sabpp universities update: new strategy & recent developments

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  • SABPP UNIVERSITIES UPDATE:

    New Strategy & Recent Developments

    Marius Meyer

    13 October 2016

    @mariusSABPP@SABPP1 @sabpp_ 1

  • Agenda

    Update on new SABPP HR Voice II Strategy

    HR Standards & Audit Update

    Professional Practice Standards (Phase 2)

    Student Chapters

    Conclusion

  • SECTION A

    HR Profession Update

  • Big News:

    SABPP HR Professionals are now

    Commissioners of Oaths!

  • Thank you!

    Advocate Michael Masutha, Minister of Justice & Correctional Services

  • Are you up to date?

  • HR Challenges

    Skills and talent gaps in organisations

    Inconsistency in practice

    A lack of commitment to sound HR and

    people management

    Poor people management skills

    Poor HR management skills - culture

    Speed & complexity of change

    Risk & compliance environment

    A lack of measurement

  • Two radical changes in HR

    There are two radical changes in the HR

    space that are coming from entirely different

    directions but are destined to collide: HR

    Standards and Big Data. They are radical

    because they will fundamentally change the

    performance evaluation of HR, the teaching of

    the profession, and the standing and

    credibility of practitioners.

    Neil McCormick & Chris Andrews

    HR Advisory Bond University

  • HR Trends

    HR as Strategic Partner and Talent Management

    HR Governance & King IV combined assurance

    HR Risk Management

    New role to impact ethics in organisations

    HR contribution to CSR and socio-economic

    situation sustainability

    Building high performance cultures

    HR Technology and Social Media

    HR standards and metrics integrated reporting

    HR Competency models professionalism

  • Labour Market Scenarios 2030

    http://www.google.co.za/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjb9YbYx4zOAhUEUBQKHWeFCasQjRwIBw&url=http://voices.nationalgeographic.com/2015/06/30/africas-vultures-are-collapsing-to-extinction/&psig=AFQjCNE1FDqdiX6P9ARBq8sqc3T1Ogh79A&ust=1469465316929092

  • 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

  • Professional registration levels

    M/D degree + 6 years top level experience

    LoW = executive levelMHRP

    (Master)

    CHRP

    (Chartered)

    Degree/ND + 3 years experience

    LoW = middle managementHRP (Professional)

    HRA (Associate)

    Certificate + 1 year experience

    LoW = entryHRT (Technician)

    Hons degree + 4 years sr experience

    LoW = senior management

    2 year dip + 2 years experience

    LoW = junior level

  • NEXT STEP BECOME A REGISTERED HR PROFESSIONAL

    Apply to

    professional@sabpp.co.za

    so that we can register you

    as an HR professional in

    accordance with NQF Act

    (Act no 67 of 2008).

  • Professionalisation of HR

    HR team of Ingquza Hill registered as HR Professionals with

    SABPP in accordance with NQF Act professionalism in

    action

  • Marius Meyer, SABPP CEO receiving the SAQA certificate of professional body recognition from the Minister of Higher Education

    and Training, Dr Blade Nzimande.

  • HR Voice II: 2016-2018

    Setting HR Standards SABPP: the Voice of the HR Profession

    Human Resource Governance

    Research

    Value & visibility

    Optimisingalliances

    Innovation/ Technology

    CPD

    Excel-lence

    HR Academy

    QualityAssurance

    Knowledge

    Governance Duty to society

    Ethics

    Res-ponsi-bility

    Res-pect

    Inte-grity

    Com-peten-

    ce

    HR Professionalism: 4 pillars, 4 principles, 4 top products, 7 priorities

    Active Citizenship: Stakeholder engagement & impact

  • SECTION B

    HR Standards & Audits Update

  • HR Professionalism Priorities

  • National Human Capital

    Confidence Index

    Human Capital Availability What is the match of supply and demand of economically

    active people (skilled and unskilled) in the country? Where are specific under supply and over supply situations?

    Human Capital Contribution How productive is the employed population? What is the level of innovation in the country?

    Human Capital Wellbeing What health and wellbeing issues impact on the general

    productivity potential of the economically active population?

    Human Capital Wealth Creation How do different sectors of the employed population share in

    the wealth created in the country? How attractive is the country to international talent?

