This document discusses the future of HR and whether it is heading towards "junk status" or "the promised land". It outlines what junk status for HR may look like, including poor service, lack of value, and incompetence. Achieving the promised land of HR involves meeting national HR standards through audits, delivering strategic business value, excelling at the basics, and getting HR talent and practices to a high professional level. Overall, HR's future depends on itself - it can improve and enter the promised land by truly adding value to organizations.

1. Presented by
Marius Meyer, CEO
@SABPP1 @sabpp_1
The Future of HR: Are we Heading for
Junk Status or the Promised land?

2. LIFE IS ABOUT RISKS – THE HUMAN LIFE CYCLE
FIRST 20 YEARS
1 – 18 years
19 – 21 years
MIDDLE 40 YEARS
Death
Before birth
LAST 20 - 40 YEARS
0 – 2 years
Retirement

3. HR Junk Status?
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4. The Promised Land?
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5. What is HR Junk status?
• Positive or negative outlook?
• Competence levels?
• Quality of service?
• Budget cuts?
• How would the rating agencies
score us?
• Competitiveness of labour
market?
• Worth investing in HR?

6. Examples of HR junk
• Poor HR service
• Little alignment to business
• Dissatisfied line management and staff
• Perceptions of limited value
• Inconsistency in practice
• Incompetence
• A lack of HR governance
• Unprofessional HR conduct
• Socio-economic failure - inequality

7. Quality of people practices?

8. HR Professionalism is key

9. HR Standards – The Promised land?

10. HR standards as the gateway to
the promised land?

11. HR self-rating – junk?
Your presentation here

12. What now?

13. HR Audits – The Promised land?

14. Promising signs
• 1st country in world with National HR
Standards
• 1st country in world with HR Audits
• 3rd profession with scenarios
planning for 2030 (Labour market
scenarios)
• Top 5 countries in HR Risk
Management
• 7th profession accepted by SAQA
• Top 5 countries in HR governance

15. HR-line interface

16. Key questions
• Do we operate at the right professional level?
• Do we have the right competencies and skills?
• Do we deliver junk or excellence?
• Do we meet national and international
standards?
• Do we add value to our organisations?
• If your job is outsourced today, will it make a
difference to the organisation?
• Why are we scared to be audited?
• Do we manage our HR risks & opportunities?

17. Managing HR risks

18. How can HR get to the
promised land?
• Strategic mind-set and actions
delivering business value
• Convert relationships to rand values
• HR and organisational capability
• Build HR talent first
• Meet and exceed National HR
standards and do audits
• Clear HR service delivery model
• HR measurement – big data
• HR governance & assurance (King IV)
• Get basics right – keep HR promises

20. Conclusion
Whether we deserve junk status or the promised land
depends on ourselves.
We can play victim or we can claim victory.
We can step up or stay down.
We can enter the promised land as high level HR
professionals delivering value to our organisation and all its
stakeholders.
Let us march forward to the promised land and claim victory,
while ensuring that we really deserve it with high quality
value-adding HR services.