The document discusses the South African Board for People Practices' (SABPP) work to establish HR standards and competencies in South Africa. It thanks over 2000 HR professionals for their support and involvement in developing 13 HR management system standards and additional HR professional practice standards. It provides an overview of the various standards elements, such as strategic HR management, talent management, and HR risk management. The standards are meant to align HR practices with business strategy and national HR governance strategies.

1. 23 September 2014
Marius Meyer
@SABPP1

2. Thank you for your support
I want to thank the 2000+ HR professionals
for engaging with us on this exciting project
over the last year.
Thank you to the hundreds of HR
professionals who joined our HR professional
community in accordance with the NQF Act,
Act nr 67 of 2008. Those who still need to join,
please do so by sending an email to
professional@sabpp.co.za

3. SABPP BLOG
For regular updates join our special
HR Standards Blog:
www.hrtoday.me

4. SOUTH AFRICAN HR COMPETENCY MODEL
STRATEGY
TALENT
MANAGEMENT
HR GOVERNANCE, RISK,
COMPLIANCE
ANALYTICS & MEASUREMENT
HR SERVICE DELIVERY
5 HR
CAPABILITIES
LEADERSHIP & PERSONAL CREDIBILITY
ORGANISATIONAL CAPABILITY
SOLUTION CREATION & IMPLEMENTATION
INTERPERSONAL & COMMUNICATION
CITIZENSHIP FOR FUTURE: INNOVATION, TECHNOLOGY, SUSTAINABILITY
CORE
COMPETENCIES
HR & BUSINESS KNOWLEDGE
DUTY TO SOCIETY
ETHICS
PROFESSIONALISM
4
PILLARS

5. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
❶ Strategic
HRM
❷ Talent
Management
❸ HR Risk
Management
HR ARCHITECTURE
HR VALUE &
DELIVERY PLATFORM
❹
Work-force
planning
❺
Learning
❻
Perfor-mance
❼
Reward
❽
Well-ness
❾
ERM
❿
OD
⓫ HR Service
Delivery
⓬
HR Technology
(HRIS)
Prepare
Imple-ment
Review Improve ⓭ HR MEASUREMENT
HR Audit: Standards & Metrics
H R C O M P E T E N C I E S
© SABPP HRM SYSTEM STANDARDS MODEL

6. HR Standards Journey
Phase 1:
HR MANAGEMENT
SYSTEM STANDARD
(21 May 2013)
Phase 2:
HR MANAGEMENT
SYSTEM APPLICATION
STANDARD
(20-21 Aug 2013)
Phase 3:
HR PROFESSIONAL
PRACTICE STANDARDS
(14 May 2014)
“WHAT” STANDARD
What are the elements
of the HR system?
13 elements:
Definition
Objectives
Implementation
(High level)
“HOW TO” STANDARD
How can we apply the
HR System standard?
How to apply the 13
standard elements
“WHAT” AND “HOW” OF
SPECIFIC PROFESSIONAL
PRACTICE STANDARDS
• Succession Planning
• Employment Equity
• Career Development
• Engagement
• Learning culture
• Change management
• Organisation design

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

8. STANDARD ELEMENT #1
STRATEGIC HR MANAGEMENT
❶

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

10. STRATEGIC HRM PROCESS
Environmental
scan (PESTL)
Framework of
HR policies &
programmes
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

11. STANDARD ELEMENT 2
TALENT MANAGEMENT
❷

12. TALENT MANAGEMENT
STANDARD
DEFINITION
Talent Management is the proactive design
and implementation of an integrated talent-driven
organisational strategy directed to
attracting, deploying, developing, retaining
and optimising the appropriate talent
requirements as identified in the workforce
plan to ensure a sustainable organisation.
SABPP (2013)

14. STANDARD ELEMENT 3
HR RISK MANAGEMENT
❸

15. HR RISK MANAGEMENT
STANDARD
DEFINITION
HR Risk Management is a systematic
approach of identifying and addressing people
risks (uncertainties and opportunities) that can
either have a positive or negative effect on the
realisation of the objectives of an
organisation.

16. HR RISK MANAGEMENT PROCESS
Identify and
evaluate impact of
HR risks
Assessment of
risk tolerance
for each risk
HR practices,
programmes, metrics to
manage risks
HR Risk Map
HR Risk
Register
Organisation’s risk
management
structures and
processes
HR Risk
Register
HR Risk
Management
Plan
HR Risk Map
MONITOR &
EVALUATE

17. Conclusion
The HR Risk Management
standard element will help HR
Professionals to position
themselves to mitigate people
risks in organisations.

