SABPP Chairperson @SiphiweMoyo shares the @SABPP Annual Report 2014 in Johannesburg

1.
Siphiwe Moyo
Chairperson: SABPP Board
@SABPP1

3. 2 0 1 4 H I G H L I G H T S
1. The further development, publication, launch and roll-out of phase
three of the National HRM System Model and Standard.
2. Visit by one of the world’s top HR professional bodies, the Chartered
Institute of Personnel and Development (CIPD) from the UK.
3. The development and implementation of an auditing protocol for the
implementation of the Standard and its 13 standard elements; and the
launch of the SABPP Audit Unit.
4. The development of a 360 degree assessment tool for measuring the
HR Competency Model.
5. The successful distribution of another set of HR Fact Sheets and other
research papers.
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5
ANNUAL BOARD REPORT

4. ANNUAL BOARD REPORT
2 0 1 4 H I G H L I G H T S
6. Increase visibility (television, radio, newspaper, magazines, internet,
social media and exhibitions) in support of HR Voice strategy.
7. Largest SABPP conference ever attracting 631 delegates (2nd Annual
HR Standard Roll- out).
8. Improved capacity for delivery from a staffing perspective with the
approval of the new expanded structure approved by the Board.
9. Strengthening of alliances such as IMPSA, CGF Research Institute,
HR Future, Knowledge Resources and AMIHRP.
10. Increase in learning providers accredited (63 by end of the year).
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5

5. 2013 – 2015
BOARD MEMBERS
v Siphiwe
Moyo
(Chairperson)
v Kate
Dikgale-­‐Freeman
(Vice-­‐chairperson)
v Linda
Chipunza
(Vice-­‐chairperson)
v Frank
de
Beer
v Mike
Honnet
v ChrisIne
Botha
v Sonia
Swanepoel
v Valencia
Lupondwana
v Saki
Makume
v Cookie
Govender
v Dennis
Coetzee
v Mpolai
Liau
v Yolisa
Ngxabazi
v Dean
ReIef
v Yusuf
Mahomedy
v Siphiwe
Ndwalaza
v Khosi
Matshitse
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6

6. STRATEGIC REVIEW
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9

7. STRATEGIC REVIEW - ACTIONS
Human
resource
development
Research
-­‐
info
Value
&
visibility
Open
for
alliances
InnovaIon
CPD
Excel-­‐
lence
Quality
assurance
Learning
growth
&
develop-­‐
ment
Knowledge
Self-­‐governance
Duty
to
society
Ethics
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11

8. ANNUAL FINANCIAL STATEMENTS
1. Statement of Financial Position
2. Statement of Changes in Reserves
3. Statement of Comprehensive Income
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12
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13
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14
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9. REVIEW OF FINANCIAL STATEMENTS:
YEAR ENDED 31 DECEMBER 2014
Income increased by a marginal 2% in
2014 compared to 2013, this was driven
by:
– 2,6% increase in annual renewal fees;
– 30% increase in registration income;
– 3% decrease in LQA income;
– Drop in strategic project income due to outsourcing
– Interest increased by about 400% due to cash stability;
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10. REVIEW OF FINANCIAL STATEMENTS
YEAR ENDED 31 DEC 2014
Expenditure was driven mainly by:
– Increases in commission paid to staff reflecting higher income
achieved;
– An 27,11% increase in staff employment costs as more senior
posts were filled and modest salary increase based on
performance;
– Travel and accommodation increase by more than 55%;
– Consulting fee and computer fees significantly increased.
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11. REVIEW OF FINANCIAL STATEMENTS:
YEAR ENDED 31 DEC 2014
The statement of financial position reveals
the following information:
– Accounts receivable increased by 97%.
– SABPP cash holdings have increased
considerably, reflecting the re-built reserves.
– General fund increased by 55%.
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15

