1ST ANNUAL NATIONAL HR
STANDARDS REPORT
2013-2014
SABPP AGM
Marius Meyer
24 July 2014
@SABPP1
FOLLOW US ON :
@sabpp1
@mariussabpp
@siphiwemoyo
#hrstandards
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
Critical questions
1. How many of you would like to eat in a
restaurant without standards?
2. Or stay in a hotel without standards?
3. Or send your child to a school (or pre-
school) without standards?
4. Or get operated in a hospital without any
standards?
5. Or use an airline without standards?
Then when it comes to HR …
Why do we continue to
manage people and govern
the most precious part of our
organisations (i.e. people)
without standards?
Top facts about HR
• Human Capital is the biggest concern for
CEOs (PwC).
• Only 18% of CEOs feel confident that they
have the right people in place to execute
strategy (CEB).
• Human Capital is the biggest risk in
business (HCI Africa).
• Skills crisis is the top obstacle to economic
growth.
• Strikes cost SA R197 million per day.
More facts about HR
• SA losing R12 billion a year due to absenteeism.
• Only 5% of employees understand business
strategy.
• World-wide only 13% of employees actively
engaged.
• Companies with engaged employees outperform
others by 202% (Dale Carnegie).
• Companies with good HR Practices outperform
others by treating HR as critical business function,
these companies are 105% more profitable.
• Average ROI on wellness programmes: 300%.
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
Global approaches to standards
• Production and safety lead – ISO standards
• Professional standards – accounting
• Top global companies – their own standards
• Canada – HR Standards & Metrics
• USA – HR Metrics (SHRM)
• ISO HR project started
• South African National HR Standards
Why a national HR Standard?
• We need to improve the quality of HR
practice.
• HR will not be seen as a true profession
without standards.
• Inconsistencies – practices, sites, business
units, companies, industries.
• Too many bad examples of things going
wrong – Marikana, Medupi.
• Raising the bar for the HR profession and
business impact.
468 HR Leaders developing
HR Standards for South Africa
HR Standards Facilitators
Kate Dikgale-Freeman Michael Robbins Linda Chipunza
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 STANDARD MODEL
Market reaction to project
COUNTRY INTEREST• All over SA (all 9 provinces)
• USA (SHRM and ISO)
• UK (CIPD)
• Australia
• Netherlands
• Zimbabwe
• Zambia
• Botswana
• Namibia
• Lesotho
• Swaziland
• Kenya
• Ghana
• Malaysia
IMPACT• 468 HR Managers at launch
• More than 1300 people at awareness sessions
• 145 CEOs from 12 African countries
• Published in 5 local textbooks
• Published in 1 global textbook
• 33 articles
• 6 newspaper articles
• National television
• 4 radio stations
• 21 universities on board
• 19 professional bodies/associations
HR Standards Journey
Phase 1:
HR MANAGEMENT SYSTEM STANDARD
(21 May 2013)
Phase 2:
HR MANAGEMENT SYSTEM APPLICATION
STANDARD(20-21 Aug 2013)
Phase 3:
HR PROFESSIONALPRACTICE STANDARDS
(14 May 2014)
“WHAT” STANDARD
What are the elements of the HR system?
13 elements:DefinitionObjectives
Implementation(High level)
“HOW TO” STANDARD
How can we apply the HR System standard?
How to apply the 13 standard elements
“WHAT” AND “HOW” OF SPECIFIC PROFESSIONAL PRACTICE STANDARDS
• Succession Planning• Employment Equity• Career Development• Engagement• Learning culture• Change management• Organisation design
HR RISK MANAGEMENT
DEFINITION
HR Risk Management is a systematic
approach of identifying and addressing people
factors (uncertainties and opportunities) that
can either have a positive or negative effect
on the realisation of the objectives of an
organisation.
SABPP (2013)
❸
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 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
HR MEASUREMENT SYSTEM
MONITOR &
EVALUATE
What are the drivers behind those issues?
What issues do we need to manage
(risks/opportunities)?
What are the outcomes specified
in the SLA?
How can we measure those in a Balanced
Score Card?
METRICS
METRICS FOR PEOPLE MANAGEMENT IN THE ORGANISATION
METRICS FOR HR EFFECTIVENESS/
EFFICIENCY
How can we measure those
drivers?
Management system & resources to collect
and report
Financial and operational reporting
systems in organisation
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
HR External Auditing Process
1. Request for Audit
2. Receive Assessment Tool
3. Agree on date(s) for audit
4. Site visit (1 Lead Auditor + 3 Auditors) –
scoring instrument & consensus meeting
5. Audit Report and presentation
6. Certification
ROLE OF HR LEADERS –
PRACTICAL GUIDELINES
• Create awareness among HR team members
• Ensure that the HR Standards and Competency Model are
applied at your organisation
• Do an internal self-assessment on the HR Standards
• Fill any gaps where necessary
• Invite internal audit to audit you against the standard
• Arrange an external audit by SABPP (certification)
• Implement continuous improvement interventions to build a
robust HR Management system against the National HR
Standard
• Participate at launch of Professional Practice Standards at
2nd Annual Standards Conference (28 August)
HR ARCHITECTURE
I
HR VALUE & DELIVERY PLATFORM
Work-force
planning
Learning&
Deve-lopment
Perfor-manceMana-
gement
Reward &Recogni-
tion
Em-ployee
wellness
Employ-ment Rela-
tions
Organi-sationDeve-
lopment
HR Service Delivery
HR Technology(HRIS)
SABPP PROFESSIONAL PRACTICE STANDARDS
RecruitmentSelectionOnboardingEmployment equitySuccession planningCareer management
Workplace learningTraining needs analysisLearning designFacilitationEvaluationLearning cultureKnowledge managementGraduate development
Performanceappraisals
RemunerationWellness
programmes
Grievance proceduresDisciplinary proceduresCollective bargainingDispute resolutionDiversity managementAbsenteeism management
Leadership developmentOrganisation cultureChange managementMentoring & CoachingOrganisation designEmployee engagement
HRIS
Conclusion
HR standards are needed to improve the
consistency and quality of HR management.
The project has been a success and
continues to attract attention.
Thank you for your support. See you on
28 August at HR Standards Phase 3 launch.
For more information, contact us on [email protected]
SABPP BLOG
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HR Standards Blog:
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Let us meet or exceed the national HR
Standards
[email protected] (Professional Registration)
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Website : www.sabpp.co.za Blog: hrtoday.me
New office: 8 Sherborne Str, Parktown, South Africa
Tel: +27 11 482-8595 Fax: +27 11 482-4830
Cel: 082 859 3593 (Marius Meyer)
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