    Human Capital Cost, Investment and Growth What are we doing in terms of learning and development in

    the school and post-school education system? How much are we spending on whom for what in the post-

    school education system? What are we doing and how much are we spending on job

    creation efforts? What health and wellbeing interventions are having positive

    impacts on productivity?

  • HR Standards Files

    13 standards (2013) 23 standards (2014)

  • BUSINESS STRATEGY HR BUSINESS ALIGNMENT

    StrategicHRM

    TalentManagement

    HR RiskManagement

    HR ARCHITECTURE

    I

    HR VALUE & DELIVERY PLATFORM

    Work-force

    planning

    Learning&

    Deve-lopment

    Perfor-manceMana-

    gement

    Reward &

    Recogni-tion

    Em-ployee

    wellness

    Employ-mentRela-tions

    Organi-sationDeve-

    lopment

    HR Service Delivery

    HR Technology(HRIS)

    Prepare

    Imple-ment

    Review ImproveHR MEASUREMENT

    HR Audit: Standards & Metrics

    H R

    C O

    M P

    E T E N C

    I E S SABPP HR MANAGEMENT SYSTEM STANDARDS

  • BUSINESS STRATEGY HR BUSINESS ALIGNMENT

    StrategicHRM 5.0

    TalentManagement

    4.3

    HR RiskManagement

    4.1

    FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN

    HR VALUE & DELIVERY PLATFORM

    Work-force

    Planning 4.4

    Learning5.7

    Perfor-mance

    5.3

    Reward4.7

    Well-ness 5.5

    ERM5.8

    OD4.7

    HR Service Delivery

    5.6

    HR Technology(HRIS) 4.6

    Prepare

    Imple-ment

    Review ImproveMEASURING HR SUCCESS 3.8HR Audit: Standards & Metrics

    H R

    C O

    M P

    E T E N C

    I E SSELF RATINGS OVERALL AVERAGE MAY 2016

    400responses

  • So what now?

  • BUSINESS STRATEGY HR BUSINESS ALIGNMENT

    StrategicHRM 6.0

    TalentManagement

    4.8

    HR RiskManagement

    6.5

    FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN

    HR VALUE & DELIVERY PLATFORM

    Work-force

    Planning 5.8

    Learning6.5

    Perfor-mance

    6.3

    Reward6.3

    Well-ness6.6

    ERM6.6

    OD5.7

    HR Service Delivery

    5.6

    HR Technology(HRIS) 5.6

    Prepare

    Imple-ment

    Review ImproveMEASURING HR SUCCESS 4.9HR Audit: Standards & Metrics

    H R

    C O

    M P

    E T E N C

    I E SAUDIT SCORES OVERALL AVERAGE MAY 201618 audits

  • National Winner HR Audits

  • Best University in HR Standards

    Alignment

    Vaal University of Technology

  • Best Academic in HR Standards

    Alignment

    Sakkie van Greunen, UP

  • International interest

  • International HR bodies

    Tim Ekandjo, President: IPM Namibia &Marius Meyer, CEO: SABPP in Windhoek

  • 20+ Universities

  • 3 Components of a Standard Element

    How can we make it

    work in practice?

    Application

    What do we want to

    achieve?

    Objectives

    What is it?

    Definition

  • HR Standards Files

    13 standards (2013) 23 standards (2014)

  • 2015 was our first year of HR

    Audits

  • HR Standards & Audits:

    HR Standards HR Audits

    Dr Shamila Singh Annetjie MooreEmail: hrstandards@sabpp.co.za hraudit@sabpp.co.za

    Tel: (011) 045 5400

    mailto:hrstandards@sabpp.co.zamailto:hraudit@sabpp.co.za

  • Value of HR Audits

    An HR Management performance audit is future orientated

    and can identify areas for organisational improvement. HR

    Auditing crosses the boundaries between HR management

    and auditing it can be a suitable method for evaluating the

    contribution of HR activities to organisational objectives

    assessed on the basis of value for money.

    Dr Chris Andrews, HR Director: Bond University

    https://www.google.co.za/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCMuqmMnMuMcCFWZH2wodiGoISA&url=https://au.linkedin.com/in/drchrisandrews&ei=tUXWVYv8A-aO7QaI1aHABA&psig=AFQjCNHrNonoaLS4ZDmkvNEiWl36s72UKg&ust=14401923052