Professional Practice Standards Launch

28th August 2014

Marius Meyer & Penny Abbott@SABPP1

National HR Governance Strategy Alignment

HR Professional Standards:• HRMS (13)• HRMSAS (13)• HRPPS (19+)

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

From HRMSS to HR PPS HR MANAGEMENT SYSTEM STANDARD

HR PROFESSIONAL PRACTICE STANDARDS

Developed in 2013. Developed in 2014.

Overall HR Management System. HR practices inside the System.

13 Standard Elements. 19+ HR Professional Practice Standards.

Broad strategic view of the HR function.

Specific details of HR practices.

Methodologies not prescribed. Provides frameworks and context for methodologies

HR Directors are owners of System.

HR Practitioners & Subject Matter Experts own practices.

Each PPS sets out the operational / tactical process that constitutes good practice in that particular area of HR management, giving expression to practical issues in more detail than can be covered in the main HRM Standard

Developing the PPS

Propose list of PPS

Collaborative writing May 14th 2014

Draft standardised PPS and circulate for comment June – July

Incorporate comments and launch August 2014

• Recruitment• Selection• On-boarding/induction/orientation• Employment Equity / Diversity and Inclusion

Management• Succession Planning• Career Management

Workforce Planning

Learning and Development

• Learning Needs Analysis• Learning Design• Learning Evaluation• Coaching and Mentoring

Performance Management

• Performance Appraisals

Reward and Recognition

• Remuneration Benchmarking

Employment Relations Management

• Grievance Procedures• Disciplinary Procedures• Collective Bargaining• Dispute Resolution• Absenteeism Management

Organisation Development

• Leadership Development• Organisation Design

Practitioners love them

“A very exciting innovation that will revitalise HR practice in South Africa.”

Nceba Ndzwayiba, Transformation Manager: Netcare

Practitioners love them

“Each HR Professional Practice Standard cited in the draft HR Professional Practice Standards document has been clearly articulated. It is simple and easy to understand. Well done!”

Sithabiso Mabaso, Talent Acquisition & Compliance Manager: National Health Laboratory Service

• “This has been an amazing journey on a personal and professional development point of view. Being part of the birth of such an amazing process that will change the face of the HR fraternity in the country was an honour indeed.”

Zanele le Roux, HR Executive: Aon Bonfield

Structure of the file

• How the PPS fits into the HRM System Model

• Definition• Fundamental Requirements for Good

Practice• Process Diagram• Checklists, Tips, other tools

Expansion of the file

• With new Professional Practice Standards

• With additional resources– Dedicated website area (members only)

with other resources: articles, research, checklists

• Work in progress

Table discussion

• Individuals:– Using the template provided, rank the 19

in order of usefulness to you in your current context

• Group discussion:– How will the PPS help you to deliver more

value to your organisation?

• What other PPS would you like to see developed?

Applying the PPS

• Share PPS in your HR team• Compare present practice and identify gaps• Develop action plans• Share PPS and plans with line managers• Build HR competence to deliver on the PPS• Feedback to SABPP

– Implementation experience– Case studies of innovations– Requests for more PPS

The way forward

• Take them home and use them

• Give us feedback for continuous improvement

• Help us develop new PPS

Launch of HR Standards Assessment Tool

28th August 2014

Marius Meyer & Penny Abbott@SABPP1

Purpose of the tool

–Self-assessments & gap analysis–Preparation for audits–Audits

Structure of the tool

HR Standard Element 1

STRATEGIC HR MANAGEMENT

TYPE OF EVIDENCE LIKELY SOURCE OF EVIDENCE

1.2.1 To ensure the HR strategy is derived from and aligned to the organisation’s objectives in consultation with key organisational stakeholders.

Documentary Interviews with key stakeholders

CEO/Head of Organisation Head of HR Key stakeholders

1.2.2 To analyse the internal and external socio-economic, political and technological environment and provide proactive people-related business solutions.

Presentations, documents prepared for strategy sessions CEO/Head of Organisation Other Senior practitioners Head of HR

1.2.3 To provide strategic direction and measurements for strategic innovation and sustainable people practices.

Documents Discussion

Head of HR

1.2.4 To provide a foundation for the employment value proposition of the organisation.

Documents Marketing material

Head of HR and/or Head of Talent Management

1.2.5 To establish a framework for the HR element of the organisation’s governance, risk and compliance policies, practices and procedures which balance the needs of all stakeholders.

Documents HR management team

1.2.6 To determine an appropriate HR structure, allocate tasks and monitor the development of HR competence to deliver HR strategic objectives.

Documents Head of HR Head of Talent Management

• Take it• Use it• Make it work for you• When you are ready on your HR

Standards journey, contact us for an HR Audit