mr marius meyer
TRANSCRIPT
2nd
ANNUAL NATIONAL HR STANDARDS REPORT:
From Standards to Audits to Metrics
Marius Meyer, Chief Executive Officer: SABPP
Email: [email protected]
@mariusSABPP@SABPP1
A G E N D A
• Introduction - context
• Overview of HR Standards Journey – what
we achieved in 2 years
• HR Professional Practice Standards
(Phase 3)
• HR Auditing
• Self-assessment ratings + actual audit
scores
• Conclusion
Big 5 Standards Milestones
1. National HR Competency Model (2012)
2. National HR Standards (2013)
3. HR Audit Framework (2014)
4. HR Ethics Book (2015)
5. HR as Commissioners of Oaths (2015)
HR Standardisation Priorities
HR team members engage with HR Standards Shirley Gumenge registered as HR professional
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
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
LEADERSHIP DEVELOPMENT PROCESS
FEEDBACK AND REVIEW
LD STRATEGY DOCUMENT
IMPLEMENTATION PROCESS
(Document & flow)
LEADERSHIP COMPETENCY FRAMEWORK DOCUMENT
INTERVENTION DESIGN AND SELECTION
Formal academic programmes
Personal leadership effectiveness development
Coaching/mentoring internal & external
Speakers
COMMUNICATE WITHIN
ORGANISATION & TO INDIVIDUALS ABOUT WHAT IS
PLANNED
IMPLEMENT INTER-
VENTIONS
IDENTIFICATIONWho are current & potential leaders
Assessment and gap analysis according to
competency framework
Career path, career & succession planning
Assessment/profiling including
team/individual/division effectiveness
HR Standards Products
HR Standards Posters HR Standards Desk Top Tool – flip-over
In-house Presentations
Professional forum support
Business chamber support
International HR bodies
Tim Ekandjo, President: IPM Namibia &Marius Meyer, CEO: SABPP in Windhoek
International interest
20+ Universities
Support from consulting firms
Achieving Certification is a
Milestone on a Journey
Improvement Plans
CPD
Case studies
Post Audit
Assign audit team
Conduct audit
Close out meeting
Audit report and
findings
Certification (or not)
Audit
Prepare HR Team
Brief Line
Management
Self-Assessment Tool
Address gaps
Build competencies
Pre-audit
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
For more info or a visit to your office, please contact us on
The need for consistency and quality
Conclusion
The National HR Standards have changed the
face of people management in South Africa.
The HR Standards usher in a new period of
institutionalising people management as a
best practice for sound HR professionalism
and business impact in organisations. Thank
you for being part of this journey. Best wishes
applying the HR Standards at your
organisation.
We set HR standards!
[email protected] or [email protected]
(Professional Registration)
[email protected] (CEO office)
[email protected] (CEO & Strategy inputs)
[email protected] (COO)
[email protected] (HR Audits)
[email protected] (Research)
[email protected] (Learning & Quality)
[email protected] (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