18. STANDARD ELEMENT 4
WORKFORCE PLANNING
❹

19. WORKFORCE PLANNING
DEFINITION
Workforce Planning is the systematic identification
and analysis of organisational workforce needs
culminating in a workforce plan to ensure
sustainable organisational capability in pursuit of the
achievement of its strategic and operational
objectives. The workforce plan will set out the
actions necessary to have the right people in the
right place at the right time.

20. WORFORCE PLANNING PROCESS
Future workforce
forecasts - costed
scenarios
GAP ANALYSIS
PLANS TO CLOSE
GAPS
Present
workforce
MONITOR &
EVALUATE
Business
strategy
& plans
Internal &
external
trends
COMPARE
Workforce
scheduling
Recruitment,
assessment and
selection

21. STANDARD ELEMENT 5
LEARNING AND DEVELOPMENT
❺

22. 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)

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

24. STANDARD ELEMENT 6
PERFORMANCE MANAGEMENT
❻

25. PERFORMANCE MANAGEMENT
DEFINITION
Performance management is a planned
process of directing, developing,
supporting, aligning and improving
individual and team performance in
enabling the sustained achievement of
organisational objectives.
SABPP (2013)

26. PERFORMANCE MANAGEMENT
SYSTEM
PM capability of
line, employees and
HR
MONITOR & EVALUATE
Business
strategy &
plans
Performance
expectations
Performance
measurement &
feedback
PM policy and
procedure
Consistency
Leadership
Performance
development
ENABLERS

27. STANDARD ELEMENT 7
REWARD AND RECOGNITION
❼

28. REWARD & RECOGNITION
DEFINITION
Reward is a strategy and system that enables organisations
to offer fair and appropriate levels of pay and benefits in
recognition for their contribution to the achievement of agreed
deliverables in line with organisational objectives and values.
Recognition is a related strategy and system that seeks to
reward employees for other achievements through
mechanisms outside the pay and benefits structure.
SABPP (2013)

29. REWARD AND RECOGNITION
SYSTEM
Communication and
training
BENCHMARK,
MONITOR &
EVALUATE
Business
objectives
and culture
Legal and
governance
requirements
RRM policies and
procedures
Other HR
processes eg
performance
management
REWARD AND
RECOGNITION
STRATEGY
Individuals’
needs and
wants
Market trends
– sector,
national,
international
Talent
Management
strategy
Employee
consultation/
negotiation
REWARD AND
RECOGNITION
STRATEGY

30. STANDARD ELEMENT 8
EMPLOYEE WELLNESS
❽

31. EMPLOYEE WELLNESS
DEFINITION
Employee wellness is a strategy to ensure that a
safe and healthy work and social environment is
created and maintained, together with individual
wellness commitment that enables employees to
perform optimally while meeting all health and safety
legislative requirements and other relevant wellness
good practices in support of the achievement of
organisational objectives.
SABPP (2013)

32. EMPLOYEE WELLNESS SYSTEM
EMPLOYEES ORGANISATION
Communi-cation
and training
MONITOR &
EVALUATE
Employee
awareness
WELLNESS
STRATEGY
Wellness policies
and procedures
Other HR
processes eg
performance
management
Legal and
governance
requirements
Wellness risk
assessments
Employee self-responsibility
Employee
consultation
Employee
health
services
Wellness
analytics
Cost
manage-ment

33. STANDARD ELEMENT 9
EMPLOYMENT RELATIONS MANAGEMENT
❾

34. EMPLOYMENT RELATIONS
MANAGEMENT
DEFINITION
Employment relations is the management of
individual and collective relationships in an
organisation through the implementation of
good practices that enable the achievement of
organisational objectives compliant with the
legislative framework and appropriate to
socio-economic conditions.
SABPP (2013)

35. EMPLOYMENT RELATIONS MANAGEMENT
SYSTEM
Communi-cation
and training
ERM policies and
procedures
Other HR
processes eg
performance
management
MONITOR & EVALUATE
ERM
STRATEGY
Legal
requirements,
agreements
Workforce ER philosophy
characteristics
ERM
STRATEGY
ER resources &
structures
Leadership behaviour – build trust and
respect
Socio/economic/political
trends

