Breakfast Presentation by IPM CEO Rre Elijah Litheko

29th April 2015

“ARE WE AWARE OF EMERGING TRENDS IN THE HR FIELD?”

• Who are these people? • What is remarkable about them?• What do they have in common?

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Image source: timeslive.co.za Image: www.zimbio.com

Who am I?

Image source: www.theguardian.com

penneyspix.co.za

Who am I?

gsport.co.za

www.eji.org

Sporting Stars

They aim high

They know the value of working as a team -

collectively

The are on target –

they excel in what

they do

• Attract positive attention and energy

• Attract sponsorship

• People want to associate with them

Sporting Stars also …

• Do you aim high?

• Do you know the value of working as a team –

collectively – and leverage that?

• Are you on target – do you excel in what you do?

• Do you attract positive attention and energy, and

sponsorship?

• Do people want to associate with you?

• Do we need to up our game?

Are you a sporting star, HR?

OUR WORLD IS CHANGING!Fewer boundaries

Free flow of informationRapid Tech Advancements, Enablers and DistractorsSmarter Mobiles

Virtual Reality is Reality

LESS CERTAINTY – LESS ABLE TO PREDICT THE FUTURE

More connected

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We are living in ‘The New Normal’

‘The world after midnight’

Change and complexity

Innovate to compete

Collaborate to stay ahead

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…. the world economy is undergoing significant shifts. The global financial crisis and ensuing developments have heightened the role of emerging economies in the global context.

This has accelerated the major economic transformations already underway, which have fueled rapid growth and lifted millions of people out of poverty.

Yet … growth has begun slowly across many emerging economies, and advanced economies in Europe and elsewhere

continue to struggle.

Global Competitiveness Report 2013–2014

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In the current context, policymakers must avoid complacency and press ahead with the structural reforms and critical investments required to ensure that their countries can provide a prosperous environment and employment for their citizens.

Particularly important will be the ability of economies to create new value-added products, processes, and business models through innovation.

They must identify and strengthen the transformative forces that will drive future economic growth.

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Going forward, this means that the traditional distinction between countries being “developed” or “developing” will become less relevant and we will instead differentiate among countries based on whether they are “innovation rich” or “innovation poor.”

It is therefore vital that leaders from business, government, and civil society work collaboratively to create enabling environments to foster innovation and, in particular, to create appropriate educational systems.

INNOVATING HR AND YOUR IMPACT – upping your game

‘The human resources profession sits at the center of some of the most important decisions in any business and

is rapidly expanding its influence in the workplace.

In the United States alone, economists predict double-digit growth for human resources managers this decade, as business

operations increase in volume, complexity, and variety.

Organizations across the globe recognize the contributions of HR as a means to elevate acceptable

business practices to exceptional business performance.’

Prof Dave Ulrich

Are you upping your game?

‘We strongly believe—and, importantly, can quantify— that working in HR today delivers outcomes that matter to many stakeholders.’When HR professionals do their work well, good things happen to:• Employees who have both higher work productivity and personal well-being• Organizations that deliver on business goals and create cultures that endure• Customers who receive products or services that matter to them• Investors (debt or equity) who have greater confidence in future earnings • Communities (cities, regulators, society) where citizens needs are better met

‘In a world of increased volatility, uncertainty, complexity, and ambiguity (VUCA), HR issues matter more than ever.’

The Rise of HR Wisdom from 73 Thought Leaders Dave Ulrich, Bill Schiemann and Libby Sartain

• We need a culture of collaboration to thrive in a VUCA world and future

• The same culture is needed in organisations

• HR can champion this

• This culture can influence our communities too

• Multi-level stakeholder approach is essential

HR setting the right tone

The Role of IPM

… as a Professional Body

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Structure of Professional Affiliations

Full Members

AHRCAfrican Human

Resource Confederation

APFHRMAsia Pacific

Federation of Human Resource

Management

EAPMEuropean

Association for Personnel

Management

FIDAGHInter-American

Federation of HR Management Associations

NAHRMANorth American Human Resource

Management Association

IPM is an affiliate of the World Federation of Personnel Management Associates (WFPMA) through the African Human Resource Confederation (AHRC)

WFPMA

The Institute of People Management

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VISIONTHE Portal to thought leadership in people management

MISSION

To be the Leading and Trusted HR Professional Body of Choice

OVERARCHING STRATEGIC RESULTProviding members with easy access to the latest information, knowledge, expertise, training and development, systems, processes and networks in

people management to enhance the capabilities of HR Professionals in the work environment regionally, nationally and internationally.

