SABPP_newsletter_december_2015

HR VOICE . DECEMBER 2015
HR VOICEDecember 2015 . ISSN 2304-8573
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12TH
BOARD OF SABPP

INSIDECONTACT US
LEARNING & QUALITY ASSURANCE
Naren Vassan
naren@sabpp.co.za
RESEARCH Penny Abbott
penny@sabpp.co.za
HR AUDIT UNIT Christine Botha
hraudit@sabpp.co.za
MARKETING & STAKEHOLDER
RELATIONS Siphiwe Mashoene
siphiwe@sabpp.co.za
PROFESSIONAL SERVICES
Chief Operating Officer, Xolani Mawande
xolani@sabpp.co.za
PROFESSIONAL REGISTRATIONS
Zanele Ndiweni
registrations@sabpp.co.za
or Tebogo Mahesu
professional@sabpp.co.za
PROJECT MANAGEMENT & EVENTS
Siphiwe Mashoene
events@sabpp.co.za
SOCIAL MEDIA Jaco du Plessis
jaco@sabpp.co.za
ADDRESS 1st Floor, Rossouws Attorneys
Building, 8 Sherborne Rd, Parktown, PO Box
2450, Houghton, 2041, South Africa.
T: 011 045 5400 / F: 011 482 4830
www.sabpp.co.za
DESIGN Landman Creative
T: 079 508 9244
www.landmancreative.co.za
ADVERTISING HR Consultants and providers
who want to advertise their products and
services in the HR Voice, should please
contact Siphiwe Mashoene from SABPP.
T: 011 045 5413
siphiwe@sabpp.co.za
EDITORIAL SUBMISSIONS Please send
editorial submissions to Siphiwe Mashoene.
siphiwe@sabpp.co.za
CONTRIBUTORS
Klaus Wertenbroch, Douglas Frank and
William Maddux
BOARD DESK PAGE 3
• 15 Highlights for SABPP in 2015
COO’S DESK PAGE 5
• HRUF Session
• Second Student Chapter launched
• Nelson Mandela Bay HR Forum
• Provincial news
• SABPP provincial stars
PROFESSIONAL SERVICES PAGE 8
• Member benefits
• New graduates – 2016 intern intake
• SABPP member survey on self-service
HRRI PAGE 12
• Are wage inequalities fair?
• Workplace fairness - A perspective of South African employees
• CCMA referrals
• The Gauteng Provincial Government’s Tshepo 500000 programme to
foster Entrepreneurship and place youth in jobs
LEARNING AND QUALITY ASSURANCE PAGE 14
• Learning and Quality Assurance Committee
EVENTS PAGE 16
STUDENT CHAPTERS PAGE 19
• Begin by building a great CV
• Top 5 Universities: Student registrations for November 2015
• Successful Student Chapter launch at Tshwane University of
Technology, Polokwane campus
• Thank you to the following universities for their applications:
INSIDE .

15 HIGHLIGHTS FOR
SABPP IN 2015
On behalf of the new Board of SABPP, we would like to welcome you
toourfinaleditionofHRVoicefor2015. On20Novemberthecurrent
and new boards met in order to share ideas and to ensure a smooth
transition from the old to the new board of SABPP. First of all we
would like to thank the 11th Board of SABPP for a very successful
term, in fact, we can go as far as saying that the term of office of
the 11th Board has been one of the most significant in the history
of SABPP. In particular, the development and launch of the world’s
firstNationalHRStandardswillberememberedasthemostexciting
development in the history of the HR profession in South Africa. We
salute the outgoing board for this major achievement and we thank
them for their hard work in overseeing and driving this successful
milestone in the history of HR, not only in South Africa, but also
globally.
The11thBoardmembersofSABPPreceivingtheirBoardcertificates
But before we reflect on the highlights of 2015, let us first
introduce ourselves to you as the members of the SABPP Board
Executive Committee for 2016-2018:
COO’S DESK .
BOARD DESK
Mr Siphiwe
Handsome Moyo
Chartered HR Professional - Specialist
Motivational Speaker HRD Consultant
Siphiwe Moyo is a Chartered Human
Resources Professional. He is a
Professional Motivational Speaker and Learning Development
Consultant. Siphiwe is the previous Head of Learning and
Development for Nedbank Home Loans, FNB Asset Finance and
Murray Roberts UCW Division. His qualifications include: •
Executive Development Programme from Wits Business School
(2015) • Masters in Business Administration from NWU Business
School (2009) • B Com (Hons) Human Resource Development
from the University of Johannesburg (2005) • Bachelors Degree
(cum laude) Human Resources from the Vaal University of
Technology (2002). He is the past Chapter President at the
Professional Speakers Association of Southern Africa (PSASA)
and a member of the Global Speakers Federation (GSF).
Prof Karel Johannes
Stanz
Master HR Professional
Chairperson Dept of HRM
Prof Karel Stanz is an Associate
Professor and Head of the Department
ofHumanResourceManagementattheUniversityofPretoriaand
has been seconded to act as the Director of Human Capital from
1 July 2013 to 30 April 2014. Previously, he was a full professor
and Head of the Department of Human Resource Management
at the University of Johannesburg. He is a registered Industrial
Psychologist and a Master Human Resources Professional
and teaches Talent Management on masters’ level. Since 2005
he has successfully supervised 24 masters and eight doctoral
students, and authored/co-authored 20 refereed articles
published in accredited journals and more than 40 refereed
conference publications published nationally and internationally.
He also serves on the executive committee of the newly-founded
Africa Academy of Management (AFAM) and has been elected
as the President of the Society for Industrial and Organisational
Psychology in South Africa (SIOPSA) for the term 2012/2013 and
was awarded Honorary Life Membership.
Ms Vuyokazi
Nolwandle Nontsika
Dwane
Master HR Professional - Generalist
HR Director
Vuyo is the Human Resources Director
for LexisNexis South Africa, a role she has held since 2009, and
has extensive human resources, management consulting and
change management experience, which she has gained over the
past 21 years and across a variety of respected organisations and
industries. This experience has played itself out across both the

