National HR Standards as a Foundation for Improving Skills Development by Marius Meyer at Skills Summit 4 August 2015.

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