2. Annual Board Report
2 0 1 3 H I G H L I G H T S
1. The development, publication, launch and roll-out of the HRM
System Model and Standard.
2. The development of an auditing protocol for the implementation
of the Standard.
3. The development of the detailed breakdown and
implementation model of the HR Competency Model.
4. The successful launch and distribution of a new series of the
HR Fact Sheet and other research papers.
5. Increased visibility (television, radio, newspapers, magazines,
internet, social media, exhibitions).
6. Financial turn-around of the organisation.
p. 2
3. 2013 – 2015
Board Members
Siphiwe Moyo (Chairperson)
Kate Dikgale-Freeman (Vice-chairperson)
Linda Chipunza (Vice-chairperson)
Frank de Beer
Mike Honnet
Christine Botha
Sonia Swanepoel
Valencia Lupondwana
Saki Makume
Cookie Govender
Dennis Coetzee
Mpolai Liau
Yolisa Ngxabazi
Yusuf Mohamedy
Dean Retief
p. 2
4. Strategic Journey
2011 - 2012 2012 … 2013 …
We are changing We are delivering
We are improving and
adding value
More open, visible and
rebranding
Products, Services,
Competencies
More and improved
products/services/
standards
p. 5
5. New SABPP Model: HR Voice for
Professionals
Human resource
development
Research - info
Value &
visibility
Open for
alliances
Innovation
CPD
Excel-
lence
Quality
assurance
Learning
growth &
develop-
ment
Knowledge
Self-governance Duty to society
Ethics
p. 6
7. Review of Financial
Statements: Year ended 31
December 2013
Income increased by 58% in 2013, this was
driven by:
– 34.5% increase in annual renewal fees;
– 79.5% increase in ETQA income;
– Significant income from strategic projects.
p. 11
8. Review of Financial
Statements Year ended 31 Dec
2013
Expenditure was contained to an 10%
increase, driven by:
– Increases in commission paid to staff reflecting higher income
achieved;
– An increase in website related costs as the new website was launched;
– Lower discounts allowed to members for renewals after special
birthday discounts granted in 2012;
– An 11% increase in staff employment cost as more posts were filled for
longer during 2013 than during 2012 and modest salary increases
based on performance.
– Costs incurred during 2012 to establish new revenue streams and the
appointment of new staff.
p. 11
9. Review of Financial Statements: Year
ended 31 Dec 2013
The statement of financial position reveals the
following information:
– Tangible assets decreased in value as depreciation was
allowed on leasehold improvements and computers
purchased in 2012.
– Accounts receivable increased as some learning providers
were slow to pay, in addition to the increase in income.
– The SABPP cash holdings have increased considerably,
reflecting the re-built reserves.
– The accounts payable include R1 326 528 income received
in advance in respect of registration fees for 2014, which
reflects considerable improvement in early payments by
members attracted by discounts offered.
p. 11
13. Mentoring Committee
• The mentoring pilot programme carried out
in 2012 was formally evaluated and proved
successful.
• Roll out carried over to 2014.
p. 13
14. Ethics Committee
The committee met 8 times during 2013 and
worked on the following topics:
– Preparing an Ethics Toolkit for the website ( to
be launched early in 2014);
– Recording various presentations onto video
format to either a DVD or podcasts;
– Ensuring a steady stream of articles published
on ethics in HRM.
– The ethics workshops for HR professionals
were designed and piloted during 2013 and will
be rolled out during 2014.
p. 13
15. Labour Market Committee
• Research into employment relations
practices.
• Endorsement from Professor Barney
Jordaan, University of Stellenbosch Africa
Centre for Dispute Settlement.
p. 14
16. CPD Committee
• Total redesign of the CPD model.
• Launch a new CPD system in 2014.
• New CPD policy, model and system will be
launched.
• An excellent pool of CPD providers has
been created.
p. 14
17. Higher Education
Committee
• 3 universities accredited during 2013
– Vaal University of Technology
– University of Johannesburg
– UNISA Centre for Business Management
• Letters were sent to all universities
– 21 Universities responded positively to the
National HR Standards
• Several student chapters were launched.
p. 15
18. Quality Assurance Committee
• Registered 33 new assessors and 26 moderators
• Approved 13 new providers and renewed 2 providers towards learning
programme approval.
• Maintained its “green status” with SAQA for NLRD uploads of learner
information.
• More than 3000 learners were enrolled for qualifications and skills
programmes.