public and private sector. Within the private sector, her clients
spanned several industries such as financial services, packaging,
retail, and ICT. She holds a Bachelor of Social Science degree
(Psychology Major), a Postgraduate Diploma in Organisation and
Management and an MBA degree from the University of Cape
Town. She also holds the position of Deputy Chairperson for the
SABPP in KwaZulu-Natal, a role she was elected into in 2014,
and one through which she hopes to make a positive contribution
to the broader Human Resource profession within the province.
As we start our planning for 2016, let us use this opportunity of
reflecting on the year 2015. It was another exciting and busy year
for SABPP with several highlights:
1. Launch of SABPP HR Ethics Book with foreword written by
Advocate Thuli Madonsela, the Public Protector;
2. SABPP HR Professionals approved as Ex-Officio
Commissioners of Oaths by the Minister of Justice and
Correctional Services, Advocate Michael Masutha;
3. Third Annual National HR Standards Roll-out Conference at
Sandton Convention Centre;
4. Many in-house HR standards presentations;
5. Our most visible year in terms of public conference exhibitions
and presentations;
6. Conducting 12 HR Audits against the National HR Standards;
7. Growing the total of trained HR Auditors to 146;
8. Visits to 17 university campuses and several student chapters
formed;
9. Green status in terms of uploads on the National Learner
Record Database;
10. A new record of 981 HR professionals registered this year;
11. First online board voting system and a successful succession
transition from the 11th to the 12th Board of SABPP;
12. Increasing our regional footprint to six provincial committees;
13. A visit to the top European HR professional body, i.e. CIPD;
14. More than 50 articles published in magazines;
15. Excellent growth in social media interaction with almost 8000
twitter followers, doubling the 4000 followers we had at the
beginning of the year.
The above deliverables are clear evidence of the commitment of
the SABPP Board and staff to build the HR profession. Given the
impact of the above successes, as the new Exco of the SABPP
Board, together with the CEO, Marius Meyer we are confident of
yet another successful year as we get ready for 2016. We will
focus on key actions to drive the HR Voice strategy of SABPP, and
further expand our capacity to deliver according the needs of the
HR professional and learning provider markets.
However, together with all of you it is first time for us to take a
well-deserved holiday. We wish all our stakeholders a good time
of rest with family and friends and we look forward to engage
with you again next year. Travel safely and have a blessed festive
season.
“My personal vision is to use my experience to
contribute to SABPP’s mission to professionalize the HR
profession in South Africa. We exist in a time that is both
challenging and exciting in the history of South Africa:
the education of our youth stands in sharp focus and,
as academics and Human Resource professionals, we
have the opportunity to make a real difference to their
future. I want to be counted amongst those who put
their hands up and made themselves available.”
Vuyo Dwane, SABPP Vice-Chairperson (2016-2018)
SIPHIWE MOYO
Chairperson
KAREL STANZ
Vice chairperson
VUYO DWANE
Vice-chairperson
LINKEDIN/SABPP
JOIN THE DISCUSSIONS

