Sabpp cenled 26 may 2014

26 May 2014, CENLED

Marius Meyer

@SABPP1

Hope you are enjoying your

conference!

History of SABPP

• Formed in 1982.

• Registered HR Professionals and accredited

universities on HR curriculum.

• First Competency Model in 1990.

• Became an ETQA in 2002.

• Second Competency Model in 2012.

• First set of HR Standards in 2013.

• Busy with setting HR Metrics in 2014.

The HR Mandate …

New SABPP Model: HR Voice for

Professionals

Human resource development

Research - info

Value & visibility

Open for alliances

Innovation

CPD

Excel-lence

Qualityassurance

Learning growth & develop-

ment

Knowledge

Self-governance Duty to society

Ethics

Professional body criteria

1. Legally constituted – resources & charter

2. Protect public interest – services

3. Professional designations

4. Submit list of members to SAQA – NLRD

5. CPD

6. Code of Conduct

SABPP Professional Values

RESPONSIBILITY

I

RESPECT

INTEGRITY

COMPETENCE

SABPP VALUE PROPOSITION:

Products/Services to advance HR professionRECOGNITION =

PROFESSIONAL STATUSRESOURCES =

PRODUCTS/SERVICESRESEARCH =

INFORMATION

• Professional registration• NLRD Upload (SAQA)• RPL• Awards• Advocacy• HR Assessors/Moderators

registration• Accreditation of providers• University accreditation

• HR Competency Model• Social media discussions• Knowledge Centre• Booklets/DVDs• Guides/toolkits• Charts/posters• Fact sheets• One-stop info• Updates (laws, trends)• Ethics help-line• Newsletters• Website• HR Internships/jobs• HR policies• Mentoring• Workshops/seminars• Access to alliances• Event/product discounts• CPD• Students

• Research papers• Position papers• Books• Articles• Cases• Benchmarking• Magazines• Labour market

information

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

Committees

Professio-nal

Regis-tration

CPD

Risk & AuditIT Gover-

nance

Labour market

Mentoring

ETQA LGDI Ethics Disciplinary

HRRIHigher

Education

The SABPP Journey

Formation & growth

Stabilisation & maintenance

ETQA growthHR Voice

Professional & AQP growth

Numbers -growth

Universities accreditation

Provideraccreditation

Numbers –growth/staff

HR Profession Bill

No growthProfessionals

neglected

Financialpeformance

Decade 1:1982 - 1990

Decade 2:1990 – 2000

Decade 3:2000 – 2010

Decade 4:2011 – 2020

TIME

PH

ASE

GO

OD

BA

D

Strategic Transformation

2011 - 2012 2012 … 2013 …

We are changing We are deliveringWe are improving and

adding value

More open, visible and rebranding

Products, Services, Competencies

More and improved products/services/

standards

HR COMPETENCY HOUSE

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

Why standards ?

The chair that you're sitting on, or the desk your computer is perched on, are held together by bolts and screws.

Humble bolts and screws also hold together our children's bicycles - and also the aircraft we trust our lives to during business trips or holiday travel.

The diversity of screw threads used to represent big problems for industry, particularly in maintenance, as lost or damaged nuts and bolts could not easily be replaced. A global solution is supplied in the ISO standards for metric screw threads.

The credit card you may have used to buy your holiday can be used worldwide because all its basic features are based on ISO standards.

We are so familiar with many objects, like credit or telephone cards, that we tend to assume they just "fell out of the sky". In fact, the ease with which we can use them can be traced back to an ISO standard.

Today standard users account for 78% of the FTSE 100, 53% of the Nikkei, and 44% of both the Fortune 500 and Hang Seng listed companies.

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

468 HR Leaders developing

HR Standards for South Africa

HR Standards Facilitators

Kate Dikgale-Freeman Michael Robbins Linda Chipunza

HR Standards Pioneers

BUSINESS STRATEGY – HR BUSINESS ALIGNMENT

StrategicHRM

TalentManagement

HR RiskManagement

HR ARCHITECTURE

HR VALUE & DELIVERY PLATFORM

Work-force

planningLearning

Perfor-mance

RewardWell-ness

ERM OD

HR Service Delivery

HR Technology(HRIS)

Prepare

Imple-ment

Review ImproveHR MEASUREMENTHR Audit: Standards & Metrics

H R

C O

M P

E T E N C

I E SSABPP HRM SYSTEM STANDARDS MODEL

Risk / Readiness Profile

Lessons Learned

• Start with a clear value proposition

• Focus on services first – impress your

market with a delivery model

• Have a clear strategy linked to purpose

• Build capacity to deliver

• Form alliances to leverage impact

• Control costs where possible

• Social media is key

• Get publicity

SociSABPP Social Media Strategymedia strategy

e❸

engage for

empowerment towards

excellence

Connecting HR professionals in professional social media

networks

Contact us on voice@sabpp.co.za

SABPP BLOG

For regular updates join our special

HR Standards Blog:

www.hrtoday.me

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

Local economic development:

It is all about alignment

Conclusion

Building a professional body requires time,

effort and resources. A clear value proposition

is key.

Best wishes with your important journey!

If you need more information, contact us on executiveoffice@sabpp.co.za

FOLLOW US ON :

@sabpp1

@mariussabpp

#hrstandards

We set HR standards!

professional@sabpp.co.za (Professional Registration)

kenneth@sabpp.co.za (Stakeholder Relations)

penny@sabpp.co.za (Research)

naren@sabpp.co.za (Learning & Quality)

marius@sabpp.co.za (Strategy inputs)

voice@sabpp.co.za (Social media)

Website: www.sabpp.co.za Blog: hrtoday.me

Office: 8 Sherborne Str, Parktown, South Africa

Tel: +27 11 482-8595 Fax: +27 482-4830

Cel: 082 859 3593 (Marius Meyer)