HR STRATEGY: SETTING HR STANDARDS TO BUILD EFFECTIVE & EFFICIENT WORLD-CLASS AFRICAN CITIES Marius Meyer, CEO: SABPP 30 November 2015 @mariusSABPP @SABPP1
HR STRATEGY:
SETTING HR STANDARDS TO BUILD EFFECTIVE &
EFFICIENT WORLD-CLASS AFRICAN CITIES
Marius Meyer, CEO: SABPP
30 November 2015
@mariusSABPP@SABPP1
Background
• The future of African cities depends on its people – human
capital is key;
• Good service delivery & Africa 2063 Vision will not be
achieved if we don’t have good HR in place;
• We have pockets of excellence throughout the African
continent, but this should become the norm, not the
exception;
• Clear value-adding HR strategies are needed;
• HR standards and audits can raise the bar for HR;
• Africa leading the world with professionalising HR:
Zambia, Kenya, Nigeria, Zimbabwe, South Africa …
5 Milestones in South Africa
1. National HR Competency Model (2012)
2. National HR Standards (2013)
3. HR Audit Framework (2014)
4. HR Metrics – Human Capital (2015)
5. HR as Commissioners of Oaths (2015)
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
Professionalisation of HR
HR team of Ingquza Hill registered as HR Professionals with
SABPP in accordance with NQF Act – professionalism in
action
What are standards really?
• A level of acceptable quality
• Good enough in terms of professionalism
• What is good or normal or usual
• A guideline for practice
• A foundation for reasonable expectations
and sound judgement
• A basis for measurement (M&E)
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
StrategicHRM
TalentManagement
HR RiskManagement
FUNCTIONAL & CROSS-FUNCTIONAL 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 MEASUREMENTHR Audit: Standards & Metrics
H R
C O
M P
E T E N C
I E S© SABPP HR MANAGEMENT SYSTEM STANDARD MODEL
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
StrategicHRM 4.5
TalentManagement
4.1
HR RiskManagement
4.1
FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN
HR VALUE & DELIVERY PLATFORM
Work-force
Planning 4.4
Learning5.8
Perfor-mance
5.0
Reward4.3
Well-ness 5.2
ERM5.7
OD4.7
HR Service Delivery
5.9
HR Technology(HRIS) 5.1
Prepare
Imple-ment
Review ImproveMEASURING HR SUCCESS 4.2HR Audit: Standards & Metrics
H R
C O
M P
E T E N C
I E SSELF RATINGS – OVERALL AVERAGE
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
StrategicHRM 6.1
TalentManagement
4.3
HR RiskManagement
6.8
FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN
HR VALUE & DELIVERY PLATFORM
Work-force
Planning 6.3
Learning6.2
Perfor-mance
6.1
Reward6.9
Well-ness 5.9
ERM6.5
OD5.6
HR Service Delivery
5.4
HR Technology(HRIS) 5.1
Prepare
Imple-ment
Review ImproveMEASURING HR SUCCESS 4.3HR Audit: Standards & Metrics
H R
C O
M P
E T E N C
I E SAUDITED RATINGS – OVERALL AVERAGE
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
StrategicHRM
4
TalentManagement
2
HR RiskManagement
9
FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN
HR VALUE & DELIVERY PLATFORM
Work-force
Planning 4
Learning & Deve-lopment
7
Perfor-mance
2
Reward5
Well-ness
8
ERM7
OD4
HR Service Delivery
7
HR Technology(HRIS) 7
Prepare
Imple-ment
Review ImproveMEASURING HR SUCCESS 3HR Audit: Standards & Metrics
H R
C O
M P
E T E N C
I E SLOCAL MUNICIPALITY SELF-ASSESSMENT
HR Professional Practice Standards• Absenteeism management
• Career management
• Coaching & mentoring
• Collective bargaining
• Disciplinary procedure
• Dispute resolution
• Diversity management
• Grievance procedure
• Leadership development
• Learning design
• Learning evaluation
• Learning needs analysis
• On-boarding
• Organisation design
• Performance appraisals
• Recruitment
• Remuneration benchmarking
• Selection
• Succession planning
1. Strategic HRM
2. Talent Management
3. HR Risk Management
4. Workforce Planning
5. Learning & Development
6. Performance Management
7. Reward & Recognition
8. Employee Wellness
9. Employment Relations Management
10. Organisation Development
11. HR Service Delivery
12. HR Technology
13. HR Measurement
• Strategy & Strategic HR Planning
• Talent Management
• HR Assurance
• Sourcing and placing
• Capacity Building
• Performance Management
• Remuneration & Reward
• HR Assurance & Wellness
• Employee Relations Management
• Organisation Culture Development
• HR Administration, Reporting
• HRIMS
• People Management Benchmarking
Market comments
“This is the best human resource project
undertaken so far. It will set the national
labour standards for companies.”
Thomas Ncongwane
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
STRATEGIC HR
MANAGEMENT STANDARDDEFINITION
Strategic HR Management is a systematic
approach to developing and implementing
long-term HRM strategies, policies and plans
that enable the organisation to achieve its
objectives.
SABPP (2013)❶
STRATEGIC HRM PROCESS
Framework of HR policies & programmes
Environmental scan (PESTL)
HR structure, service model and capability
development
People strategy
HR strategic agenda
Organisation’s strategic intent
HR strategic agenda
HR business
plan
People strategy
Allocate roles & responsibilities
(line/HR/support functions)
MONITOR & EVALUATE
What the Auditors are looking for?
Positive trend in
results?
Sustainable?
Targets met?
External benchmarks?
Approach vs results?
Quality of
results
Across whole
organisation?
Up and down the
organisation?
Extent of
application
Sound?
Systematic?
Integrated?
Reviewed & updated?
Quality
approach
Guidelines for Strategic HR
• Mayors, City Managers & HR to collaborate
on creating sound HR strategies;
• Develop HR Standards for your country
and/or local government;
• Align HR strategy and practices to HR
Standards;
• Get HR functions audited against standards;
• Continuous improvement of HR.
Conclusion
Formal HR Standards have changed the face
of people management in South Africa. The
HR Standards usher in a new period of
institutionalising people management as a
best practice for sound HR professionalism in
local government. Let us build great African
cities by positioning HR strategically and by
raising the standard of HR practice.
We set HR standards!
[email protected] or [email protected]
(Professional Registration)
[email protected] (CEO office)
[email protected] (CEO & Strategy inputs)
[email protected] (COO)
[email protected] (HR Audits)
[email protected] (Research)
[email protected] (Learning & Quality)
[email protected] (Events & HR Standards files)
Website: www.sabpp.co.za Blog: hrtoday.me
Office: 8 Sherborne Str, Parktown
Tel: +27 11 045-5400 Fax: +27 11 482-4830