NATIONAL HR STANDARDS AS A FOUNDATION FOR
IMPROVING SKILLS DEVELOPMENT
Marius Meyer
4 August 2015
@SABPP1
Skills development: Creating
world-class organisations
A G E N D A
• Introduction – context of professionalism
• Overview of HR Standards Journey
• HR Professional Practice Stan...
Breaking News:
SABPP HR Professionals are now
Commissioners of Oaths!
Thank you!
Advocate Michael Masutha, Minister of Justice & Correctional Services
The role of HR …
What are standards really?
• A level of acceptable quality
• Good enough in terms of professionalism
• What is good or nor...
468 HR Leaders developing
HR Standards for South Africa
HR Professionalism Priorities
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
Strategic
HRM
Talent
Management
HR Risk
Management
HR ARCHITECTURE
I
HR VALUE &
...
STANDARD ELEMENT 5
LEARNING AND DEVELOPMENT
❺
LEARNING & DEVELOPMENT
DEFINITION
Learning and development is the practice of
providing occupationally directed and other ...
LEARNING & DEVELOPMENT
OBJECTIVES
• To create an occupationally competent and engaged workforce which builds organisationa...
LEARNING AND DEVELOPMENT
PROCESS
Integrated L&D
approach &
programmes
Structure &
capability of L&D
resources
MONITOR &
EV...
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
Strategic
HRM
4.5
Talent
Management
4.1
HR Risk
Management
4.1
FUNCTIONAL & CROS...
BUSINESS STRATEGY – HR BUSINESS ALIGNMENT
Strategic
HRM
6.1
Talent
Management
4.3
HR Risk
Management
6.8
FUNCTIONAL & CROS...
HR Standards Files
13 standards (2013) 19 standards (2014)
HR Professional Practice Standards
• Absenteeism management
• Career management
• Coaching & mentoring
• Collective bargai...
International interest
20+ Universities
National HR Governance Strategy Alignment
HR Professional Standards:
• HRMS (13)
• HRMSAS (13)
• HRPPS (30+)
HR Products/S...
What the Auditors are looking for?
Positive trend in
results?
Sustainable?
Targets met?
External benchmarks?
Approach vs r...
HR Audit - Certification
1st Company Audited
“The audit process was very insightful and enlightening. It
reminded us that we need to make sure that...
Steps
1. Orientate your HR team and management
2. Train HR team on HR standards
3. Compare current practice vs standards
4...
Conclusion
The National HR Standards and
Competencies have changed the face of HR
management in South Africa. The HR
Stand...
We set HR standards!
professional@sabpp.co.za or registrations@sabpp.co.za
(Professional Registration)
executiveoffice@sab...
of 27

National HR Standards as a Foundation for Improving Skills Development

National HR Standards as a Foundation for Improving Skills Development by Marius Meyer at Skills Summit 4 August 2015.
Published on: Mar 3, 2016
Published in: Business      
Source: www.slideshare.net


Transcripts - National HR Standards as a Foundation for Improving Skills Development

