The document discusses the development of HR Professional Practice Standards (PPS) in South Africa. It provides context on how the PPS fit within the broader HR Management System framework. The PPS were developed in 2014 through a collaborative process and cover 19 key HR practice areas. Feedback from practitioners has been positive and the PPS are seen as a way to revitalize HR practice. An assessment tool has also been developed to help with self-assessment, audits, and continuous improvement. Going forward, the document discusses expanding the PPS and resources, applying the PPS, and the role of feedback in further development.

1. 4 November 2014
Penny Abbott
@SABPP1

2. Thank you to the PPS pioneers!

3. Employment equity table

4. Output of 14 May – PPS file

5. National HR Governance Strategy Alignment
HR Professional Standards:
• HRMS (13)
• HRMSAS (13)
• HRPPS (19+)
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

6. From HRMSS to HR PPS
HR MANAGEMENT SYSTEM
STANDARD
HR PROFESSIONAL PRACTICE
STANDARDS
Developed in 2013. Developed in 2014.
Overall HR Management System. HR practices inside the System.
13 Standard Elements. 19+ HR Professional Practice
Standards.
Broad strategic view of the HR
function.
Specific details of HR practices.
Methodologies not prescribed. Provides frameworks and context
for methodologies
HR Directors are owners of
System.
HR Practitioners & Subject
Matter Experts own practices.

7. Definition of PPS
Each PPS sets out the operational /
tactical process that constitutes good
practice in that particular area of HR
management, giving expression to
practical issues in more detail than can
be covered in the main HRM Standard.

8. Developing the PPS
Propose list of
PPS
Collaborative
writing May 14th
2014
Draft
standardised PPS
and circulate for
comment June –
July
Incorporate
comments and
launch August
2014

10. • Recruitment
• Selection
• On-boarding/induction/orientation
• Employment Equity / Diversity and Inclusion
Management
• Succession Planning
• Career Management
Workforce Planning

11. •Learning Needs Analysis
•Learning Design
•Learning Evaluation
•Coaching and Mentoring
Learning and Development

12. •Performance Appraisals
Performance Management
•Remuneration Benchmarking
Reward and Recognition

13. • Grievance Procedures
• Disciplinary Procedures
• Collective Bargaining
• Dispute Resolution
• Absenteeism Management
Employment Relations Management

14. •Leadership Development
•Organisation Design
Organisation Development

15. Practitioners love them
“A very exciting innovation that will
revitalise HR practice in South
Africa.”
Nceba Ndzwayiba, Transformation Manager: Netcare

16. Practitioners love them
“Each HR Professional Practice
Standard cited in the draft HR
Professional Practice Standards
document has been clearly articulated. It
is simple and easy to understand. Well
done!”
Sithabiso Mabaso, Talent Acquisition & Compliance Manager: National
Health Laboratory Service

17. • “This has been an amazing journey on
a personal and professional
development point of view. Being part
of the birth of such an amazing process
that will change the face of the HR
fraternity in the country was an honour
indeed.”
Zanele le Roux, HR Executive: Aon Bonfield

18. International feedback
“Congratulations to you all on the excellent progress made in bringing to
fruition the National HR Framework (with identified elements) and now the
launch of specific HR professional practices.
By recognising the inter-relatedness of HR Standards used for different
purposes you are able to tackle the task of integrating HR standards in a
holistic way.
The suggested methodology, using self-assessment before graduating to
external validation reflects the maturity pathway required for this exercise
to be ultimately successful.
Well done and keep up the good work!”
Dr Chris Andrews, Director: HR, Bond University

19. Structure of the file
• How the PPS fits into the HRM System
Model
• Definition
• Fundamental Requirements for Good
Practice
• Process Diagram
• Checklists, Tips, other tools

20. Expansion of the file
• With new Professional Practice
Standards
• With additional resources
–Dedicated website area (members only)
with other resources: articles, research,
checklists
• Work in progress

21. Table discussion
• Individuals:
–Using the template provided, rank the 19
in order of usefulness to you in your
current context
• Group discussion:
–How will the PPS help you to deliver more
value to your organisation?
• What other PPS would you like to see
developed?

22. Applying the PPS
• Share PPS in your HR team
• Compare present practice and identify gaps
• Develop action plans
• Share PPS and plans with line managers
• Build HR competence to deliver on the PPS
• Feedback to SABPP
– Implementation experience
– Case studies of innovations
– Requests for more PPS

23. The way forward
• Take them home and use them
• Give us feedback for continuous
improvement
• Help us develop new PPS

25. Purpose of the tool
–Self-assessments & gap analysis
–Preparation for audits
–Audits

26. Structure of the tool
HR Standard Element 1
STRATEGIC HR MANAGEMENT
TYPE OF EVIDENCE LIKELY SOURCE OF EVIDENCE
1.2.1 To ensure the HR strategy is derived from and aligned to
the organisation’s objectives in consultation with key
organisational stakeholders.
 Documentary
 Interviews with key stakeholders
 CEO/Head of Organisation
 Head of HR
 Key stakeholders
1.2.2 To analyse the internal and external socio-economic,
political and technological environment and provide
proactive people-related business solutions.
 Presentations, documents prepared for strategy sessions  CEO/Head of Organisation
 Other Senior practitioners
 Head of HR
1.2.3 To provide strategic direction and measurements for
strategic innovation and sustainable people practices.
 Documents
 Discussion
 Head of HR
1.2.4 To provide a foundation for the employment value
proposition of the organisation.
 Documents
 Marketing material
 Head of HR and/or Head of
Talent Management
1.2.5 To establish a framework for the HR element of the
organisation’s governance, risk and compliance policies,
practices and procedures which balance the needs of all
stakeholders.
 Documents  HR management team
1.2.6 To determine an appropriate HR structure, allocate tasks
and monitor the development of HR competence to deliver
HR strategic objectives.
 Documents  Head of HR
 Head of Talent Management

27. The way forward with PPS
• Take it
• Use it
• Make it work for you
• When you are ready on your HR
Standards journey, contact us for
an HR Audit