HRUF SESSION
SABPP, represented by the COO, Xolani Mawande, attended this
year’s HR Universities Forum (HRUF) session on the 24th and 25th of
October 2015. It was indeed a successful session. Discussion centred
on recurriculation on the basis of HR standards.
The national best HR student award, sponsored by SABPP, was
finalised. SABPP will offer the awards as follows:
Best student: R15 000 + floating trophy + certificate
2nd best student: R10 000 + certificate
3rd best student: R5 000 + certificate.
The bursary scheme, also sponsored by SABPP, was also finalised.
SABPPwilloffertwobursariesofR15000eachtodeservingstudents
asidentifiedbytheHRUF.Theamountwillcontributetowardsfurther
studies like HR related BTech or Honours.
Finally a new executive was elected to run the HRUF:
Chair: Renjini Joseph (University of Johannesburg)
Vice chair: Lawrence Kok (Vaal University of Technology)
Secretaryre-elected:EstherPalmer(CentralUniversityofTechnology
, Free State).
We sincerely thank the outgoing committee, led by Liiza Gie (CPUT)
and Prof Logan Naidoo (MUT).
Please check the next edition of the HR Voice for a full report of the
session by the executive.
SECOND STUDENT
CHAPTER
LAUNCHED
SABPP has an alliance with Tshwane University of Technology
(TUT). The TUT Polokwane campus officially became the second
university campus to launch the SABPP student chapter after
registering 82 HR students. An SABPP delegation, led by the
CEO and the COO, graced the occasion.
The event was also attended by the Campus director and the
academic manager. The SABPP Limpopo provincial committee
was in attendance. Four members attended, led by the
provincial secretary, Lethabo Matlala.
Ms Shitshembiso Mkansi was elected as the first chairperson
of the chapter. Congratulations HR Director in the making.
Mr. Sidney Morethe, a staff member from the faculty, received
a CEO recognition award for his outstanding contribution to the
HR profession.
See student page for more information.
FACEBOOK/SABPP
LIKE OUR PAGE
COO’S DESK .
COO’S DESK

NELSON MANDELA
BAY HR FORUM
SABPP was invited to present on the progress of the HR
standards journey once again this year. SABPP’s Xolani
Mawande represented SABPP on the 20th of November 2015 in
Port Elizabeth. It was a successful conference.
At the same event SABPP formally awarded Nelson Mandela
Metropolitan University (NMMU) with a full accreditation
certificate after meeting and exceeding the requirement as set
by the SABPP board. The full report is given in the LQA section.
Now that SABPP has, for the first time, four board members on
its board, we expect significant growth in KZN in 2016.
PROVINCIAL NEWS
KZN PROVINCIAL COMMITTEE
The committee requires more volunteers to take SABPP in the
province to another level. We will be sending formal invites to
the professionals in KwaZulu-Natal in January 2016. Should
you be interested in promoting the profession please wait for
the invite and grab the opportunity.
FIELD AGENTS FOR EASTERN CAPE
A total of 6 field agents were recently appointed in the Eastern
Cape. To drive SABPP membership in the province, two are
based in Port Elizabeth and four in East London. The following
are the agents and their contact details:
1. Joanna Dalbock ecfa1@sabpp.biz
2. Alec Mahlomuza ecfa2@sabpp.biz
3. Amy Long ecfa3@sabpp.biz
4. Vuyisile Bhe ecfa4@sabpp.biz
5. Graeme Lategan ecfa5@sabpp.biz
6. Alfie Wagner ecfa6@sabpp.biz
We congratulate them and wish them all the best. Watch the
SABPP membership growth in the Eastern Cape next year.
SABPP VISIBILITY
To date the following provinces now have Field Agents that will
hopefully lead to more visibility in the country:
• Western Cape;
• KwaZulu-Natal; and
• Limpopo.
SABPP PROVINCIAL
STARS
In June 2015, SABPP appointed field agents in KwaZulu-Natal.
During the last 5 months, they have exceeded our expectations
and continue doing inspirational work. Raj Moodley, Nozipho
Khumalo and Nicolle Manjeya have worked hard in promoting
SABPP in the KwaZulu-Natal area.
Each individual usually visits an average of three companies a
month and return with very positive feedback. They recently had
company visits at Group Five Coastal, Msunduzi Municipality,
University of KwaZulu-Natal, Newcastle Municipality and
Blackrock Newcastle - Tsogo Sun.
We would like thank them for the hard and dedicated work they
do. It doesn’t go unnoticed. Keep it up!
COO’S DESK .
Nozipho Khumalo Raj Moodley Nicolle Manjeya

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That’s why so many of you have trusted PPS Investments
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PROFESSIONAL SERVICES .
PROFESSIONAL SERVICES
MEMBER BENEFITS
GET HELP WITH YOUR EVERYDAY
ISSUES
SABPP has an alliance with HR Forum which offers a FREE
email group-based helpline for the sort of tricky issues that
come up daily.
Topics covered in the past month or so included:
• Skills Transfer strategy;
• Where to find a training provider for Difficult Conversations;
• A meaningful message for a Long Service Award certificate
• Office etiquette for open plan offices; and
• Taking of extra leave when there is a shut-down period –
paid or unpaid?
HOW IT WORKS:
You send in your query, it gets made anonymous by the Forum
facilitator, and circulated to members, who then come back,
within reasonable time, with good advice based on solid
experience.
Sendanemailtohumanresources@
hrforum.co.za to register for the
Forum
NEW GRADUATES
– 2016 INTERN
INTAKE
Employers and new graduates starting off on HR internships
in 2016 can now benefit from the SABPP structured Candidate
Development Programme.
The Candidate Development Programme takes graduates from
their qualification to a professional designation. They will have
plenty of documented evidence of their competence and range
REFER A FRIEND
FOR PROFESSIONAL REGISTRATION
HOW DIFFERENT WOULD
YOUR LIFE BE IF SOMEONE
DIDN’T TELL YOU ABOUT
SABPP?

