The future of HR: Are we heading for junk status or the promised land?

Presented by

Marius Meyer, CEO

@SABPP1 @sabpp_1

The Future of HR: Are we Heading for

Junk Status or the Promised land?

LIFE IS ABOUT RISKS – THE HUMAN LIFE CYCLE

FIRST 20 YEARS

1 – 18 years

19 – 21 years

MIDDLE 40 YEARS

Death

Before birth

LAST 20 - 40 YEARS

0 – 2 years

Retirement

HR Junk Status?

Your presentation here

The Promised Land?

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What is HR Junk status?

• Positive or negative outlook?

• Competence levels?

• Quality of service?

• Budget cuts?

• How would the rating agencies

score us?

• Competitiveness of labour

market?

• Worth investing in HR?

Examples of HR junk

• Poor HR service

• Little alignment to business

• Dissatisfied line management and staff

• Perceptions of limited value

• Inconsistency in practice

• Incompetence

• A lack of HR governance

• Unprofessional HR conduct

• Socio-economic failure - inequality

Quality of people practices?

HR Professionalism is key

HR Standards – The Promised land?

HR standards as the gateway to

the promised land?

HR self-rating – junk?

Your presentation here

What now?

HR Audits – The Promised land?

Promising signs

• 1st country in world with National HR

Standards

• 1st country in world with HR Audits

• 3rd profession with scenarios

planning for 2030 (Labour market

scenarios)

• Top 5 countries in HR Risk

Management

• 7th profession accepted by SAQA

• Top 5 countries in HR governance

HR-line interface

Key questions

• Do we operate at the right professional level?• Do we have the right competencies and skills?• Do we deliver junk or excellence?• Do we meet national and international

standards?• Do we add value to our organisations?• If your job is outsourced today, will it make a

difference to the organisation?• Why are we scared to be audited?• Do we manage our HR risks & opportunities?

Managing HR risks

How can HR get to the

promised land?

• Strategic mind-set and actions

delivering business value

• Convert relationships to rand values

• HR and organisational capability

• Build HR talent first

• Meet and exceed National HR

standards and do audits

• Clear HR service delivery model

• HR measurement – big data

• HR governance & assurance (King IV)

• Get basics right – keep HR promises

Conclusion

Whether we deserve junk status or the promised land

depends on ourselves.

We can play victim or we can claim victory.

We can step up or stay down.

We can enter the promised land as high level HR

professionals delivering value to our organisation and all its

stakeholders.

Let us march forward to the promised land and claim victory,

while ensuring that we really deserve it with high quality

value-adding HR services.