  • 1. NATIONAL HR STANDARDS AS A FOUNDATION FOR IMPROVING SKILLS DEVELOPMENT Marius Meyer 4 August 2015 @SABPP1
  • 2. Skills development: Creating world-class organisations
  • 3. A G E N D A • Introduction – context of professionalism • Overview of HR Standards Journey • HR Professional Practice Standards • HR Auditing • Conclusion
  • 4. Breaking News: SABPP HR Professionals are now Commissioners of Oaths!
  • 5. Thank you! Advocate Michael Masutha, Minister of Justice & Correctional Services
  • 6. The role of HR …
  • 7. What are standards really? • A level of acceptable quality • Good enough in terms of professionalism • What is good or normal or usual • A guideline for practice • A foundation for reasonable expectations and sound judgement • A basis for measurement (M&E)
  • 8. 468 HR Leaders developing HR Standards for South Africa
  • 9. HR Professionalism Priorities
  • 10. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT Strategic HRM Talent Management HR Risk Management HR ARCHITECTURE I HR VALUE & DELIVERY PLATFORM Work- force planning Learning & Deve- lopment Perfor- mance Mana- gement Reward & Recogni- tion Em- ployee wellness Employ- ment Rela- tions Organi- sation Deve- lopment HR Service Delivery HR Technology (HRIS) Prepare Imple- ment Review ImproveHR MEASUREMENT HR Audit: Standards & Metrics HRCOMPETENCIES © SABPP HR MANAGEMENT SYSTEM STANDARD MODEL
  • 11. STANDARD ELEMENT 5 LEARNING AND DEVELOPMENT ❺
  • 12. 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)
  • 13. LEARNING & DEVELOPMENT OBJECTIVES • To create an occupationally competent and engaged workforce which builds organisational capability, providing employees with opportunities to develop new knowledge and skills • To focus learning and development plans on improving people’s ability to perform to achieve organisational objectives and provide the means for measuring the impact of learning and development interventions. • To support and accelerate skills development and achievement of employment equity and organisational transformation and limit the impact of skills shortages. • To create a learning culture and environment that enables optimal individual, team and organisation learning and growth in both competencies and behaviour. • To capture and replicate and enhance critical knowledge within the organisation. • To ensure learning and development is a catalyst for continuous improvement, change and innovation. SABPP (2013)
  • 14. LEARNING AND DEVELOPMENT PROCESS Integrated L&D approach & programmes Structure & capability of L&D resources MONITOR & EVALUATE Business strategy & plans External trends Knowledge managementSkills develop- ment legislation Current compet- encies
  • 15. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT Strategic HRM 4.5 Talent Management 4.1 HR Risk Management 4.1 FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN HR VALUE & DELIVERY PLATFORM Work- force Planning 4.4 Learning 5.8 Perfor- mance 5.0 Reward 4.3 Well- ness 5.2 ERM 5.7 OD 4.7 HR Service Delivery 5.9 HR Technology (HRIS) 5.1 Prepare Imple- ment Review ImproveMEASURING HR SUCCESS 4.2 HR Audit: Standards & Metrics HRCOMPETENCIES SELF RATINGS – OVERALL AVERAGE
  • 16. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT Strategic HRM 6.1 Talent Management 4.3 HR Risk Management 6.8 FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN HR VALUE & DELIVERY PLATFORM Work- force Planning 6.3 Learning 6.2 Perfor- mance 6.1 Reward 6.9 Well- ness 5.9 ERM 6.5 OD 5.6 HR Service Delivery 5.4 HR Technology (HRIS) 5.1 Prepare Imple- ment Review ImproveMEASURING HR SUCCESS 4.3 HR Audit: Standards & Metrics HRCOMPETENCIES AUDITED RATINGS – OVERALL AVERAGE
  • 17. HR Standards Files 13 standards (2013) 19 standards (2014)
  • 18. HR Professional Practice Standards • Absenteeism management • Career management • Coaching & mentoring • Collective bargaining • Disciplinary procedure • Dispute resolution • Diversity management • Grievance procedure • Leadership development • Learning design • Learning evaluation • Learning needs analysis • On-boarding • Organisation design • Performance appraisals • Recruitment • Remuneration benchmarking • Selection • Succession planning
  • 19. International interest
  • 20. 20+ Universities
  • 21. 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
  • 22. What the Auditors are looking for? Positive trend in results? Sustainable? Targets met? External benchmarks? Approach vs results? Quality of results Across whole organisation? Up and down the organisation? Extent of application Sound? Systematic? Integrated? Reviewed & updated? Quality approach
  • 23. HR Audit - Certification
  • 24. 1st Company Audited “The audit process was very insightful and enlightening. It reminded us that we need to make sure that we track every process we execute from end to end. This allows us to be able to constantly check and ensure that our processes stay relevant to the business and people practice standards.” Kholeka Ngubeni-Henderson, HR Executive
  • 25. Steps 1. Orientate your HR team and management 2. Train HR team on HR standards 3. Compare current practice vs standards 4. Identify alignment and gaps 5. Fill gaps 6. Arrange for an HR audit 7. Continuous improvement
  • 26. Conclusion The National HR Standards and Competencies have changed the face of HR management in South Africa. The HR Standards usher in a new period of institutionalising people management as a best practice for sound HR professionalism, skills development and business impact in organisations. Thank you for joining us on the HR professionalisation journey.
  • 27. We set HR standards! professional@sabpp.co.za or registrations@sabpp.co.za (Professional Registration) executiveoffice@sabpp.co.za (CEO office) marius@sabpp.co.za (CEO & Strategy inputs) xolani@sabpp.co.za (COO) hraudit@sabpp.co.za (HR Audits) penny@sabpp.co.za (Research) naren@sabpp.co.za (Learning & Quality) events@sabpp.co.za (Events & HR Standards files) Website: www.sabpp.co.za Blog: hrtoday.me Office: 8 Sherborne Str, Parktown, South Africa Tel: +27 11 045-5400 Fax: 011 482-4830

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