of abilities and they will be able to call on their Supervisors
and the SABPP for references as they progress through their
careers. After the completion of the Candidate Development
Programme, candidates will have been exceptionally well
prepared for the demanding role that HR practitioners are
being called on to fulfil in building and supporting people at
work in South Africa.
Get the best start for an HR career through the SABPP HR
Candidate Development Programme.
Enquiries to retention@sabpp.co.za
SABPP MEMBER
SURVEY ON SELF-
SERVICE
An on-line survey was conducted during August/September
2014 amongst registered SABPP members. The purpose was
to ascertain reaction to the recently introduced member self-
service functions on the SABPP website and to provide empirical
evidence on which to base decisions on further development
of member self-service in general and specifically for CPD
purposes.
A total of 445 members accessed the survey link and completed
questionnaires. Thus a 10% response rate, which is considered
acceptable and is the highest response to any SABPP survey
conducted to date.
The respondents were slightly under-represented on younger
members (26 – 39) and over-represented at the older age
groups (50+); slightly under-represented in Gauteng and
slightly over-represented in W Cape and KZN; heavily weighted
in the shorter membership category with 64.4% having 5 years
or less membership, versus the total SABPP membership in
the same category at only 41.2%; and more heavily weighted
at the higher levels of registration, with 42.5% being in the
Chartered and Master HR Professional categories versus
33.3% of the total active membership.
Since the survey was distributed by email and could only be
completed on the Internet, the responses were biased in favour
of “tech savvy” members. Even so, some variation in access is
clear, see figure below. Most people (81.5%) have full access to
the internet at work, while 11.2% have firewall restrictions and
The St Helena Government (SHG) is seeking
expressions of interest from experienced Pay and
Reward Consultants to work alongside an in-house
project team, led by the Head of HR in order to:
The project will commence in April 2016, and is
expected to be completed by 30 November 2016.
SHG will evaluate the Expression of Interest
submissions received, and shortlist up to six Pay and
Reward Consultants to invite tenders for the project
support. Registration of interest does not imply inclusion
on the tender list. Tender documents will be issued in
January 2016.
EVALUATION ASSESSMENT OF EXPRESSION OF
INTEREST
The evaluation will be in accordance with the following criteria:
Capability and experience in type and scale of work
References regarding previous performance in
relation to time, cost, and quality
SUBMISSION OF EXPRESSIONS OF INTEREST
Expressions of interest must be lodged by email to
barbara.george@sainthelena.gov.sh by 4.00pm on
Wednesday 6 January 2016.
ENQUIRIES
All enquiries regarding the Expression of Interest or
details regarding the project should be directed to
Barbara George, on 00290 22720 or
barbara.george@sainthelena.gov.sh
Resources and availability
1.
2.
3.
4.
5.
Review the current pay and grading structures
Review the job evaluation scheme;
Develop a sustainable pay policy;
Design a reward and recognition scheme; and
Develop a business case for funding.
40pts
30pts
30pts
Expression of Interest
Pay Grading Review Project

2.5% effectively have no internet access at work. Just under
20% of respondents have no or limited access to the internet
outside work.
TECHNOLOGY USED
ACCESS TO INTERNET AT WORK - % OF SAMPLE
81.5
4.8
11.2
1.6 0.9
Yes, it’s easy and I can access all day
Yes, it’s easy but it’s restricted to certain of the day
It’s allowed, but firewalls block some websites and
restrict my emails to some extent
It’s allowed, but we have very slow speeds
It’s not allowed at all

78% of the sample use a Smartphone, of which the operating
he age of the devices is typically not more than 2 – 3 years old.
Market data on popularity of various makes of smart phones
shows:
TOP SELLERS
1. BlackBerry Z3
2. Samsung Galaxy S5
3. Apple iPhone 6 (16G)
4. BlackBerry 9720
5. Apple iPhone 5 (16GB)
Thus, the SABPP sample differs in that the Blackberry is less
popular (10%) than the Android phones and Apples phones.
40% of the sample use a tablet, with operating system
distribution is shown below:
As with smart phones, the preferences of the SABPP sample
differ from the general market, where Android tablets take a
77% market share and in our sample, only 35% (35% of the
5%
32%
10%
51%
Smartphone Apple
iPad
Android Tablet
Windows Tablet
Smartphone Android
S m a r t p h o n e
Blackberry
S m a r t p h o n e
Windows
17%
26%
5.6%
40% who use a tablet = 17% of the total sample). In our sample,
Apple Ipads have a 54% market share compared to a general
market share of 19.3% .
50.8% of respondents have multiple devices, and of these,
52% synchronise across all devices. Of the 48% who do
not synchronise, reasons such as privacy, lack of technical
knowledge, different makes of devices, lack of phone memory
were given.
Respondents use a range of social media platforms, as shown
below:
WhatsApp LinkedIn Facebook Twitter Instagram
377 338 284 161 95
Most of the respondents use several of these social media
platforms, with use of 3 or 4 being most common.
Banking is the most used app from our list of possible apps, as
shown below:

