Sabpp cenled 26 may 2014
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Transcript of Sabpp cenled 26 may 2014
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26 May 2014, CENLED
Marius Meyer
@SABPP1
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Hope you are enjoying your
conference!
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History of SABPP
• Formed in 1982.
• Registered HR Professionals and accredited
universities on HR curriculum.
• First Competency Model in 1990.
• Became an ETQA in 2002.
• Second Competency Model in 2012.
• First set of HR Standards in 2013.
• Busy with setting HR Metrics in 2014.
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The HR Mandate …
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New SABPP Model: HR Voice for
Professionals
Human resource development
Research - info
Value & visibility
Open for alliances
Innovation
CPD
Excel-lence
Qualityassurance
Learning growth & develop-
ment
Knowledge
Self-governance Duty to society
Ethics
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Professional body criteria
1. Legally constituted – resources & charter
2. Protect public interest – services
3. Professional designations
4. Submit list of members to SAQA – NLRD
5. CPD
6. Code of Conduct
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SABPP Professional Values
RESPONSIBILITY
I
RESPECT
INTEGRITY
COMPETENCE
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SABPP VALUE PROPOSITION:
Products/Services to advance HR professionRECOGNITION =
PROFESSIONAL STATUSRESOURCES =
PRODUCTS/SERVICESRESEARCH =
INFORMATION
• Professional registration• NLRD Upload (SAQA)• RPL• Awards• Advocacy• HR Assessors/Moderators
registration• Accreditation of providers• University accreditation
• HR Competency Model• Social media discussions• Knowledge Centre• Booklets/DVDs• Guides/toolkits• Charts/posters• Fact sheets• One-stop info• Updates (laws, trends)• Ethics help-line• Newsletters• Website• HR Internships/jobs• HR policies• Mentoring• Workshops/seminars• Access to alliances• Event/product discounts• CPD• Students
• Research papers• Position papers• Books• Articles• Cases• Benchmarking• Magazines• Labour market
information
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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
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Committees
Professio-nal
Regis-tration
CPD
Risk & AuditIT Gover-
nance
Labour market
Mentoring
ETQA LGDI Ethics Disciplinary
HRRIHigher
Education
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The SABPP Journey
Formation & growth
Stabilisation & maintenance
ETQA growthHR Voice
Professional & AQP growth
Numbers -growth
Universities accreditation
Provideraccreditation
Numbers –growth/staff
HR Profession Bill
No growthProfessionals
neglected
Financialpeformance
Decade 1:1982 - 1990
Decade 2:1990 – 2000
Decade 3:2000 – 2010
Decade 4:2011 – 2020
TIME
PH
ASE
GO
OD
BA
D
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Strategic Transformation
2011 - 2012 2012 … 2013 …
We are changing We are deliveringWe are improving and
adding value
More open, visible and rebranding
Products, Services, Competencies
More and improved products/services/
standards
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HR COMPETENCY HOUSE
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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
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Why standards ?
The chair that you're sitting on, or the desk your computer is perched on, are held together by bolts and screws.
Humble bolts and screws also hold together our children's bicycles - and also the aircraft we trust our lives to during business trips or holiday travel.
The diversity of screw threads used to represent big problems for industry, particularly in maintenance, as lost or damaged nuts and bolts could not easily be replaced. A global solution is supplied in the ISO standards for metric screw threads.
The credit card you may have used to buy your holiday can be used worldwide because all its basic features are based on ISO standards.
We are so familiar with many objects, like credit or telephone cards, that we tend to assume they just "fell out of the sky". In fact, the ease with which we can use them can be traced back to an ISO standard.
Today standard users account for 78% of the FTSE 100, 53% of the Nikkei, and 44% of both the Fortune 500 and Hang Seng listed companies.
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Globally standards are a framework for consistency &
continuous improvement and managing risk through
controls
“Consistency is far better than rare moments of greatness “
Strengthening the human factor in management systems
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468 HR Leaders developing
HR Standards for South Africa
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HR Standards Facilitators
Kate Dikgale-Freeman Michael Robbins Linda Chipunza
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BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
StrategicHRM
TalentManagement
HR RiskManagement
HR ARCHITECTURE
HR VALUE & DELIVERY PLATFORM
Work-force
planningLearning
Perfor-mance
RewardWell-ness
ERM OD
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 SSABPP HRM SYSTEM STANDARDS MODEL
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Risk / Readiness Profile
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Lessons Learned
• Start with a clear value proposition
• Focus on services first – impress your
market with a delivery model
• Have a clear strategy linked to purpose
• Build capacity to deliver
• Form alliances to leverage impact
• Control costs where possible
• Social media is key
• Get publicity
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SociSABPP Social Media Strategymedia strategy
e❸
engage for
empowerment towards
excellence
Connecting HR professionals in professional social media
networks
Contact us on [email protected]
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SABPP BLOG
For regular updates join our special
HR Standards Blog:
www.hrtoday.me
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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
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Local economic development:
It is all about alignment
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Conclusion
Building a professional body requires time,
effort and resources. A clear value proposition
is key.
Best wishes with your important journey!
If you need more information, contact us on [email protected]
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FOLLOW US ON :
@sabpp1
@mariussabpp
#hrstandards
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We set HR standards!
[email protected] (Professional Registration)
[email protected] (Stakeholder Relations)
[email protected] (Research)
[email protected] (Learning & Quality)
[email protected] (Strategy inputs)
[email protected] (Social media)
Website: www.sabpp.co.za Blog: hrtoday.me
Office: 8 Sherborne Str, Parktown, South Africa
Tel: +27 11 482-8595 Fax: +27 482-4830
Cel: 082 859 3593 (Marius Meyer)