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AUDITINGTHE NATIONAL HR STANDARDS

SABPP BOARDCEO

SABPP

QA SERVICESto be provided by existing

LQA function

HR AUDITS COUNCIL

Board Committee

FUNCTIONS

► Ensure structure and processes are in place

► Overview audit reports► Stimulate continuous

improvement 

HEAD OF AUDIT UNIT

AUDITORS[150]

ADMINISTRATORLEAD AUDITORS[50]

FUNCTIONS

Other existing office functions will contribute on a matrix structure e.g. Stakeholder Relations, Research, and Professional Services. 

2THE AUDIT UNIT STRUCTURE

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CHRP with 25 years experience as HR Generalist of which 15 years at Board level

Qualified in Strategic HR Management, Alternative Dispute Resolution, Executive Management and Basic Teaching Skills

SABPP Board Member, Mentor and Founding Member of the SABPP Ethics Committee

Accredited Associate and Mentor of the Institute for Independent Business International (UK)

Author and co-author of various books and articles

ANNOUNCINGNEW HEAD OF AUDIT

UNIT

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CHRISTINE BOTHA

“THREE LINES OF RISK DEFENCE” MODEL(ADOPTED FROM CRD IN THE UK)

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PRESENTED BY CHRISTINE BOTHA

AUDITINGTHE NATIONAL HR STANDARDS

ORGANISATIONAL BOARD / AUDIT COMMITTEE

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MANAGEMENTCONTROL

INTERNALCONTROLMEASURES

► FINANCIAL CONTROL

► SECURITY

► RISK MANAGEMENT

► QUALITY

► INSPECTION

► COMPLIANCE

INTERNALAUDIT

SENIOR MANAGEMENT

1ST LINE OF DEFENCE

2ND LINE OF DEFENCE

3RD LINE OF DEFENCE

THREE LINES OF DEFENCE ADAPTED FROM ECMA/FERMA GUIDANCE

ON THE 8TH EU COMPANY LAW DIRECTIVE, ARTICLE 41

Resides outside the organisation

Set requirements intended to strengthen controls in an organisation

Independently and objectively assesses the whole or some part of the first, second, and third line of defence

With effective coordination can be considered an additional line of defence

“An HR management performance audit is future orientated and can identify areas for organisational improvement” - Abstract from Dissertation; Chris Andrews: Bond University

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EXTERNAL AUDITING

“HR Auditing crosses the boundaries between HR management and auditing… it can be a suitable method for evaluating the contribution of HR activities to organisational objectives assessed on the basis of value for money.” – Abstract from Dissertation; Chris Andrews: Bond University.

This model provides HR Professionals with a robust, risk-based framework to ensure an integrated, aligned and well-governed approach to auditing the National HR Standards.

Ensures that HR controls quality and consistency in accordance with the spirit of good governance as documented in King III.

Focus on strengthening the HR Business Partner philosophy without compromising the principles of quality and independence.

8WHY HR STANDARD AUDITING?

Preparation work for the launch of the SABPP Audit Unit commenced many months ago

Marius Meyer, Dr Penny Abbott and Dr Michael Robbins (UK) Comprehensive audit manual and tools Quality assurance and system Auditor competency profile Training manual Selection and training of the first 48 auditors

9BEHIND THE SCENES

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ACHIEVING CERTIFICATION IS A MILESTONE ON A JOURNEY

► Prepare the HR Team with knowledge and understanding

► Brief Line Management

► Use the Assessment Tool to identify gaps

► Plan and implement to address gaps

► Build competencies where required

► Assign audit team

► Conduct audit against the 13 elements of the SABPP HRMSS

► Close out meeting

► Audit report and findings

► Certification (or not)

► Improvement plans

► Continue building professional competency

► Give case studies

PRE-AUDIT AUDIT POST AUDIT

Impartiality Competence Responsibility Openness Confidentiality Responsiveness to complaints Professional integrity

11CORE VALUES OF THE SABPP AUDIT BRAND

CP

D

► SABPP Membership(HRP Level and above)

► Signed Code of Ethicsfor Consultants

► Lead Auditors 10 years and Auditors 7 years Senior HRM or Consulting Experience

► Introduction to HR Standards – attend workshop

► Pre-workshop Studies

► Auditing Workshop

► Observation and feedback from Trainer on competency demonstrated

► Demonstrate an intimate knowledge of all 13 Standards, Definitions and Objectives

