HR STANDARDS ASSESSMENT TOOLS:

THE NATIONAL FRAMEWORK ON HR

PROFESSIONALISM

Marius Meyer

23 July 2015

@SABPP1

Future of HR: creating world-

class HR functions

A G E N D A

• Introduction – context of professionalism

• National HR Competency Model

• Overview of HR Standards Journey

• HR Professional Practice Standards

• HR Auditing

• Conclusion

Maslow’s needs in 2015

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Thank you!

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The role of HR …

SABPP Professional Values

RESPONSIBILITY

I

RESPECT

INTEGRITY

COMPETENCE

SOUTH AFRICAN HR COMPETENCY MODEL

STRATEGY

TALENT MANAGEMENT

HR GOVERNANCE, RISK, COMPLIANCE

ANALYTICS & MEASUREMENT

HR SERVICE DELIVERY

5 HR

CAPABILITIES

LEADERSHIP & PERSONAL CREDIBILITY

ORGANISATIONAL CAPABILITY

SOLUTION CREATION & IMPLEMENTATION

INTERPERSONAL & COMMUNICATION

CITIZENSHIP FOR FUTURE: INNOVATION, TECHNOLOGY, SUSTAINABILITY

CO

RE

CO

MP

ET

EN

CIE

S

HR & BUSINESS KNOWLEDGE

DUTY TO SOCIETY

ET

HIC

S

PR

OF

ES

SIO

NA

LIS

M

4

PILLARS

Professional registration levels

• M/D degree + 6 years top level experience

• LoW = executive levelMHRP

(Master)

CHRP

(Chartered)

• Degree/ND + 3 years experience

• LoW = middle managementHRP (Professional)

HRA (Associate)

• Certificate + 1 year experience

• LoW = entryHRT (Technician)

• Hons degree + 4 years sr experience

• LoW = senior management

• 2 year dip + 2 years experience

• LoW = junior level

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

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

In-house Presentations

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

ConclusionThe 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

and business impact in organisations. Thank

you for joining us on the HR

professionalisation journey. Best wishes

applying the HR standards at your

organisation.

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