• MASTER HR PROFESSIONAL
(masters/doctorate + 5 years top level
experience)
• CHARTERED HR PROFESSIONAL
(honours + 4 years senior level experience)
• HR PROFESSIONAL
(3 year degree/diploma + 3 years middle
management experience)
• HR ASSOCIATE
(2 year diploma + 2 years’ experience)
• HR TECHNICIAN
(1 year certificate + 1 year experience)
• CANDIDATE
(qualification but no experience)
UPGRADE NOW !
UPGRADE YOUR
SABPP MEMBERSHIP
Banking Newsfeed
Health
monitoring
Games
345 236 139 130
USE OF SABPP SELF SERVICE
Nearly everyone in the sample was keen to use self-service for the
following tasks and were enthusiastic about this new development
(“Absolutely - we need to make the technology work for us”).
Suggestions on additional uses for self-service included a lot of
suggestions around chat rooms, networking and getting advice.
Since the SABPP already runs several social media platforms
aimed at these services, possibly the social media possibilities
need to be publicized to members better.
Other suggestions have been listed and scheduled for technical
development.
46% of the sample would like to be able to access SABPP
publications on their phone rather than through the website or
email. Of these, in fact many preferred both.
TECHNOLOGY FOCUS GROUP
A total of 160 people volunteered to assist SABPP through
participating in a technology focus group. This group has been asked
to assist with previewing and piloting new technology developments.
DISCUSSION
We could probably safely take this sample as representing
a more “tech-savvy” portion of the SABPP membership. All
decisions on the use of technology must therefore allow for the
assumption that a significant proportion of members are less
“tech-savvy” to a greater or lesser extent.
This survey has revealed some important features of the
technology use landscape amongst SABPP members and
has shown that there is a demand for self service and other
technology based services.
Would use self service for:
A) Update my contact details
B) Check my membership status
C) Track my CPD activities and status
D) No

HRRI .
HRRI
Latest Edition
Published by KNOWLEDGE RESOURCES
ARE WAGE
INEQUALITIES
FAIR?
By Klaus Wertenbroch, Douglas Frank and William Maddux
Pay-for-performance or collective bargaining: The pay system
we prefer says as much about the way we view the world as the
economic conditions in which we find ourselves.
The global financial crisis has added weight to questions of
high executive pay, rising wage inequality and the diverse ways
in which countries are responding to the rich-poor divide.
In France, for example, many company leaders have
acknowledged the need to pay higher tax and the government
has moved to cap the pay of top executives at state controlled
companies. It would be hard to imagine this attitude prevailing
in the U.S. where executives’ compensation (in some cases
more than 300 times the salary of average production and
supervisory workers) is considered by many to be well-earned.
These two extremes reflect the striking discrepancies in views
around the world as to whether the world is perceived as a just
and fair place - where individuals are responsible for their own
fate and everyone gets what they deserve - or whether success
and failure is largely dependent on luck.
WORKPLACE
FAIRNESS -
A PERSPECTIVE OF
SOUTH AFRICAN
EMPLOYEES
The research study by Dr Susan van Schie and Dr Ines Meyer of
the UCT Section for Organisational Psychology conducted, with
the assistance of the SABPP, earlier this year, has produced a
report, which members can download from the SABPP website
under Highlighted Research.
Research has demonstrated how perceived injustice in the
workplace evokes counterproductive work behaviours such
as theft, sabotage and intention to leave, while if employees
feel they are treated fairly, they are more satisfied with their
jobs, more committed and more willing to go the extra mile
for their employer. This project validated this research in a
South African context and provides insights into the effects of
procedural consistency, information sharing by supervisors,
fostering an inclusive climate and transformation efforts. The
report is supported by findings from the UK in the CIPD’s The
changing contours of fairness : Can we match individual and
organisational perspectives?
Accessible on http://www.cipd.co.uk/hr-resources/research/
changing-contours-fairness.aspx
Published by Knowledge Resources
Knowledge Resources has generously made a 12
month free subscription to this valuable on-line journal
available to SABPP registered professionals.
SIGN UP
hrri@sabpp.co.za

