penny abbott - new hr professional practice standards
DESCRIPTION
Penny Abbott shares new HR Professional Practice Standards #SABPP @hrfuturemagTRANSCRIPT
4 November 2014
Penny Abbott
@SABPP1
Thank you to the PPS pioneers!
Employment equity table
Output of 14 May – PPS file
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.
Definition of PPS
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 Needs Analysis
•Learning Design
•Learning Evaluation
•Coaching and Mentoring
Learning and Development
•Performance Appraisals
Performance Management
•Remuneration Benchmarking
Reward and Recognition
• Grievance Procedures
• Disciplinary Procedures
• Collective Bargaining
• Dispute Resolution
• Absenteeism Management
Employment Relations Management
•Leadership Development
•Organisation Design
Organisation Development
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
International feedback
“Congratulations to you all on the excellent progress made in bringing to
fruition the National HR Framework (with identified elements) and now the
launch of specific HR professional practices.
By recognising the inter-relatedness of HR Standards used for different
purposes you are able to tackle the task of integrating HR standards in a
holistic way.
The suggested methodology, using self-assessment before graduating to
external validation reflects the maturity pathway required for this exercise
to be ultimately successful.
Well done and keep up the good work!”
Dr Chris Andrews, Director: HR, Bond University
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
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
The way forward with PPS
• Take it
• Use it
• Make it work for you
• When you are ready on your HR
Standards journey, contact us for
an HR Audit