Transcript HUMAN RESOURCES CROSSROADS CONFERENCE

HUMAN RESOURCES
CROSSROADS CONFERENCE
The SABPP Perspective
International Trends
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The United Kingdom - the first Chartered Institute for
the registration of HR professionals (1 July 2000)
A comparative survey indicates that the USA has a
certification institute (HRCI), that Canada has a
certifying body (HRPAO) as does New Zealand
(HRINZ) and Australia has a membership body
(AHRI).
The IPM established South Africa’s professional
registering body, the SABPP in 1982. Recognition by
Government came when we received our ETQA
status in 2002.
Designatory letters (UK)
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Only corporate members of the CIPD (Members,
Fellows and Companions) are entitled to use
abbreviated designatory letters.
Non-corporate members (Affiliates, Associates,
Licentiates and Graduates) are not entitled to use
designatory letters.
Members, Fellows and Companions - MCIPD, FCIPD
and CCIPD respectively.
The HR Profession
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Legitimate
Internationally recognised as a
profession
With a body of knowledge
System of self regulation
Bona fides unquestionable
The oldest profession?
HR was for blacks in the white business
world
 Point of entry
 Managerial experience
 New breed of entrepreneurs and
business leaders
The SABPP
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The SABPP was established by the Institute
for Personnel Management (IPM) about 20
years ago
Fulfilled the function as
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standards body
professional registration body
accrediting providers and
guarding ethics.
Membership profile
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The membership of the SABPP Board is in the
process of transformation
Where the intake of professionals used to be
predominantly white, the vast majority of
new registrations are from the previously
disadvantaged communities.
The Board has 150 Mentors situated in all
provinces with some in the SADC region as
well. Black mentors are emerging.
Profile (cont)
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The practitioners registered with the SA
Board for Personnel Practice are
 from all Provinces in South Africa
 from most economic sectors.
 Reflects representation of key stakeholders
in education and training in the field of
human resources management and
practices.
Board’s outputs
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Papers on HR competencies
HR Profiles
Benchmarking studies,
Launching a Continued Professional
Development (CPD) programme in 1994
publishing research
Publishing an HR dictionary
Outputs (cont)
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Developing NQF levels of registration
Initiating the SGB for HRMP
Establishing an ETQA for HR
Initiating the HR Council of SA
Initiating the Benchmarking Forum for
HR SA (BEFOHR)
Early years
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When the Board was formed in 1982 it
adopted a basic premise of no discrimination
and members of the previously
disadvantaged groups were elected to all
Boards since inception.
Our current Chairman Prof Nicky Morgan, a
person from the Cape flats with noted
struggle credentials, registered with our
Board in 1984.
A bit of struggle history
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The first Chairperson accused organised business in 1991 of
dragging its feet on Black economic advancement
“Business leaders have been paying lip service to Black
empowerment for a long time. Now they have got to stop just
talking about it and do something significant.”
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He endorsed the Nafcoc resolution that within a period of 10
years at least 30 percent of corporate board members must be
black; at least 40 percent of their shareholding must be black.
“It is an urgent socio-economic necessity to distribute wealth more
effectively and to advance the opportunities of (the) blacks. It
is a critical issue that needs to be put on the table and debated
more openly” This ‘scathing attack on white business featured in
all the main newspapers and quoted in Parliament - nogal.
A responsive organisation
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Fully supports the new quality and skills
initiatives
Supports all efforts to make South Africa a more
equal place for everyone people of all colour,
cultures and beliefs, women and men, rural and
urban, young and old.
A responsive organisation
Initiated the SGB for HRMP (putting a
substantial part of its development fund
money into plenary stakeholder meetings for
the SGB, and carrying its costs until it was on
its feet and recognised by SAQA.
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This SGB has since registered a framework of
qualifications on the NQF and has written over
50 unit standards for the HR field.
NQF aligned Registration
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The Board has recently launched new professional
levels and categories of registration, aligned to the
NQF and based on the work of the SGB for HRMP
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This establishes a career path in HR with no ceilings.
