6 June 2014, AMIHRP

Siphiwe Moyo@SABPP1

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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

468 HR Leaders developing

HR Standards for South Africa

BUSINESS STRATEGY – HR BUSINESS ALIGNMENT

❶ StrategicHRM

❷ TalentManagement

❸ HR RiskManagement

HR ARCHITECTURE

HR VALUE & DELIVERY PLATFORM

❹Work-force

planning

❺

Learning

❻Perfor-mance

❼

Reward

❽Well-ness

❾ERM

❿OD

⓫ HR Service Delivery

⓬HR Technology

(HRIS)

Prepare

Imple-ment

Review Improve⓭ HR MEASUREMENTHR Audit: Standards & Metrics

H R

C O

M P

E T E N C

I E SSABPP HRM SYSTEM STANDARDS MODEL

HR RISK MANAGEMENT

STANDARD

DEFINITION

HR Risk Management is a systematic

approach of identifying and addressing people

risks (uncertainties and opportunities) that can

either have a positive or negative effect on the

realisation of the objectives of an

organisation.

SABPP (2013)

HR Risk Management

OBJECTIVES

3.2.1 To increase the probability and impact of positive events and decrease the

probability and impact of negative events caused by people factors on the

achievement of organisational objectives.

3.2.2 To align HR and people management practices within the governance, risk

and compliance framework and integrated reporting model of the organisation.

3.2.3 To ensure appropriate risk assessment practices and procedures relating to

people factors are embedded within the organisation.

3.2.4 To ensure appropriate risk controls are designed and applied to HR activities

and interventions.

3.2.5 To contribute in creating and sustaining a risk culture in an organisation

which also encourages innovation and creativity.

SABPP (2013)

HR Risk Management: It is all about

people factors

HR RISK MANAGEMENT PROCESS

Assessment of risk tolerance for each risk

Identify and evaluate impact of

HR risks

HR practices, programmes, metrics to

manage risks

HR Risk Map

HR Risk Register

Organisation’s risk management

structures and processes

HR Risk Register

HR Risk Management

Plan

HR Risk Map

MONITOR & EVALUATE

EMPLOYMENT RELATIONS

MANAGEMENTDEFINITION

Employment relations is the management of

individual and collective relationships in an

organisation through the implementation of

good practices that enable the achievement of

organisational objectives compliant with the

legislative framework and appropriate to

socio-economic conditions.

SABPP (2013)

EMPLOYMENT RELATIONS

MANAGEMENT

OBJECTIVES

9.2.1 To create a climate of trust, cooperation and stability within an

organisation.

9.2.2 To achieve a harmonious and productive working environment

which enables the organisation to compete effectively in its market place.

9.2.3 To provide a framework for conflict resolution.

9.2.4 To provide a framework for collective bargaining where relevant.

9.2.5 To ensure capacity building and compliance to relevant labour

legislation, codes of good practice (ILO and Department of Labour) and

international standards.

SABPP (2013)

EMPLOYMENT RELATIONS MANAGEMENT

SYSTEM

Communi-cationand training

MONITOR & EVALUATE

Other HR processes egperformance management

ERM policies and procedures

ERM STRATEGY

Legal requirements,

agreements

ER philosophyWorkforce characteristics

ERM STRATEGY

ER resources & structures

Leadership behaviour – build trust and respect

Socio/economic/political trends

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

Conclusion

HR standards are needed to improve the

consistency and quality of HR management.

Best wishes with your HR work in the mines.

Please keep on engaging with us as we take

this exciting initiative forward. Join us on 28

August for 2nd Annual HR Standards

Conference.

If you need more information, contact us on executiveoffice@sabpp.co.za