The document outlines the South African HR Competency Model and emphasizes the importance of HR standards in developing effective talent management, governance, and risk management practices. It details objectives and processes for HR risk management and employment relations management, highlighting the need for trust, cooperation, and compliance within organizations. Additionally, it invites participation in the upcoming HR standards conference and offers resources for professional development in the HR field.

1. 6 June 2014, AMIHRP
Siphiwe Moyo
@SABPP1

2. FOLLOW US ON :
@sabpp1
@mariussabpp
@siphiwemoyo
#hrstandards

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. 468 HR Leaders developing
HR Standards for South Africa

6. 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 Improve⓭ HR MEASUREMENT
HR Audit: Standards & Metrics
HRCOMPETENCIES
SABPP HRM SYSTEM STANDARDS MODEL

7. 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.

8. HR Risk Management
OBJECTIVES
3.2.1 To increase the probability and impact of positive events and decrease the
probability and impact of negative events caused by people factors on the
achievement of organisational objectives.
3.2.2 To align HR and people management practices within the governance, risk
and compliance framework and integrated reporting model of the organisation.
3.2.3 To ensure appropriate risk assessment practices and procedures relating to
people factors are embedded within the organisation.
3.2.4 To ensure appropriate risk controls are designed and applied to HR activities
and interventions.
3.2.5 To contribute in creating and sustaining a risk culture in an organisation
which also encourages innovation and creativity.
SABPP (2013)

9. HR Risk Management: It is all about
people factors

10. HR RISK MANAGEMENT PROCESS
Assessment of
risk tolerance
for each risk
Identify and
evaluate impact of
HR risks
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

11. 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)

12. EMPLOYMENT RELATIONS
MANAGEMENT
OBJECTIVES
9.2.1 To create a climate of trust, cooperation and stability within an
organisation.
9.2.2 To achieve a harmonious and productive working environment
which enables the organisation to compete effectively in its market place.
9.2.3 To provide a framework for conflict resolution.
9.2.4 To provide a framework for collective bargaining where relevant.
9.2.5 To ensure capacity building and compliance to relevant labour
legislation, codes of good practice (ILO and Department of Labour) and
international standards.
SABPP (2013)

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

14. National HR Governance Strategy Alignment
HR Professional Standards:
• HRMS (13)
• HRMSAS (13)
• HRPPS (30+)
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
HR Competencies

15. Conclusion
HR standards are needed to improve the
consistency and quality of HR management.
Best wishes with your HR work in the mines.
Please keep on engaging with us as we take
this exciting initiative forward. Join us on 28
August for 2nd Annual HR Standards
Conference.
If you need more information, contact us on executiveoffice@sabpp.co.za