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From certificate level (plus experience) to doctorate
level
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Challenging the profession to new heights in
knowledge acquisition, bottom-line contribution,
professional conduct and a responsible work ethic.
The Board works
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As an effective custodian of standards in
education for the people management
profession
more than 7000 professionals have been
registered over 20 years
about 900 HR Candidates taken through a
two-year Candidateship programme under
Approved Mentors of the Board.
Audits and accreditation of
HEIs
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Over the past 12 years more than 30 tertiary
institutions have been audited on a three-year cycle
and accredited
good relationships established with these institutions.
the senior practitioners and senior academics on the
evaluation teams of the SABPP.
Increasingly more senior black registered
practitioners get involved in audits as they become
available,
In partnership with the CHE, the SABPP will continue
evaluating HR programmes and providers at all levels
A complex environment
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The new education and training structures informed
by the SAQA Act and the Skills Development Act
among others, create a particularly complex
environment for the HR Practitioner.
HR is practiced within the jurisdiction of twenty-five
different SETAs.
In addition, crucial components of HR are inextricably
connected to fields such as education and training,
labour law, financial management, labour
recruitment, dimensions of the psychological
profession and social work.
Politics of partnerships
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This is the crossroads challenge
Same challenges
Different roles
Doing it together
The HR Fraternity
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HR standards and qualifications: All the HRCOSA
member bodies, IPM and HR providers have a stake
in the SABPP and should endeavor to strengthen the
SABPP as the custodian of quality HR standards and
qualifications (by active involvement).
Best practices and benchmarking: All the HR role
players and bodies have an interest and can share
through focused conferences, seminars, articles and
information sources on best practices and
benchmarking standards for HR and HRD.
SABPP and SAQA
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SAQA has recognised the importance of an
ETQA for HR to prevent the fragmentation of
the profession.
Their official endorsement of the work of the
Board and the accreditation of the SABPP as
ETQA for HR, is an acknowledgment of the
place and the importance of the HR
profession
SABPP and the SETAs
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SETAs (their constituent employers,
learners and providers) require persons
certificated with skills development and
human resource development
competencies.
HR practitioners function in all SETAs
Levies should also be used to develop
HR
HR and the NQF
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HR was included in the general NQF
framework when the SABPP initiated
the SGB in 1998 and was accredited as
ETQA at the end of 2002.
While a fully accredited ETQA, HR is not
funded as are all other sectors, by the
levy funds for this purpose
An Efficient Professional Body
The Board has kept itself financially viable
and stable with careful management
and a small infrastructure. The Board
thus has a track record of delivering
high quality services at very competitive
costs relative to the market rate.
SABPP and Transformation
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As the quality assurance and standards body
of HR in South Africa, the SABPP is vitally
concerned with overcoming unnecessary
barriers and providing a way for new entrants
to gain the relevant learning and work
experience in the HR field through quality
assuring education and training.
If HR is practiced well, South Africa will be
well served.
SABPP is working for you
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The SABPP is the accredited ETQA for HR
qualifications and standards
There is agreement with the CHE to cooperate in the
evaluation of HR learning programmes in the HET
sector.
Responsible for the accreditation of:
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small business HR providers and their programmes
large institutional HR programmes
large institutions’ skills programmes (short courses)
SABPP is working for you
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Verification of moderation systems of all HR
training providers is done by the SABPP.
The registration of all HR assessors is done
by the SABPP
The certification of all HR learners is the
responsibility of the SABPP.
Coherent policy for all sectors
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A sector strategy that is inclusive must be
implemented (Sectors are currently applying their
resources to their own needs and not holistically)
The SABPP ETQA should have a place on the SETA
forum
Collaboration on skills formation must be
strengthened
Policy coherence and consistency of application by
DoL and DoE must be improved
HR is forming strategic partnerships to strengthen its
ability to deliver effective service not only to
employers and employees, but to the economy
Conclusion
It is imperative that HR practitioners are
properly trained, properly accountable and
properly registered in order to serve the
country, and serve employers and employees
effectively
We believe statutory recognition is necessary