Slides by Marius Meyer, CEO #SABPP at Global HR Professional event in Joburg @SHRM @EmergenceGrowth @IMP4PEOPLE @APSOZA @SAPayroll

1. 31 October 2014
Marius Meyer
@SABPP1

2. Maslow’s needs in 2014

3. Why a national HR Standard?
•We need to improve the quality of HR practice.
•HR will not be seen as a true profession without standards.
•Inconsistencies –practices, sites, business units, companies, industries.
•Too many bad examples of things going wrong –Marikana, Medupi.
•Raising the bar for the HR profession and business impact.

4. The role of HR …

5. Types of standards
•Unit standards / Curriculum standards
•Service delivery standards
•Competence standards
•Metrics/benchmarking standards
•Professional practice standards
•Business/industry/process/system standards -ISO

6. Global approaches to standards
•Production and safety lead –ISO standards
•Professional standards –accounting
•Top global companies –their own standards
•Canada –HR Standards & Metrics
•USA -SHRM
•UK –Human Capital Standard (BSI/CIPD)
•ISO HR project started
•South African National HR Standards
•HR Standards in Namibia, Zambia etc.

7. The reality is …

8. It all started on 21 May 2013 with 13 Standard facilitators

9. 468 HR Leaders developing HR Standards for South Africa

10. HR Standards Facilitators
Kate Dikgale-Freeman Michael Robbins Linda Chipunza

11. BUSINESS STRATEGY –HR BUSINESS ALIGNMENT
Strategic
HRM
Talent
Management
HR Risk
Management
HR ARCHITECTURE
I
HR VALUE &
DELIVERY PLATFORM
Work- force
planning
Learning
&
Deve- lopment
Perfor- mance
Mana- gement
Reward &
Recogni- tion
Em- ployeewellness
Employ- mentRela- tions
Organi- sation
Deve- lopment
HR Service Delivery
HR Technology
(HRIS)
Prepare
Imple-
ment
Review
Improve
HR MEASUREMENT
HR Audit: Standards & Metrics
H R C O M P E T E N C I E S
© SABPP HR MANAGEMENT SYSTEM STANDARD MODEL

12. HR Standards Files
13 standards (2013)
19 standards (2014)

13. HR Standards Supporters

14. Market comments
“This is the best human resource project undertaken so far. It will set the national labour standards for companies.”
Thomas Ncongwaneof MsukaligwaMunicipality, Mpumalanga
“This is the biggest HR milestone in my 33 years of experience in HR.”
Bruno Bruniquel, HR Consultant

15. Market comment
“The new HR Standards marks a step in the right direction for the HR industry and will go a long way in putting HR on the strategic map and ensuring consistency and quality control.”
Natalie Hardie, HR Advisor: Anglo American

16. 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

17. HR Standards Presentations

18. Business chamber support

19. HR Standards Case Studies

20. Professional forum support

21. International HR bodies
Tim Ekandjo, President: IPM Namibia &
Marius Meyer, CEO: SABPP in Windhoek

22. Support from consulting firms

23. 20+ Universities

24. HR Standards Publications
5 textbooks, 37 magazine articles, 8 newspaper articles

25. International interest

26. STANDARD ELEMENT #1
STRATEGIC HR MANAGEMENT
❶

27. STRATEGIC HR MANAGEMENT STANDARD
DEFINITION
Strategic HR Management is a systematicapproach to developing and implementing long-term HRM strategies, policies and plans that enable the organisation to achieve its objectives.
SABPP (2013)

28. 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

29. Strategic HR: It is all about alignment

30. STANDARD ELEMENT 5
LEARNING AND DEVELOPMENT
❺

31. LEARNING & DEVELOPMENT
DEFINITION
Learning and development is the practice of providing occupationally directed and other learning activities that enable and enhance the knowledge, practical skills and work place experience and behaviour of individuals and teams based on current and future occupational requirements for optimal organisational performance and sustainability.
SABPP (2013)

32. LEARNING AND DEVELOPMENT PROCESS
Integrated L&D approach & programmes
Structure & capability of L&D resources
MONITOR & EVALUATE
Business strategy & plans
External trends
Knowledge management
Skills develop- mentlegislation
Current compet- encies

33. L&D is key

34. 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
Integrated
Reporting
HR Competencies

35. HR Audit -Certification

36. The need for consistency and quality

37. Conclusion
HR standards are needed to improve the consistency and quality of HR management. We thank all HR professionals for your interest and support.
Best wishes with the application of the HR Standards at your company.
marius@sabpp.co.za
@SABPP1 or @MariusSABPP