12. BOARD COMMITTEES
PROFESSIONAL
REGISTRATIONS
COMMITTEE
ETHICS
COMMITTEE
MENTORING
COMMITTEE
LABOUR
MARKET
COMMITTEE
HIGHER
EDUCATION
COMMITTEE
CPD
COMMITTEE
LEARNING,
GROWTH
AND
DEVELOPMENT
INITIATIVE
QUALITY
ASSURANCE
COMMITTEE
HRRI
RISK
AND
AUDIT
COMMITTEE
IT
GOVERNANCE
COMMITTEE
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16

13. PROFESSIONAL REGISTRATIONS
COMMITTEE
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16

14. MENTORING COMMITTEE
• During 2014 the mentoring committee
concentrated on developing a structured HR
Candidate programme.
• Roll out the mentoring programme in 2015.
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15. ETHICS COMMITTEE
The committee met monthly during 2014 and
worked on the following topics:
– Updating the existing Ethics in HR Management guide
into a full book entitled Ethical Competence in HR
Management;
– Finalising the Ethics Toolkit for the website (launched
early 2014);
– Finalising the Ethical Decision Making bookmark
(launched 2014);
– Ensuring a steady stream of articles published on Ethics
in HRM.
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16. LABOUR MARKET COMMITTEE
• The committee met twice during 2014 and
endorsed the work of office on Labour
Market matters including the Employers’
Guide to internships and the Facts Sheet on
Employing First Time Job Entrants.
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18

17. CPD COMMITTEE
• New CPD Policy, based on the HR
Competency Model, was approved by the
SABPP board.
• In the meantime SABPP LQA has continued
to quality assure and approve applications
from training providers for CPD programmes
and during 2014 in total of 14 CPD
providers were approved.
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18

18. HIGHER EDUCATION COMMITTEE
• The committee meets four times a year.
• Most universities were challenged by restructuring
and recurriculation, the committee accredited 4
universities:
– North-West University (Mafikeng & Potch)
– Central University of Technology, Free State
– University of South Africa (HR & Industrial Psychology departments)
– Cape Peninsula University of Technology
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19. QUALITY ASSURANCE COMMITTEE
• Registered 19 new assessors and 13 moderators.
• Approved 19 new providers and renewed 6
providers towards learning programme approval.
• Maintained its “green status” with SAQA for NLRD
uploads of learner information.
• A total of 1061 learners were enrolled for
qualifications and skills programmes.
• Raised R1 391 342 via different initiatives ranging
from monitoring visits, in addition to the accreditation
of learning providers.
• Submitted 1 new qualification in September 2014 for
QCTO/SAQA for SABPP to quality assure i.e.
Paralegal Practice at NQF Level 5.
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20. LEARNING, GROWTH
AND DEVELOPMENT INITIATIVE
• Limited output during 2014.
• Sessions were arranged to support the L&D
components of the National HR Standards.
• Promote the L&D standards in practice.
• A clear strategy and plan needs to be
developed during 2015.
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21. IT GOVERNANCE COMMITTEE
• Systems development on the MIS in
process (to be linked to website in 2015).
• Ongoing website maintenance until new site
to be launched on 19 June 2015.
• Social media has become a way of life at
the SABPP. Significant growth in uptake
and participation.
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22. IT - SOCIAL MEDIA
1876
followers
(end
2013)
4012
followers
(end
2014)
2500
HR
Professionals
on
linked-­‐in
Well
Supported
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23. RISK AND AUDIT COMMITTEE
• The Board approved the appointment of
members of the new Risk and Audit
Committee, which commenced its work in
2014.
• Provides independent oversight over
finances, processes and risk management.
• A risk strategy to be developed in 2015.
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24. HRRI
MONTHLY FACT SHEETS
• Employing First-Time Job Market Entrants
• POPI Act
• QCTO
• Work-integrated Learning
• Recruitment – Screening of Candidates
• HR Risk Management
• Basic HR Reporting I & II
• Employee Engagement
• Sexual Harassment
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25. HRRI
RESEARCH PAPERS
• ProfitWise Research and Development - Benchmarking Training for
Small and Medium Enterprises Against International Best Practices
• Stellenbosch University – Diversity Management Competency University
of Cape Town – Training Evaluation Practices in SA organisations
• Wits Business School – Employee Turnover and Organisational
Performance
• Sheffield University, UK – Supply chain accounting and employment
practices in the automotive and textiles industries in South Africa and
Brazil.
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26. STRATEGIC PROJECTS
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1
2
3