The researchers would like to extend the study to more
organisations to further validate their findings. Participating
organisations will receive benchmark figures for their
organisation. To participate, employers will have to distribute
the survey link to employees and there are cash prizes to be
won by employees. If you are interested, please contact Dr
Susan van Schie at susan.vanschie@uct.ac.za
We often receive queries as to the usage of our material and
what is copyrighted or reserved to the SABPP. We distinguish
three spheres of influence, as shown below:
CCMA REFERRALS
CCMA referrals increased by 2% in 2014/15 over 2013/14,
according to the CCMA’s Operations report for March 2015,
having increased by 12% the previous year. These figures seem
to exclude the retrenchment referrals in terms of Section 189A
of the Labour Relations Act (see next point). Referrals continue
to be mainly for unfair dismissal (78%). Overall, the disputes
are settled at conciliation stage 55% of the time and are settled
at arbitration stage 55% of the time. Of the total of nearly 17 000
awards made by the CCMA, the awards were made in favour of
employees 64.2% of the time and in favour of employers 35.3%
of the time. This would seem to indicate that employers need
to sharpen their approach to dismissals to remain compliant
to labour legislation. In this regard, members should read
the SABPP Fact Sheet from April 2015 “Lessons learned for
employers from CCMA cases”.
THEGAUTENG
PROVINCIAL
GOVERNMENT’S
TSHEPO500000
PROGRAMMETOFOSTER
ENTREPRENEURSHIPAND
PLACEYOUTHINJOBS
The Gauteng Provincial Government’s Tshepo 500000
programme to foster entrepreneurship and place youth in jobs
placed 517 youths between December 2014 and March 2015.
Companies that have participated in this programme include
Dischem, Stallion Security, McDonalds, Prestige, Florence
Waiters, Steers, Burger King and ABI Logistics, reports the
Department of Labour’s Annual Labour Market Bulletin. HR
practitioners are encouraged to find out about this programme
and how their organisation can participate to mutual benefit.
The CCMA Job Security Strategy was outlined by the Director,
Nerine Kahn, in August this year. It consists of three approaches:
first ensure that the employer has no other alternative but to
retrench; secondly ensure that if retrenchments are unavoidable,
the retrenched employees have access to support; and third,
facilitate business rescue if the business faces closure. Large scale
retrenchments(over50employees)referredtotheCCMAinthefirst
quarterof2015financialyearinvolvedover23000jobs. Overthefive
year period 2010 – 2015, the CCMA has been involved in saving 103
949 jobs, but in the last year, only 12 496 jobs were saved, indicating
possibly that employers’ financial circumstances are becoming
much worse and jobs simply cannot be saved. HR practitioners
should, however, always seek to ensure that retrenchments are a
last resort and not a first resort.
HRRI .
In the centre of the diagram is the core intellectual property of
the SABPP. Only the SABPP may issue this material and it may
not be altered in any way except through the SABPP.
Surrounding the core are the quality assurance processes and
supporting tools. The tools are copyrighted (for example, the
HR Standards Assessment Tool). All services offered under
this sphere of influence are quality assured by the SABPP and
may only be offered through the SABPP and, in cases such as
consulting, through accredited service providers.
In the outer sphere are users, which would include HR
practitioners and employing organisations. We require that
any use of our material be acknowledged to us as the owner
of the intellectual property, and the content may not be copied
without our permission. No-one may make commercial use of
the material without our permission, and any usage conditions
imposed by us must be adhered to.
Through being clear about these three spheres of influence, we
hope that HR practitioners are easily able to access our materials
andusethemforthebenefitofimprovingstandardsofHRpractice.

Bathokwa People Solutions (Pty) Ltd (New)
Unit Standards 114224, 114228, 12139, 11286, 10985, 376119,
114273, 116927, and 13952.
Boston City Campus and Business College (Pty) Ltd
Renewal and extension of scope (Higher education division)
SAQA ID 49691 – FET Certificate: HR Management and Practices
Support - NQF Level 4
SAQA ID 21081 Higher Certificate in Commerce in Human
Resources Management
SAQA ID 21080 Higher Certificate in Commerce in Human
Resources Development
Edutel Services Company (Pty) Ltd (Renewal)
SAQA ID 49692 – National Diploma: HR Management and
Practices - NQF Level 5
Global Prospectus Development Institute (Pty) Ltd (New)
SAQA ID 59201 – National Certificate: Generic Management -
NQF Level 5
LEARNING AND QUALITY ASSURANCE .
LEARNING AND QUALITY
ASSURANCE
LEARNINGAND
QUALITYASSURANCE
COMMITTEE
On the 6th November 2015, LQA chairperson, Dr. Linda
Chipunza (seated in the middle front row), shared a farewell to
the LQA committee, upon successfully serving her term as the
chairperson, making way for the new chairperson.
She thanked all the committee members in giving their time
and promoting best practices towards quality assurances
whilst accrediting and supporting training providers. She
also mentioned that the newly formed sub-committee, the
Examination Committee will set standards when learners exit
the various qualifications.
ON THE 20TH NOVEMBER THE SABPP BOARD
APPROVEDTHEFOLLOWINGTRAININGPROVIDERS
TOWARDS THEIR ACCREDITATION APPLICATIONS:
Academy of York (Pty) Ltd (Extension of Scope)
Skills Programmes aligned to US252040, 242810, 12996, 12997,
11906, 114885 and 114897. (Extension of Scope)

