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HR VOICE . MAY 2015
HR VOICEMAY 2015 . ISSN 2304-8573
SABPP IS NOW REGISTERED AS AN NPO 117218
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
ENHANCING COMPETITIVENESS VS. PRACTICAl lEARNING STudY MISSION
FACTSHEET 4/2015
ORGANISATIONAlETHICS
GuIdE FOR COMMISSIONERS OF OATHS
HR VOICERATE CARd 2015
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HR VOICE . MAY 2015
INSIdECONTACT uS lEARNING & QuAlITY ASSuRANCENaren [email protected]
RESEARCH Penny Abbott [email protected]
HR AudIT uNIT Christine Botha [email protected]
MARKETING & STAKEHOldER RElATIONS Siphiwe [email protected]
PROFESSIONAl SERVICESChief Operating Officer, Xolani [email protected]
PROFESSIONAl REGISTRATIONSZanele Ndiweni [email protected] or Tebogo [email protected] PROJECT MANAGEMENT & EVENTSSiphiwe [email protected]
SOCIAl MEdIA Jaco du [email protected]
AddRESS 1st Floor, Rossouws Attorneys Building, 8 Sherborne Rd, Parktown, PO Box 2450, Houghton, 2041, South Africa.T: 011 045 5400 / F: 011 482 4830 www.sabpp.co.za
dESIGN Landman Creative T: 079 508 9244 www.landmancreative.co.za
AdVERTISING HR Consultants and providers who want to advertise their products and services in the HR Voice, should please contact Siphiwe Mashoene from SABPP. T: 011 045 [email protected]
EdITORIAl SuBMISSIONS Please send editorial submissions to Siphiwe Mashoene. [email protected]
CONTRIBuTORS Marius Meyer, Siphiwe Moyo, Linda Chipunza, Kate Dikgale-Freeman, Nico Martins, Dr Mark Bussin, Jenni Carstens, Naren Vassan, Lyn Mansour
BOARd dESK PAGE 3
• Workers’ day and month 2015: Putting workers first
FEATuREd PAGE 7
• New research shows 68% of South African employees are engaged at work
PROFESSIONAl SERVICES PAGE 9
• Member Benefits
• New SABPP website
• Invitation to join the Gauteng Regional Committee
HRRI PAGE 10
• International crucible assignments
SuRVEY PAGE 11
• Diversity management practices: How does your company ‘measure up’?
lEARNING ANd QuAlITY ASSuRANCE PAGE 12
• Accreditation of training providers
• Recognition of prior learning – in action
• Enhancing competitiveness vs. Practical learning study mission
• Annual graduation: The Presidency learnership programme in
partnership with FSD and the SABPP
• BMT College annual graduation ceremony - 2015
• IQ Academy’s inaugural graduation
EVENTS PAGE 17
PARTNERSHIPS PAGE 18
INSIDE .
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HR VOICE . MAY 2015
BOARd dESKnational labour legislation, codes and regulations. In certain areas, such as health and safety, significant progress has been made in most parts of the world.
• Responsibilities: Despite the focus on worker rights, most employees realise that they have a co-responsibility with management to make a meaningful contribution to productivity in workplaces. For instance, without the active contribution of workers, safety at work will remain a pipedream.
• Results: Workers have contributed to performance, sustained their families, provided products and services to customers, grown their companies and industries, as well as societies and economies. While management, with the support of high level specialists such as engineers and architects, designed and planned the construction of buildings, not a single building would have arisen without the sweat and meticulous hard work of labour.
In celebrating the above, we are reminded that we need to continue striving towards exercising our rights, accepting our responsibilities, and achieving results. At times, further sacrifices may be needed to achieve an optimum balance between rights, responsibilities and results.
However, work and the workplace has changed dramatically over the last five years given unprecedented advances in technology. The question is whether workers have also changed. Are we as workers and employers ready for the technological revolution spearheaded by advanced technological innovation and the explosion of social media? The latter phenomenon has already toppled governments through the power of instant communication, connection and engagement as the new source of individualised and collective empowerment and democratisation. Despite fair labour laws and the gains made by workers in recent times, the reality is that workers still face significant challenges that could take decades to resolve:
• The pursuit of equal opportunities is an ongoing reality worldwide, and not a single government can proudly proclaim that inequality in terms of race, gender, disability and other forms of discrimination has been eliminated completely.
