L NeethlingDirector: Curriculum Design
17 September 2009
Task 9
Establish Compulsory Capacity Building Programmes for HR Professionals
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Presentation structure
♦ Background
♦ Output
♦Professionalising HR
♦ Compulsory HR courses and programmes
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Task 9 Background
♦ In 2007 - Review of the implementation of the HRD Strategy for the Public Service (2002 – 2006)* “HRD still struggles to set its anchor and find meaning and stabilityin the Public Service”* Unevenness in depth of understanding of HRD in Public Service
♦ Result: HRD Strategic Framework for the Public Service♦ Result: HR Competency Framework – central to the
development of currently employed HR Practitioners* Set of competency standards, expected knowledge and capabilities
for HR practitioners
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Background (cont)Government Programme of Action
♦ Cabinet Legotla of 27 July 2008 under Capacity of the State within the G&A Cluster resolved that compulsory capacity building programmes for HR Professionals should be developed
♦ For purposes of implementation various decisions get translated into different tasks
♦ Result – Task 9: Compulsory Capacity Building Programmes for HR Professionals
♦ Result – Task 11: Funding Strategies for compulsory programmes
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Task 9Output
♦Professionalising Public Service HR practitioners
♦Compulsory generic and specialist HR courses and programmes
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Task 9Professionalising HR
Cons ti tu tionof RSA (1996)“A h igh s tandard of profes s ional ethic s
m us t be prom oted and m ainta ined
DPSA Com petenc y Fram ework s – 4 c lus ters
Profes s ional perform anc e area
People perform anc e area
Serv ic e performanc e area
Organis ational perform anc e
Cur ricul a & “Prof Dev”=? Deliv ery
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Task 9Professionalising HR (cont)
♦ What should be the philosophy underpinning being a professional in the Public Service?
♦ Use input to develop concept paper
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Task 9Compulsory HR courses and programmes
♦ Why compulsory courses?♦ Enable HR practitioners and line managers to:
* support interventions to improve the HR function in the Public Service;
* provide a set of competency standards for the HR function; and
* enhance the effectiveness of HR practitioners in the Public Service.
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Compulsory HR courses and programmes DPSA Strategic Frameworks
♦Generic orientation to DPSA Strategic Frameworks:* To enhance knowledge, skills and attributes of public servants to
use a holistic and integrative approach to implement 7 Strategic Frameworks:
• HRD• HRP• Performance Management• Employee Health and Wellness• Gender Equity• Job Access• Leadership Development Management
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Compulsory HR courses and programmes (cont)Specialised courses and programmes
♦HR Curriculum Framework:* Vehicle utlised to align the development and delivery of HR training programmes;* HR Practitioners as Strategic Partners, Change agents, Administrative Experts and Employee Champions; and
* Two pillars: HR Programmes and Line Manager Programmes
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Specialised courses and programmes (cont)HR Curriculum Framework
HR Curriculum Framework
HR Competency Framework
HR ExecutiveProgramme
(Band 13 & 14)
HR PractitionerProgramme(Level 7 – 8)
Covers the HR competencies attached to the
HR functions performed bythe relevant target groups
Covers all HR Competencies
attachedto the actions Performed by Heads of HR components
Covers HR competencies attached to the HR functions Performed by line managers
HR Specialist Programme (Level 9 - 12)
HR Programme ‘’
Generic HR SupervisoryProgramme
(Level 9 – 12)
Line Manager Programme
Generic HR Executive
Programme(Band 13 &
14)
Generic HR Formative
Programme (Level 7 - 8)
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Compulsory HR courses and programmes (cont) Specialised courses and programmes
♦HRD Implementation Plan:* HRD Strategic framework say all depts must submit approved annual HRD Implementation Plans;
* To build capacity in Public Service to compile departmental HRD Implementation Plans; and
* Target group is HRD managers within all 3 spheres of government.
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Compulsory HR courses and programmes (cont) Specialised courses and programmes
♦HR Specialist Programme* To design and develop a specialist learning programme in HR, based on the HR Strategic Frameworks and incorporating relevant competencies indicated in the DPSA HRM competency framework;* HR organisational role: Functional specialisation, advisory and consulting;
*Incorporates 6 HR functional areas; and* Target group is HR Specialists (salary level 9 – 12)
♦ Methodology - Blended, multi-mode delivery approach
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HR Specialist Programme training model
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Re a leboga
Siyabonga
Thank you
Rolivhuwa
Dankie
Nakhensa
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