Kajal Associates (New)
SAQA ID 57712 – FET Certificate Generic Management – NQF
Level 4
SAQA ID 61595 - FET Certificate Business Administration – NQF
Level 4 (Employee Wellness)
Khwela Learning (Pty) Ltd (New)
Unit Standards 242816, 242822, 242821, 242811, 113909 and
11473.
Learnership Support Systems (LSS) – (New)
SAQA ID 93994 National Diploma: Labour Relations Practices:
Dispute Resolution - Credits 241 (94079 - Legislation and
Human Resource Support) NQF Level 5
Mind the Gap (Renewal)
SAQA ID 59201 – National Certificate: Generic Management -
NQF Level 5
SA Labour Guide CC (Renewal of 3 Unit Standards and
Extension of scope.)
Unit standards 114274 / 112286 / 10985
SAQA ID 93993 National Certificate: Labour Relations Practice
– NQF Level 5
SA College of Home Study (Pty) Ltd (New)
Siyanqoba Seminars (Pty) Ltd (Renewal)
Of accreditation for SAQA ID 49691 – FET Certificate: HR
Management and Practices Support - NQF Level 4
Nelson Mandela Metropolitan University (New)
Department of Industrial Psychology and Human Resource
Management
On the 20 21 October a panelist of academics and industry
chaired by Dr Pierre Joubert from Vaal University of Technology
evaluated all the required documents on the National Diploma:
Human Resource Management and they were satisfied with the
evidence presented.
They were awarded their higher education accreditation on the
20th November in Port Elizabeth in the presence of Human
Resources Practitioners at the Nelson Mandela Bay HR Forum
Conference.
LEARNING AND QUALITY ASSURANCE .

EVENTS
EVENTS .
REGISTER NOW!
NOT AT THE CUTTING EDGE OF YOUR
PROFESSION?
SAVE THE DATES FOR THREE
IMPORTANT EVENTS IN
FIRST QUARTER 2016
The SABPP has initiated two exciting events for early
next year, so get these dates into your diary.
3 MARCH 2016
JOIN CLEM SUNTER AND THE SABPP IN A SCENARIO
PLANNING WORKSHOP TO WRITE SOUTH AFRICAN
LABOUR MARKET SCENARIOS FOR 2016.
Human Resource Executives participate in their
organisation’s strategy development sessions and
should bring with them an informed view on likely
developments in the labour market over the mid
to long term. The 2013 SABPP HR Management
System Standard requires organisations, in relation to
Strategic HR Management, to “Analyse the internal and
external socio-economic, political and technological
environment and provide proactive people-related
business solutions.”
At present, many HR Executives acknowledge a lack of
depth in their environmental scanning.
This one-day event, facilitated by Clem Sunter, will:
• Enhance delegates’ skills in identifying important
trends in the labour market;
• Position delegates to be able to add value to their
organisation’s strategic thinking;
• Produce a set of labour market scenarios for South
African organisations.
The target audience is top and senior HR executives in
South Africa. Only 100 people can be accommodated
so please indicate your interest as soon as possible to
siphiwe@sabpp.co.za.
16 FEBRUARY 2016
GIBS, IN ASSOCIATION WITH THE SABPP AND
COWAN HARPER ATTORNEYS, WILL RUN AN
EMPLOYEE RELATIONS MANAGEMENT CONFERENCE
ON “A NEW ERA OF ERM OR MORE OF THE SAME?”
Top speakers include Albert Wocke, Charles Nupen,
Nerina Kahn, Rod Harper, industry representatives
from the manufacturing, hospitality, and financial
services sectors, Marius Meyer, Gavin Hartford and
unionists.
Watch out for further marketing of this event to get
your booking in early.

EVENS .
HR STANDARDS AWARENESS
BREAKFASTS
Held at the SABPP offices in Parktown, these
short sessions will introduce you to the SABPP HR
Management Standards, explaining how they came
about, what they can achieve and how organisations
can go about implementing them.
These sessions are scheduled once per quarter:
DATES:
18 FEBRUARY 2016
MAY 2016
AUGUST 2016
NOVEMBER 2016
WORKSHOP FEES: R1 200
Workshop fee includes a light breakfast, a complete
HR Management Standards file and a Professional
Practice Standards file.
The sessions will run from 7.30 to 9.30
Attendance at one of these Awareness breakfasts will
earn you ½ CPD point, and if you self-study thereafter
on the contents of the Standards file, you will qualify
for attendance at the HR Auditors workshop.
A maximum of 12 people can be accommodated at
each session. In-house sessions can be conducted for
groups of HR practitioners.
4 FEBRUARY 2016
Join us for the HR Audit Breakfast. Since 2013, a full
audit framework has been developed and tested to
improve the quality of HR practice.
Out of all audits conducted, three companies are now
ready to share their experience with you. They will share
their successes, challenges and answer your questions
during this vibrant, interactive breakfast session.
Contact events@sabpp.co.za
or 011 045 5400 for more details
REGISTER NOW!