36. STANDARD ELEMENT 10
ORGANISATION DEVELOPMENT
❿

37. ORGANISATION DEVELOPMENT
DEFINITION
Organisation development (OD) is a planned
systemic change process to continually
improve an organisation’s effectiveness and
efficiency by utilising diagnostic data, and
designing and implementing appropriate
solutions and interventions to measurably
enable the organisation to optimise its
purpose and strategy.
SABPP (2013)

38. ORGANISATION DEVELOPMENT PROCESS
MONITOR &
EVALUATE
Other HR
processes eg L&D
Organisational
purpose
Employees’
capability to
work together
Organisational
design
Diagnose
Consultation with appropriate
stakeholders
ELEMENTS TO
BE LINKED &
OPTIMISED
Define intended
outcomes, design
intervention
Prioritise and
integrate
PROCESS
OUTPUTS
Employee
communication
ENABLERS

39. STANDARD ELEMENT 11
HR SERVICE DELIVERY
⓫

40. HR SERVICE DELIVERY
DEFINITION
HR Service Delivery is the influencing and
partnering approach in the provision of HR
services meeting the needs of the
organisation and its employees which enables
delivery of organisational goals and targets.
SABPP (2013)

41. HR SERVICE DELIVERY SYSTEM
MONITOR &
EVALUATE
HR strategy
Clear roles and
responsibilities for
management of people in the
workplace
HR policies and
procedures
HR service delivery
model and system
Service Level
Agreement
Compliance monitoring
Employee
communication
Laws,
regulations,
codes,
agreements
Management and employee
support – guidance,
consultation, coaching

42. STANDARD ELEMENT 12
HR TECHNOLOGY
⓬

43. HR TECHNOLOGY
DEFINITION
HR Technology is the effective utilisation of
technological applications and platforms that make
information both accessible and accurate, providing
HR and line management with the knowledge and
intelligence required for more effective decision-making,
to align all employees towards the
implementation of the organisation’s strategy.
SABPP (2013)

44. HR TECHNOLOGY MANAGEMENT SYSTEM
MONITOR
&
EVALUATE
IT governance &
security rules
HR management
system & processes
Available
technology (cost,
ROI)
HRIS & other
HR/HRD
requirements
Plan and implement
Environmental approved developments
scanning for new
developments
Training and support
Legislative
reqirements

45. STANDARD ELEMENT 13
HR MEASUREMENT
⓭

46. HR MEASUREMENT
DEFINITION
HR measurement is a continuous process of
gathering, analysing, interpreting, evaluating and
presenting quantitative and qualitative data to
measure, align and benchmark the impact of HR
practices on organisational objectives, including
facilitating internal and external auditing of HR
policies, processes, practices and outcomes.
SABPP (2013)

47. HR MEASUREMENT SYSTEM
MONITOR
&
EVALUATE
What issues do we need
to manage
(risks/opportunities)?
What are the
drivers behind
those issues?
What are the
outcomes specified
in the SLA?
How can we measure
those in a Balanced
Score Card?
METRICS
METRICS FOR PEOPLE
MANAGEMENT IN THE
ORGANISATION
METRICS FOR HR
EFFECTIVENESS/
EFFICIENCY
How can we
measure those
drivers?
Financial and
operational reporting
systems in
organisation
Management system
& resources to collect
and report

48. National HR Governance Strategy Alignment
HR Products/Services:
• CPD
• Mentoring
• Professional registration
• Research
• HR Academy – QCTO
• Curriculum standards
HR Professional Standards:
• HRMS (13)
• HRMSAS (13)
• HRPPS (30+)
HR Metrics:
• National HR Scorecard
• HR Service Standards
HR Auditing:
• Internal Audit
• External Audit
ISO: HR
Integrated
Reporting
King IV:
HR Governance
HR Competencies

49. We set HR standards!
professional@sabpp.co.za (Professional Registration)
kenneth@sabpp.co.za (Stakeholder Relations)
penny@sabpp.co.za (Research)
naren@sabpp.co.za (Learning & Quality)
marius@sabpp.co.za (Strategy inputs)
voice@sabpp.co.za (Social media)
Website: www.sabpp.co.za Blog: hrtoday.me
Office: 8 Sherborne Str, Parktown
Tel: 011 482-8595 Fax: 011 482-4830
Cel: 082 859 3593 (Marius Meyer)