• Courts are kept very busy with continuous labour disputes based on poor working conditions and other forms of unfair labour practices.
• Child labour, abuse of women and lack of opportunity for people with disabilities still occur in many parts of the world.
BOARD DESK .
WORKERS’ dAY ANd MONTH 2015: PuTTING WORKERS FIRST“Work is the inevitable condition of human life, the true source of human welfare.” - leo Tolstoy
1 May is Workers’ Day, but SABPP celebrates the whole month of May as workers month. Leo Tolstoy said “work is the inevitable condition of human life, the true source of human welfare.” As we reflect upon the role of workers in society, we are reminded of the enormous progress that has been made. The reality is that up to the middle of the twentieth century, work was characterised by slavery, exploitation, discrimination and the gross violation of human and worker’s rights all over the world. Jeremy Cronin reminds us of the perpetuation of inequalities in certain sectors of the South African economy. He states in the Sunday Times: “Black workers and the urban poor continue to be hugely disadvantaged by their geographical marginalization in dormitory townships.”
The history of the Workers’ Day goes back to the 1886 Haymarket Affair in Chicago, (USA) where police tried to disperse a large crowd of striking workers who were demanding shorter hours of work. A bomb was thrown at the policemen by an unidentified assailant resulting in the law enforcers firing live ammunition at the defenceless crowd. Since then this day has been used by the working class across the world to emphasise the need for fair labour practices and conditions of employment. In South Africa on Workers’ Day we also celebrate the role played by trade unions and other labour movements in the struggle against apartheid.
However, over the last three decades across the world, there was more progress in workers’ rights than in the history of work before. The recent trend toward an employment value proposition, very often reflected in awards such as “the best company to work for”, signifies a shift towards a full realisation of the importance of creating a work environment where employees can flourish, as employers realize that this contributes directly to the “bottom line”. We can now reflect on the 3 R’s we celebrated on Workers’Day:
• Rights: Today workers have rights in many countries, and these rights are enshrined in national constitutions, national bill of rights in many nations, international labour standards and a focus on decent work, taken through to
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HR VOICE . MAY 2015
• While advances in safety have been made, accidents still occur resulting in injuries and loss of life. Notwithstanding this progress, it is now a reality that more workers die from poor health (caused by poor lifestyle, poverty, and diseases) than from injuries at work.
• Skills and talent shortages are perpetuated all over the world through lack of access to education and development opportunities, making it difficult for many employees to realise their full potential.
• The explosion in executive pay over the last decade exacerbates pay gaps between the highest and lowest earners in society.
• World-wide, the level of unionisation is decreasing, and this mean that protection and advancement of workers’ rights needs to be handled differently.
• Although significant progress has been made regarding gender equity, flexible work practices appear to be the exception rather than the norm and an appropriate work-life balance is often not achieved.
• The recent trend toward indigenisation in certain countries could limit opportunities for expatriates and fuel xenophobia, especially in the light of the increased globalisation of workforces and workplaces everywhere.
• Youth unemployment has risen in many parts of the world, and if not addressed will widen the gap between the employed and the unemployed, thereby threatening political stability in many countries.
But what exactly should employers do to show their commitment to worker rights and empowerment? SABPP proposes the following key actions:
1. Identify factors which will help to create a people-driven organisation culture where each employee can realise his or her potential. If people really are your most important asset, treat them as such.
2. Ensure compliance to international labour codes, such as the labour standards of the International Labor Organization, in all countries where you do business.
3. Review all HR and other policies in your organisation to ensure compliance to all labour laws, codes and standards. Best employers are already proud to announce that they exceed the minimum labour standards.
4. Assess your company’s contribution to the socio-economic landscape, the lives of workers, and the communities in which you operate.
5. Create a personal development plan for all employees. Show them how they can create a career and better themselves.
6. Review the gap between the highest and lowest earners and ensure fair and market-related salaries where possible. Consider how equitable the profit
sharing in the business is and think about how to introduce profit and productivity schemes.
7. Eliminate all forms of direct and indirect discrimination in the workplace.
8. Invest in skills development as the major source of worker empowerment.
9. Apply the HR Management System Standard of South Africa developed by SABPP, it helps you to get the focus on leveraging work and workers for optimum productivity.
10. Involve workers in the process of creating sustainable organisations, not only for our own organisational growth, but to sustain the earth for future generations.