► Written examinations

► CV

► References

► 360° Evaluations

► Participate in several audits

► Demonstrate competency

PRE-SELECTION UNDERSTANDING

OF THE AUDIT

KNOWLEDGE OF HR

STANDARDSBACKGROUN

D CHECKS CERTIFICATION

12 CERTIFICATION PROCESSLEAD AUDITORS

AUDITORCOMPETENCIES

KNOWLEDGEOF HR

KNOWLEDGE OF HRMSS

KNOWLEDGEOF

AUDITING

VERBAL & WRITTEN

COMMUNICATION

LOGICALJUDGEMENT

RESPECTFULANALYTICAL

DECISIVE &SELF

RELIANT

VERSATILE &TENACIOUS

OBSERVANT &

PERCEPTIVE

PROFESSIONAL

OPEN-MINDED

& DIPLOMATIC

ETHICAL

13AUDITOR COMPETENCIES

48 Auditors completed their stringent, comprehensive selection and training process

Some of these will act as facilitators rather than auditors

We are ready to kick off with auditing assignments

Immediate products available are:

Pre-audit consultation

Full audits of 13 standards

Work will be conducted in accordance with the highest ethical and professional standard

The SABPP Internal Audit and Quality Assurance will apply

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SABPP AUDIT UNIT

We have a world-class product We cannot and will not tolerate any form of mediocrity! Confidentiality agreements will be signed by all Auditors A complaints process is in place Fraud prevention measures are in place We already have a National footprint Our aim is to work in partnership with our HR colleagues Support YOU in achieving and entrenching the standards within your own

organisation Non-punitive

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SABPP AUDIT UNIT

SABPP Audit Unit confirms to Client whether they have passed the audit and if their HRMS will be certified.Recommendations for continuous improvements are made.

CONFIRM CERTIFICATION

Submit audit report and recommendations to the SABPP Audit Unit.Audit Unit confirm findings and agree certification or not.

SUBMIT FINDINGS TOSABPP AUDIT UNIT

Audit Team agree on findings.

Close out meeting.

PREPARE, APPROVE AND DISTRIBUTE

AUDIT REPORT

Review Client HR Management System against the 13 elements of the SABPP HRMSS.

CONDUCT ON-SITE ACTIVITIES

Agree audit plan with Client and brief Audit Team.

PREPARE FOR ON-SITE ACTIVITIES

Select Lead Auditor.

If required select additional audit team members.

INITIATE AUDIT

Audit Unit agree audit scope and timeframe with Client.

OFFER & CONTRACT

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AUDIT PROCESS

► All 13 elements of the Standards will be audited

► Each element must receive a score of 60%

YEARS 1 & 2

INITIAL AUDIT

RE-ASSESSMENT AUDIT WHERE ONE ELEMENT NEEDED RECTIFICATION

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► COMPLIANT► MINOR NON-COMPLIANCE► MAJOR NON-COMPLIANCE

YEAR 3RE-CERTIFICATION

AUDIT prior to expiration of

certification(shortened procedure)

Audit records retained for 5 years

THREE YEARCERTIFICATION CYCLE

► Audit certification may only be issued by the SABPP

► Audit registers will be maintained

► Only consultants who are qualified through the SABPP may conduct audits

► All audits must be administered by the SABPP Audit Unit

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CERTIFICATION

19SABPPAUDIT CERTIFICATE

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► Exciting opportunities

► Partnerships

► Training more auditors

► Roll-out into Africa and other countries

► Auditing conference

FUTURE PLANS

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► We are ready to present to your organisation on request

► You are part of this very exciting journey

► The SABPP achieving yet another global first

► Let us show the world how it is done!

OUR HR PROFESSIONALS

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hraudit@sabpp.co.za

CONTACT CHRISTINE

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PENNY ABBOTT MICHAEL GLENSOR MMALEFU MANOTO LYNN ROUXELSABÉ BELL TRACY HARPER LEANNE MAREE NATASHA RUDYLEANE BREEDT-MAREE MARIUS JACOBS SIVAAN MARIE ANTHEA SAFFYNATASHA CARSTENS BONNIE JOHANSEN SINDISWA MASEKO

KATRINA SAULSDENNIS COETZEE MBULELO KHONJWAYO XOLANI MAWANDE MOSHEKOA SEKHUTOFRANK DE BEER PAUL KRIGE SURAN MOODLEY SHAMILA SINGHNIMEE DHULOO NTHABISENG LEBEA PAT NAVES-SHONGWE PAT SMYTHEMAPHUTHA DIAZ SITHABISO MABASO SIPHIWE NDWALAZAKATE DIKGALE FREEMAN GUGULETHU MADLALA JOHN PATERSONLYNNE GAMSU LAMKHOSI MAGAGULA JAN PRINSLOO

ANNOUNCING OUR HR AUDITORS

PANEL MEMBERSCHRISTINE BOTHA

KATE FREEMANMARIUS JACOBS

BONNIE JOHANSENDAVID SWART

24PANELDISCUSSION