This document summarizes a presentation given by Rre Elijah Litheko, CEO of IPM, to discuss emerging trends in the HR field. Litheko discusses how the world is changing with increased connectivity, technology advances, and less ability to predict the future. HR professionals must innovate to stay competitive and collaborate to remain ahead of changes. Litheko promotes the benefits of professional recognition and membership with IPM, including credentials, career support, learning opportunities, and contributing to the profession through mentoring.

1. Breakfast Presentation by
IPM CEO Rre Elijah Litheko
29th April 2015
“ARE WE AWARE OF EMERGING TRENDS IN THE HR FIELD?”

2. • Who are these people?
• What is remarkable about them?
• What do they have in common?
★

3. Image source: timeslive.co.za Image: www.zimbio.com
Who am I?
Image source: www.theguardian.com

4. penneyspix.co.za
Who am I?
gsport.co.za
www.eji.org

5. Sporting Stars
They aim high
They know the value of working as a team
- collectively
The are on target –
they excel in what
they do

6. • Attract positive attention and energy
• Attract sponsorship
• People want to associate with them
Sporting Stars also …

7. • Do you aim high?
• Do you know the value of working as a team –
collectively – and leverage that?
• Are you on target – do you excel in what you do?
• Do you attract positive attention and energy, and
sponsorship?
• Do people want to associate with you?
• Do we need to up our game?
Are you a sporting star, HR?

8. OUR WORLD IS CHANGING!
Fewer boundaries
Free flow of
information
Rapid Tech
Advancements,
Enablers and
Distractors
Smarter Mobiles
Virtual Reality is
Reality
LESS CERTAINTY – LESS ABLE TO PREDICT THE FUTURE
More connected

9. 9
We are living in ‘The New Normal’
‘The world after midnight’
Change and complexity
Innovate to compete
Collaborate to stay ahead

10. 10
…. the world economy is undergoing
significant shifts. The global financial crisis
and ensuing developments have heightened the
role of emerging economies in the global context.
This has accelerated the major economic
transformations already underway,
which have fueled rapid growth and lifted
millions of people out of poverty.
Yet … growth has begun slowly across many emerging economies,
and advanced economies in Europe and elsewhere
continue to struggle.
Global Competitiveness Report 2013–2014

11. 11
In the current context, policymakers must avoid complacency and press
ahead with the structural reforms and critical investments required to ensure that
their countries can provide a prosperous environment and employment for their
citizens.
Particularly important will be the ability of economies to create new value-
added products, processes, and business models through innovation.
They must identify and strengthen
the transformative forces that will
drive future economic growth.

12. 12
Going forward, this means that the traditional distinction between
countries being “developed” or “developing” will become less relevant
and we will instead differentiate among countries based on whether
they are “innovation rich” or “innovation poor.”
It is therefore vital that leaders
from business, government, and civil society
work collaboratively to create enabling
environments to foster innovation and,
in particular, to create appropriate
educational systems.

13. INNOVATING HR AND YOUR IMPACT –
upping your game

14. ‘The human resources profession sits at the center of some of
the most important decisions in any business and is rapidly
expanding its influence in the workplace.
In the United States alone, economists predict double-digit growth
for human resources managers this decade, as business operations
increase in volume, complexity, and variety.
Organizations across the globe recognize the contributions of
HR as a means to elevate acceptable business practices to
exceptional business performance.’
Prof Dave Ulrich
Are you upping your game?

15. ‘We strongly believe—and, importantly, can quantify— that working in HR
today delivers outcomes that matter to many stakeholders.’
When HR professionals do their work well, good things happen to:
• Employees who have both higher work productivity and personal well-being
• Organizations that deliver on business goals and create cultures that endure
• Customers who receive products or services that matter to them
• Investors (debt or equity) who have greater confidence in future earnings
• Communities (cities, regulators, society) where citizens needs are better met
‘In a world of increased volatility, uncertainty, complexity, and ambiguity
(VUCA), HR issues matter more than ever.’
The Rise of HR Wisdom from 73 Thought Leaders
Dave Ulrich, Bill Schiemann and Libby Sartain

16. • We need a culture of collaboration to thrive in a VUCA world
and future
• The same culture is needed in organisations
• HR can champion this
• This culture can influence our communities too
• Multi-level stakeholder approach is essential
HR setting the right tone

18. 18
Structure of Professional Affiliations
Full Members
AHRC
African Human
Resource
Confederation
APFHRM
Asia Pacific
Federation of
Human Resource
Management
EAPM
European
Association for
Personnel
Management
FIDAGH
Inter-American
Federation of HR
Management
Associations
NAHRMA
North American
Human Resource
Management
Association
IPM is an affiliate of the World Federation of Personnel Management Associates
(WFPMA) through the African Human Resource Confederation (AHRC)
WFPMA

19. The Institute of People Management
19
VISION
THE Portal to thought leadership in people management
MISSION
To be the Leading and Trusted HR Professional Body of Choice
OVERARCHING STRATEGIC RESULT
Providing members with easy access to the latest information, knowledge,
expertise, training and development, systems, processes and networks in
people management to enhance the capabilities of HR Professionals in the
work environment regionally, nationally and internationally.