27. YEAR 2014 IN REVIEW:
14 SUCCESSES ACHIEVED
• Development of HR Professional Practice Standards to support the overall HR System Standard;
• Continuous conference and in-house presentations on the South African National HR Standards;
• Setting up of the HR Audit unit to conduct the first audits by SABPP trained auditors;
• Further development of a South African National HR Competency Model, including a 360 degree
assessment according to levels of work; and CPD linked to the Competency Model;
• Forming several alliances with HR and other institutions to advance the HR profession;
• Submissions to government, parliament and other agencies to influence policy-making and national
developments, e.g. the education system and labour laws;
• Several articles about SABPP in leading magazines and newspapers;
• Increased visibility with television and radio appearances, as well as site visits to more than 30
companies to get closer to HR teams, and good work done by the SABPP Western Cape Committee;
• Meetings at 12 universities for student empowerment, curriculum development and accreditation;
• The LQA department achieved “green status” for upload of learner data on the National Learner
Records Database, and developed a more enabling accreditation system;
• Growth of SABPP blog (hrtoday.me) and growth of participation in SABPP social media platforms;
• SABPP approved non-credit bearing learning (just-in-time fit-for-purpose) short courses;
• Several research papers published, such as the 4th Annual Women Empowerment Research Paper in
collaboration with the University of Johannesburg, as well as the series of HR Fact Sheets;
• Capacity to deliver service increased by growing the total number of staff members to 13.
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28. FUTURE DEVELOPMENTS
• Further development of HR Professional Practice Standards in support of the National
HR Management System Standard;
• More awareness and capacity-building around the National HR Standards and HR
Competency Model, e.g. by means of workshops and publications and the development
of practical tools;
• Auditing organisations against the National HR Management System standard;
• Launch of a 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;
• Further positioning of SABPP to function as a Quality Assurance Partner for the QCTO;
• Intensified social media strategy to engage with HR professionals and other
stakeholders;
• Development of professional products and services to meet the needs of HR
professionals;
• Continuous updating HR professionals and innovating the HR profession through
knowledge created by research;
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29. FUTURE DEVELOPMENTS
• Further development of HR Competency model assessment instruments and
dissemination thereof;
• Publication of four books on HR Standards, HR Competencies, HR Risk Management
and HR Ethics.
• Launch of National HR Scorecard with standardised HR metrics for South Africa.
• Roll-out of ethics workshops to empower HR professionals with knowledge and skills to
be successful in the application of the SABPP Code of Conduct.
• Improving the capacity of the SABPP office to deliver on its mandate and to optimise
the impact of strategic projects, including strengthening provincial committee structures
and impact.
• Building a strong HR youth talent pipeline by launching student chapters at universities.
• A stronger drive to accredit all universities in South Africa, including private
universities.
• Achieving good reports during SAQA and QCTO monitoring visits for both the
professional and quality assurance chambers.
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30. C O N C L U S I O N
The SABPP 2014 Annual Report emphasises key strategic
initiatives and a stronger focus on improved impact, visibility
and governance, in addition to the roles and outputs of the
different Board committees. The strategy HR Voice will
require major focus in the continuous strategic transformation
of SABPP. Major projects are planned for 2015 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.
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31. A F I N A L N O T E
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 3rd Annual HR
Standards Conference on 17 September at
Sandton Convention Centre. We will launch the
new HR Metrics and National HR Academy.
(011) 045 5400 Website: sabpp.co.za