Profession Recognition

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There is a strong global trend towards Professional Recognition

The IPM is recognised as a Professional Body by the South African Qualifications Authority (SAQA)

This places certain requirements on the Institute …

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SAQA Recognised Professional Bodies

• Protect interests and professional status of members. • Adhere to good corporate governance practices. • Represent and regulate a recognised community of expert practitioners. • Develop, award, monitor and revoke professional designations • Set criteria for, promote and monitor continuing professional development

(CPD) to meet the relevant professional designation requirements. • Monitor compliance with an agreed code of conduct and/or ethics.• Co-operate with the relevant Quality Councils in respect of qualifications and

quality assurance in its occupational field. • Involved in the development of a body of specialised knowledge taking due

cognisance of national and international benchmarks.

What are the benefits of recognition for bodies?

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Quality mark – recognition as a ‘go to’ body

Ensure they develop and maintain high standard of professional competence in South Africa

Assist with establishing appropriate qualifications, define codes of conduct, promote research, disseminate knowledge

Stronger links to public policy

Stronger advocacy role for business and workers at all levels in society

In a better position to tackle real strategic human capital challenges including skills development and labour relations challenges

Why Professional Recognition?

Worldwide trend Professional Recognition BUT…

Do you know what the Benefits of getting professionally recognised are?

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Value of Designations

CHRP is the Professional Designation of the Canadian HR Council

http://c.ymcdn.com/sites/www.chrp.ca/resource/resmgr/pdf/payscale-hrpa-value-of-chrp.pdf

What does Profession Recognition mean for me as an individual?

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Showcase your credentials and raise your profile with a “Badge of competence”

Enhance your career through the support provided by your Professional Body and its networks

Demonstrate your commitment to the profession and your own continuing professional development

Professional Designations

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IPM'S HUMAN RESOURCES PROFESSIONAL CAREER LEVELS

Level Non-designated Entry Mid Senior and Executive Executive

Designations Affiliate Member

Student Member

Associate Member (IPMAss)

Senior Associate Member

(IPMSAss)

Professional Member

(IPMP)

Senior Professional

Member(IPMSP)

Executive Professional

Member(IPMEP)

A Fellow (IPMF)

Qualification Any Qual HR Qual 3 Year SAQA

Diploma Diploma /

Degree Degree / Honours

Honours / Masters Masters Masters / Phd

Years of Experience

Affiliation only 0 2 years 3-5 years 5 - 8 years 8 - 12 years 12+ years

Need Executive Professional

Accreditation for at least 3 years before applying for Fellow

or Requisite Experience for RPL as proven by certified Portfolio of Evidence

Professional Membership

• IPM members must adhere to the Professional Code of Conduct and follow the guidelines of the IPM Continuing Professional Development Policy.

• Membership is a recognition of professionalism in HR.

• Join us on this journey now to leverage full benefits!

Competency Framework

• Our Competency Framework is based on the global leading framework developing by Prof Dave Ulrich

• We have contextualised it for application within our local context.

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Why?What role does

HR play in creating value

currently?

What?How do I

currently deliver?

How?Learning and Development

options to build capability

Delivered?How do others

perceive my delivery?

Strategic PartnersTaking into account the business environment in which we operate, IPM has partnered with Strategic Providers to offer solutions to:

– Lead HR with confidence– Deliver on HR and the Business Mandate– Empower Employees through the right mix of

training, development opportunities, mentoring etc… – Develop organisational capacity to manage change– Enhance our HR operating models and capabilities.

IPM OfferingsConvention,

courses, programmes

Membership Services and

Branches

People Dynamics,

Website and Journals

IPM Excellence and Branch

Awards

Mentoring Programme

Research with global partners

International Certification Programmes

Philanthropy

• There are many ways to build a spirit of collaboration that brings value and results

• IPM operates numerous voluntary Committees

• IPM offers an opportunity to be a mentor in our IPM Mentoring programme

IPM Mentoring Programme

The IPM mentoring programme will facilitate and support effective mentoring relationships between experienced HR leaders and aspiring practitioners.

The IPM mentoring programme will also help to practically address critical skills gaps and talent shortages in the South African business community through building the talent pipeline for HR and HR Leadership.

Give back - Join us!

Email: elitheko@ipm.co.za

http://za.linkedin.com/in/ 

@IPM4People

          http://pinterest.com/instituteofpeoplemanagement/

Thank you