20. Profession Recognition
20
 There is a strong global trend towards Professional
Recognition
 The IPM is recognised as a Professional Body by the South
African Qualifications Authority (SAQA)
 This places certain requirements on the Institute …

21. 21
SAQA Recognised
Professional Bodies
• Protect interests and professional status of members.
• Adhere to good corporate governance practices.
• Represent and regulate a recognised community of expert practitioners.
• Develop, award, monitor and revoke professional designations
• Set criteria for, promote and monitor continuing professional development
(CPD) to meet the relevant professional designation requirements.
• Monitor compliance with an agreed code of conduct and/or ethics.
• Co-operate with the relevant Quality Councils in respect of qualifications and
quality assurance in its occupational field.
• Involved in the development of a body of specialised knowledge taking due
cognisance of national and international benchmarks.

22. What are the benefits of recognition for bodies?
22
 Quality mark – recognition as a ‘go to’ body
 Ensure they develop and maintain high standard of professional
competence in South Africa
 Assist with establishing appropriate qualifications, define codes of
conduct, promote research, disseminate knowledge
 Stronger links to public policy
 Stronger advocacy role for business and workers at all levels in
society
 In a better position to tackle real strategic human capital challenges
including skills development and labour relations challenges

23. Why Professional Recognition?
Worldwide trend Professional Recognition
BUT…
Do you know what the
Benefits of getting
professionally
recognised are?

24. 24
Value of Designations
CHRP is the
Professional
Designation of
the Canadian
HR Council
http://c.ymcdn.com/sites/www.chrp.ca/resource/resmgr/pdf/payscale-hrpa-value-of-
chrp.pdf

25. What does Profession Recognition mean for me
as an individual?
25
 Showcase your credentials and raise
your profile with a “Badge of
competence”
 Enhance your career through the
support provided by your
Professional Body and its networks
 Demonstrate your commitment to
the profession and your own
continuing professional
development

26. Professional Designations
26
IPM'S HUMAN RESOURCES PROFESSIONAL CAREER LEVELS
Level Non-designated Entry Mid Senior and Executive Executive
Designations
Affiliate
Member
Student
Member
Associate
Member
(IPMAss)
Senior
Associate
Member
(IPMSAss)
Professional
Member
(IPMP)
Senior
Professional
Member
(IPMSP)
Executive
Professional
Member
(IPMEP)
A Fellow
(IPMF)
Qualification Any Qual HR Qual
3 Year
SAQA
Diploma
Diploma /
Degree
Degree /
Honours
Honours /
Masters
Masters Masters / Phd
Years of
Experience
Affiliation
only
0 2 years 3-5 years 5 - 8 years 8 - 12 years 12+ years
Need Executive
Professional
Accreditation for at
least 3 years before
applying for Fellow
or Requisite Experience for RPL as proven by certified Portfolio of Evidence

27. Professional Membership
• IPM members must adhere to the Professional Code of
Conduct and follow the guidelines of the IPM Continuing
Professional Development Policy.
• Membership is a recognition of professionalism in HR.
• Join us on this journey now to leverage full benefits!

28. Competency Framework
• Our Competency Framework is based on the global
leading framework developing by Prof Dave Ulrich
• We have contextualised it for application within our
local context.
28

29. Why?
What role does
HR play in
creating value
currently?
What?
How do I
currently deliver?
How?
Learning and
Development
options to
build capability
Delivered?
How do others
perceive my
delivery?

30. Strategic Partners
Taking into account the business environment in which we
operate, IPM has partnered with Strategic Providers to
offer solutions to:
– Lead HR with confidence
– Deliver on HR and the Business Mandate
– Empower Employees through the right mix of
training, development opportunities, mentoring etc…
– Develop organisational capacity to manage change
– Enhance our HR operating models and capabilities.

31. IPM Offerings
Convention,
courses,
programmes
Membership
Services and
Branches
People
Dynamics,
Website and
Journals
IPM Excellence
and Branch
Awards
Mentoring
Programme
Research with
global partners
International
Certification
Programmes

32. Philanthropy
• There are many ways to build a spirit of
collaboration that brings value and results
• IPM operates numerous voluntary Committees
• IPM offers an opportunity to be a mentor in our
IPM Mentoring programme

33. IPM Mentoring Programme
The IPM mentoring programme will facilitate and
support effective mentoring relationships between
experienced HR leaders and aspiring practitioners.
The IPM mentoring programme will also help to
practically address critical skills gaps and talent
shortages in the South African business community
through building the talent pipeline for HR and HR
Leadership.
Give back - Join us!

34. Email: elitheko@ipm.co.za
http://za.linkedin.com/in/
@IPM4People
http://pinterest.com/instituteofpeoplemanagement/
Thank you