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PARTNER:
Standards & Competencies
@SABPP1
Agenda
Business partner challenges for the future
Competence & capabilities required for tomorrow
and beyond
The role of HR
The results of our research indicated that our top three priority
CCRs include the following:
TOTAL
54
48
43
42
Identifying HR Metrics
35
32
30
25
13
11
11
Business
Leaders
Expectations
Key HR Business
Partner Outputs
OR
Competencies
Critical Customer
Requirements
(CCRs)
SABPP - ETQA
SABPP Registration
Committee
Learning Solutions
Career Paths
CCR
HRD
Committee
PARADIGM SHIFT
OPERATIONAL MINDSET
Day-to-day tasks
Transactional HR
Getting things done
Crisis reactive management
Doing things now
Training for tasks
Managing people
Internal focus
Short-term measures
STRATEGIC THINKING
Long term priorities
Transformational HR
Creating value
Proactive management
Planning things for future
Organisational capability
Leading people
External focus
Strategic measures - metrics
1
2
3
4
5
6
7
8
9
37%
Execution speed
34%
Client connectivity
33%
Innovation
31%
28%
30%
32%
34%
36%
38%
Creativity
60%
Integrity
52%
35%
0%
Critical questions
1. How many of you would like to eat in a
restaurant without standards?
2. Or stay in a hotel without standards?
3. Or send your child to a school (or preschool) without standards?
4. Or get operated in a hospital without any
standards?
5. Or use an airline without standards?
Why do we continue to
manage people and govern
the most precious part of our
organisations (i.e. people)
without standards?
HR Talent Management
Quite possibly the biggest challenge that needs to occur in
HR has to do with talent management not elsewhere in
organisations, but how talent management in HR is a case of
the shoemakers children lacking shoes. Our results suggest
that HR often doesnt have the right talent; all too often it has
talent that is inferior to the talent in other parts of the
organization.
Ed Lawler III
5 HR
CAPABILITIES
TALENT
MANAGEMENT
HR GOVERNANCE, RISK,
COMPLIANCE
ANALYTICS & MEASUREMENT
HR SERVICE DELIVERY
4
PILLARS
DUTY TO SOCIETY
CORE
COMPETENCIES
ETHICS
ORGANISATIONAL CAPABILITY
PROFESSIONALISM
INTEGRITY
I
RESPECT
COMPETENCE
Why standards ?
The chair that you're sitting on, or the desk your computer is
perched on, are held together by bolts and screws.
Humble bolts and screws also hold together our children's bicycles
- and also the aircraft we trust our lives to during business trips or
holiday travel.
The diversity of screw threads used to represent big problems for
industry, particularly in maintenance, as lost or damaged nuts and
bolts could not easily be replaced. A global solution is supplied in
the ISO standards for metric screw threads.
The credit card you may have used to buy your holiday can be
used worldwide because all its basic features are based on ISO
standards.
We are so familiar with many objects, like credit or telephone
cards, that we tend to assume they just "fell out of the sky". In fact,
the ease with which we can use them can be traced back to an ISO
standard.
Strengthening the
human factor in
management systems
HR Standards Facilitators
Kate Dikgale-Freeman
Michael Robbins
Linda Chipunza
HR Risk
Management
Talent
Management
HR ARCHITECTURE
Implement
Workforce
planning
Learning
HR Service
Delivery
Review
Performance
Reward
Wellness
HR VALUE &
DELIVERY PLATFORM
HR MEASUREMENT
HR Audit: Standards & Metrics
ERM
OD
HR Technology
(HRIS)
HR COMPETENCIES
Strategic
HRM
Improve
HR Standards Supporters
HR Standards Journey
Phase 1:
HR MANAGEMENT
SYSTEM STANDARD
(21 May 2013)
WHAT STANDARD
What are the elements
of the HR system?
13 elements:
Definition
Objectives
Implementation
(High level)
Phase 2:
Phase 3:
HR MANAGEMENT
SYSTEM APPLICATION
STANDARD
(20-21 Aug 2013)
HR PROFESSIONAL
PRACTICE STANDARDS
(14 May 2014)
HOW TO STANDARD
Succession Planning
Employment Equity
Career Development
Engagement
Learning culture
Change management
Organisation design
Organisations
strategic intent
People
strategy
HR
strategic
agenda
Environmental
scan (PESTL)
Framework of
HR policies &
programmes
HR structure, service
model and capability
development
People strategy
HR
business
plan
HR
strategic
agenda
MONITOR &
EVALUATE
HR SERVICE DELIVERY
DEFINITION
HR Service Delivery is the influencing and
partnering approach in the provision of HR
services meeting the needs of the
organisation and its employees which enables
delivery of organisational goals and targets.
SABPP (2013)
HR SERVICE DELIVERY
OBJECTIVES
11.2.1 To ensure timeousness, consistency, credibility and quality in the delivery of HR
services, using resources productively and measuring and improving on delivery.
11.2.2 To ensure sustainability of HR practices within the organisation.
11.2.3 To support the effective management of the human element in an organisation by
means of an effective HR service delivery model and system.
11.2.4 To provide effective professional advice and guidance to managers and employees
regarding the correct implementation of labour laws and other legislative requirements, HR
policies, practices and procedures.
11.2.5 To establish functional standards for accurate HR record-keeping and administration,
developing and implementing an end-user friendly administrative process and system
enabling proper data management.
11.2.6. To measure employee engagement on the one hand, and satisfaction with the
delivery of HR services on the other hand.
SABPP (2013)
HR/Line relationship?
HR service delivery
model and system
Service Level
Agreement
HR strategy
Compliance monitoring
Laws,
regulations,
codes,
agreements
HR policies and
procedures
Employee
communication
MONITOR &
EVALUATE
HR managers response to
metrics?
HR MEASUREMENT SYSTEM
METRICS FOR PEOPLE
MANAGEMENT IN THE
ORGANISATION
METRICS FOR HR
EFFECTIVENESS/
EFFICIENCY
How can we
measure those
drivers?
METRICS
Financial and
operational reporting
systems in
organisation
Management system
& resources to collect
and report
MONITOR
&
EVALUATE
HR Competencies
HR Metrics:
National HR Scorecard
HR Service Standards
HR Products/Services:
CPD
Mentoring
Professional registration
Research
HR Academy QCTO
Curriculum standards
ISO: HR
HR Professional Standards:
HRMS (13)
HRMSAS (13)
HRPPS (30+)
Integrated
Reporting
HR Auditing:
Internal Audit
External Audit
King IV:
HR Governance
Conclusion
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