• Raised more than R1 800 000 via different initiatives ranging from
workshops, in addition to the accreditation of learning providers.
• A total of 26 site visits to learning providers were arranged.
• Launched its first annual provider awards in December to recognise
training best practices.
• Arranged a road show with SAQA and QCTO by facilitating 10
workshops at various universities throughout the country.
• Formal accreditation from QCTO as an AQP for the Occupational
Trainer qualification.
p. 15
19. Learning, Growth and
Development Initiative
• No meaningful output during 2013.
• Sessions were arranged to support the L&D
components of the National HR Standards.
• A clear strategy and plan needs to be
developed.
p. 16
20. IT Governance Committee
• Installations in mid-2013 of a Windows 8
platform and Office 365 cloud-based
processes.
• Systems development on the Management
Information System progressed during the
later part of the year.
• Website maintenance.
• Social media has become a way to life at
the SABPP.
p. 16
22. Risk and Audit Committee
• The Board approved the appointment of
members of the new Risk and Audit
Committee, which will commence its work in
2014.
p. 17
23. HRRI
FACT SHEETS
• Gaining HR qualifications
• Ethics, fraud and corruption
• National development plan
• Bargaining councils
• Employment equity
• HR competencies
• HR management standards
• Pay equity
• Coaching and mentoring
• HIV/AIDS in the workplace
RESEARCH PAPERS
• 3rd Annual Women’s
Report
• Employment Equity
• The 2013 ASTD Survey
• HR in environmental
governance (“green HR”)
• Employability of HR
graduates
p. 17
25. Year 2013 In Review:
13 Success Achieved
• Transformation of SABPP newsletter into fully-fledged magazine: “HR Voice”
• Development and launch of first South African National HR Standards;
• Further development of a SA National HR Competency Model, including a full
competency library according to levels of work;
• Forming several alliances with HR & others to advance the HR profession;
• Submissions to government to influence policy-making and national
developments,
• Articles about SABPP in leading magazines and newspapers;
• Increased visibility with TV & radio appearances, 25 site visits to companies;
• Meetings at 13 universities to build relationships in pursuit of student
empowerment, curriculum development and accreditation;
• ETQA achieved “green status” for upload of learner data on the NLRD, and
developed a more enabling accreditation system;
• Launch of SABPP blog (hrtoday.me) and growth of participation in SABPP
social media;
• Growth of SABPP student membership model;
• Several research papers published,
• Improved governance & tangible outputs from SABPP committees, including
the new Labour Market Committee to address labour market issues and
representing the HR profession in Parliament.
p. 20
26. Future Developments
• Development of HR Professional Practice Standards;
• Awareness & capacity-building around HR Standards & HR Competency Model;
• Development of HR Auditing Framework to audit against National HR Management
System standard;
• Launch of National HR Academy to formalise and expedite national HR professional
development on the HR Standards and Competencies;
• Increased visibility in the market and aggressive marketing campaign to mobilise HR
practitioners towards professionalism;
• Positioning of SABPP to function as an Assessment Quality Partner (AQP) for QCTO;
• Intensified social media strategy to engage with HR professionals and others;
• Development of professional products & services to meet needs of HR professionals;
• Continuous updating HR professionals & innovating HR profession through knowledge
created by research;
• Further development of HR Competency model assessment instruments &
dissemination thereof;
• Publication of 4 books on HR Standards, HR Competencies, HR Risk Management &
HR Ethics;
• Launch of National HR Scorecard;
• Roll-out of ethics workshops;
• Improving the capacity of the SABPP office to deliver on its mandate and to optimise
the impact of strategic projects.
p. 21
28. Conclusion
The 2013 report emphasises key strategic initiatives
and a stronger focus on improved impact, visibility
and governance. The new strategy HR Voice will
require more focus on the continuous strategic
transformation of SABPP. Major projects are
planned for 2014 and clear capacity-building and
action plans will be developed to execute the
strategy.
Thank you for your support with the HR standards.
Let us continue to build a profession we can be
proud of in years to come.
p. 22
29. A final note
Our success is your success, and we
therefore appreciate all your inputs and
comments on SABPP projects, as well as
committee work.
We hope to see you all at the 2nd Annual HR
Standards Conference on 28 August at
Sandton Convention Centre - already 246
delegates on board, making this event one of
the largest HR conferences in Africa. We will
launch the new HR Professional Practice
Standards.