EVENTS .
NOT AT THE CUTTING EDGE OF YOUR
HR PROFESSION?
REFER A FRIEND
HR STANDARDS AWARENESS
WORKSHOPS
Public workshops breakfast sessions:
Gauteng
Feb 10th
May 12th
August 16th
November 15th
Provinces: To be notified.
4 DAY PUBLIC WORKSHOP
INCLUDING HR STANDARDS,
PROFESSIONAL PRACTICE
STANDARDS, HR COMPETENCIES,
HR ETHICS AND OVERVIEW OF HR
AUDITING
Gauteng: April 12 – 16th
HR AUDIT WORKSHOPS FOR
AUDITORS AND IN-HOUSE
STANDARDS FACILITATORS
Gauteng
March 23 – 25th
May 25 – 27th
August 24 – 26th
October 26 – 28th
KZN February 17 – 19th
Contact events@sabpp.co.za
or 011 045 5400 for more details
WORKING WITH THE HR
STANDARDS
Public workshops in Gauteng
Half day Elements 1 – 3 February 11th
Breakfast Element 4 March 17th
Breakfast Element 5 April 21st
Breakfast Element 6 May 26th
Breakfast Element 7 June 23rd
Breakfast Element 8 July 21st
Breakfast Element 9 August 25th
Breakfast Element 10 Sept. 27th
Half day Elements 11– 13 October 27th

STUDENT CHAPTERS .
STUDENT CHAPTERS
BEGIN BY BUILDING
A GREAT CV
The time has come for some of you to move on to the next chapter
of your lives. To leave the student life behind, and become a
working graduate. Entering the workforce may seem very scary
for some of you and one of the most frequent questions you ask
yourself is “Where do I begin?”
The most important thing is to begin. Begin by creating a CV which
sellsyou to the worldoutthere.AccordingtoUndercover Recruiter
(2011) an average of 250 CV’s are received for a job position, the
first one being received 200 seconds after the job is posted.
Furthermore an average time of 5-7 seconds is spent looking at a
CV and one spelling or grammar mistake can land your CV in the
trash can. Just imagine how special and unique your CV should be
to stand out from the crowd. Your CV should thus be an ongoing
process you work on. You should be able to tweak your CV for each
position you apply for, as different positions will acquire different
aspects in your CV. The time spent producing your optimal CV will
be rewarding, so start working on it!
SUCCESSFUL
STUDENTCHAPTER
LAUNCHATTSHWANE
UNIVERSITYOF
TECHNOLOGY,
POLOKWANECAMPUS
On the 12th of November 2015, HR students at the Tshwane
University of Technology: Polokwane campus, decided to take
their HR passion to a new level. After submitting 82 student
membership applications, varying between second and third
year HR students, TUT Polokwane campus has officially
launched their SABPP Student Chapter. The day was very
well organised and therefore we would like to thank all of
the organisers involved. The programme director for the day
was Shitshembiso Mkansi, now also elected as the Executive
Committee Chair for this Student Chapter.
TOP5
UNIVERSITIES:
STUDENT
REGISTRATIONS
FORNOVEMBER
2015
Walter Sisulu University: Mthatha:
50 students registered
University of Johannesburg: Soweto:
Vaal University of Technology:
University of the Western Cape:
Walter Sisulu University: Ibika:
THANKYOUTO
THEFOLLOWING
UNIVERSITIES
FORTHEIR
APPLICATIONS:
• Durban University of Technology: Riverside
• Central University of Technology: Free State,
Welkom
• University of Pretoria
• University of South Africa
• University of the Free State: Qwaqwa
Meet the target of 50 registered student members, form
a SABPP HR Student Chapter at your university and kick
start your career!

AND GET ACCESS TO THE BENEFITS
KICK START YOUR HR
PROFESSIONAL CAREER
WITH SABPP
EMAIL
REGISTRATION FORM
MORE INFO
students@sabpp.co.za
hrvoice.co.za/Students/register.pdf
hrvoice.co.za/Students/info.pdf
GET STARTED
TODAY
JOIN NOW
This was a very exciting day, a day a lot of people worked hard
for to make happen and it makes us very proud to see who our
future HR professionals and leaders will be. We would like to
thank the TUT Polokwane campus for giving their HR students
this opportunity and we would also like to thank the students
for making it an inspirational day. We wish you all of the best
for the road ahead. Do everything in an Ethical manner, Engage
with the world, go out there with Energy, Endure the bad to
reach the good and remember to do everything you do with
Excellence!
BEST WISHES
SABPP Management
STUDENT CHAPTERS .

SABPP_newsletter_december_2015

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