3. “Human capital is hard to measure. Any
individual measure can only tell us so much.
For a fuller picture we need to combine a
number of different indicators, but even then
we need to understand the limitations of our
understanding.”
Organisation for Economic Cooperation and Development
8. National HR Academy
• High-powered Project Team
– Penny Abbott, Alan Hosking, Terry Meyer, Dean
Retief, Emma van der Merwe, Naren Vassan,
Shirley Zinn
• Providing delivery on the National HR
Competency Model
9. DRAFT GOVERNANCE STRUCTURE
CEO:
SABPP
SABPP Board
Course
developers
QA Services to be
provided by
existing LQA
function
Administration
& marketing
support
HR Academy
Council
(Board
Committee)
HR
ACADEMY
HEAD
Lecturers,
tutors,
coaches
and
mentors
Functions:
• Drive strategy
• Ensure capacity
• Overview finances
• Overview results
• Stimulate
continuous
improvement
Other existing office
functions will contribute on
a matrix structure eg
Stakeholder Relations,
Research, Professional
Services
11. First steps
• Research and put in place multi-modal,
multi-media learning for experiential, action
learning
• Start to build up content translating HR
Competency Model into practical learning
outcomes, concentrating first on
– Employment relations / legal knowledge
– Business knowledge & understanding
15. Pretoria : Louise Janse van Rensburg,
Judith Louw, Adele Thomas, Charmaine
Julie, Frank de Beer
ETHICS TRAIN THE
TRAINER WORKSHOPS
MAY 2014
Johannesburg: Leanne Maree, Madel Greef, Carol Hardijzer
16. Thank you.
Safe journey home.
See you next year @ 3rd
Annual HR Standards
Conference
17 September 2015
twitter @SABPP1
hrtoday.me
Editor's Notes
We have identified 4 milestones for the coming period. 1. Still a long way to go to get the awareness throughout the HR community and executives/line managers. 2. The Audit Unit, as you have heard, is open for business and awaiting their clients. The 3rd milestone is the HR Metrics project, which I will elaborate on a little now.
HR Metrics has proven a hard nut to crack.
This is our approach to the issue. Refer to flip over in front of you. HRM Standard Element # 13 – emphasises the two streams of HR measurement – Metrics for People Management in the Organisation and Metrics for HR Effectiveness / Efficiency. The HR Scorecard project will therefore work in two streams. To deal with the left hand stream first - the project is looking at creating a National Human Capital Scorecard
This model is based on the Balanced Scorecard approach and has 5 elements. Starting from the top left, what is the availability now of the right sort of human capital. Moving across to the right – how much are we investing and how successful are we in growing our stock of human capital. Moving down to the lower right-hand side, how is our human capital contributing to our economy and quality of life as a nation – we think here of productivity, research, innovation. Moving back to the lower left-hand side, we look at the state of well-being of our human capital – how capable is it of contributing and how motivated is it to contribute. In the centre of the model we look at how is the wealth that human capital creates shared among all the people – how fair or equitable is the sharing of wealth.
Metrics identified for each of these areas will combine a) data collected through statutory, government and independent policy research channels with b) data collected from organisations across all sectors of the South African economy through benchmarking surveys. Therefore there will be a form of index with the possibility to drill down for further analysis. As current examples, we are working with UNISA on a national employee engagement benchmarking study, and we are working with Wits Business School on a national labour turnover study. We will build this up slowly. The HR Metrics project team will meet over the next couple of months to flesh out the proposal and produce a project plan.
The 4th milestone in the HR Standards journey is the National HR Academy project. This is also in the early stages, and we will share a few early thoughts with you here.
At present, we have this high–powered project team, which has met once to begin to describe the desired state. The central idea is that the National HR Academy will be the means by which the National HR Competency Model is applied to raise the standard of HR delivery.
As with the Audit Unit, the Academy will be housed within the SABPP, with a governance structure of a Council and an execution function through the HR Academy Head.
The National HR Academy will not be a loose and unconnected set of workshops with no follow up. The Academy is aimed at providing development to HR practitioners who are already somewhere on their career ladder, working in HR. The Academy, represented in the circle here, must be founded a good understanding of HR Standards implementation and a sound HR structure. Thereafter, the Academy will work together with the employer, and provide the development necessary to produce a competent HR practitioner. The navigation through the Academy will depend on the individual development plan, which is based on a pre-entry competence assessment. A coach will provide support throughout. There will be a final summative assessment.
We want to make sure that learning in the Academy is based on best practice, so there will be an initial phase of research into professional development methods. Then will be make a slow start building up content starting with what seem to be high priority areas, being Employment Relations and Business Knowledge. The launch date is not yet decided, but this is an exciting project so watch this space.
All of our good work on HR Standards must have a solid foundation of good HR Ethics. We are taking the opportunity today to highlight the SABPP’s Ethics Committee and some of its ambitious plans to spread the word and good ethical practice. Here we have our new banner for the Ethics Committee [TURN BANNER AROUND TO FACE AUDIENCE].
The Committee has been very active and has quite a few resources to help you. Please go through the brochure in your SABPP folders and make use of these: the help line, the website toolkit, and two new projects which I will talk about briefly.
We published a Guide – Ethics in HR Management – in 2011 and a project to compile and publish the next generation product is well under way. A completely new book will be published in November and we are planning a launch with a really exciting keynote speaker – all will be revealed later.
The workshops have been developed and facilitators trained all over the country. Attendance at one of these workshops will be a compulsory element of the new SABPP Continuing Professional Development policy. Dates and venues will be announced shortly, and we encourage you to enrol yourself and your whole team. The workshops are very interactive and practical.
Then finally, the Committee is hoping to run an Ethics Conference next year. This project has not yet been scoped, and we will publish further details as the project develops.
Just two photos of the first two groups of facilitators to be trained in Johannesburg and Pretoria. We also have groups trained in Cape Town, PE and Durban, and plan to train more in Bloemfontein and Limpopo later.