The Exco of SABPP is satisfied that we have made significant progress during the month of April to apply the spirit of the above ten points. For instance, SABPP reached out to many organisations by ensuring that we interact with them directly to advance the HR profession and the National HR Standards. We visited the following organisations in April: Mogale City Local Municipality, Ingquba Hill Local Municipality, Prasa, MQA, Eskom, SABC and Rand Water. Likewise, the HR team of Liviero Group visited the SABPP office. In addition, SABPP visited four universities during April, i.e. Walter Sisulu University, Rhodes University, Vaal University of Technology and the University of Pretoria to interact with students and staff. However, the highlight of the month was our Commissioners of Oaths breakfast session to celebrate this new status of HR professionals, and to orientate our professionals about their responsibilities to fulfil this role in accordance with the Justices of Peace and Commissioners of Oaths Act.
“He who works diligently need never despair; for all things are accomplished by diligence and labour.” - Menander
FACEBOOK/SABPPLIKE OUR PAGE
BOARD DESK .
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HR VOICE . MAY 2015
MARIuS MEYERCEO
SIPHIWE MOYOChairperson
Yes, we should celebrate workers’ rights, not only on 1 May, but every day. We need to acknowledge that worker rights have to be balanced with responsibilities. As Menander stated:
“He who works diligently need never despair; for all things are accomplished by diligence and labour.” Stronger employer-employee collaboration is needed to assist workers and companies in dealing with economic challenges. A more mature employer and employee are needed in the modern work environment.
Likewise, both parties need to realise that they have a wider more all-encompassing role to play, and that is to contribute to worker empowerment, socio-economic development and sustainability. Let us continue to advance worker empowerment to grow people, economies and nations. We hope to meet many of you at our AGM on 25 June so that we can reflect on our achievements and challenges as we continue to pursue our mission of advancing the HR profession.
lINdA CHIPuNzA Vice-chairperson
KATE dIKGAlE-FREEMAN Vice-chairperson
uPGRAdE NOW !
uPGRAdE YOuR SABPP MEMBERSHIP• MASTER HR PROFESSIONAl
(masters/doctorate + 5 years top level experience)
• CHARTEREd HR PROFESSIONAl (honours + 4 years senior level experience)
• HR PROFESSIONAl (3 year degree/diploma + 3 years middle management experience)
• HR ASSOCIATE (2 year diploma + 2 years’ experience)
• HR TECHNICIAN (1 year certificate + 1 year experience)
• CANdIdATE (qualification but no experience)
BOARD DESK .
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HR VOICE . MAY 2015
For nominat ions, contact Sheri Morgan atsheri [email protected] or on 0860 00 9590 | www.futureofhr.co.za
To book your table at the Awards or your seat at the Summit, contact Coleen Tapson at [email protected] or on 0860 00 9590
To qualify for 10% members discount, quote SABPP001 to activate this special!
Entr ies close 30 May 2015
En te r the Fu tu re o f HR Awards to s tand ou t and be recogn ised as a l eader o f i nnova t ion who i s se t t i ng new
indus t r y s tandards .
L E A R N • S H A R E • C O N N E C T • B E R E C O G N I S E D A N D A WA R D E D
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Brought to you by:Partners:
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S U M M I T & AWA R D S
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HR VOICE . MAY 2015
FEATuREdNEW RESEARCH SHOWS 68% OF SOuTH AFRICAN EMPlOYEES ARE ENGAGEd AT WORKThe latest results from the large scale employee engagement study conducted by UNISA in association with the SA Board for People Practices shows that South African employees are more positive about their work and their employer than other studies have shown.
Professors Nico Martins and Hester Nienaber have been testing and validating an academically sound model of employee engagement which combines the concepts of trait engagement (personality-based views of life and work); state engagement (feelings of satisfaction, involvement, commitment and empowerment); and behavioural engagement (extent to which people behave proactively and adapt well to changes). The questionnaire derived from this model measures attitudes to team functioning (team), the organisation (organisational satisfaction), how the organisation satisfies customers (customer service), the job (organisational commitment), performance of immediate manager (immediate manager), and organisation direction/performance/innovation (strategy and Implementation).
The December 2014 results from surveying over 4 000 respondents across multiple industries, organisational levels and personal demographics, are shown in Table 1 below:
South African employees are most positive to their team and least positive about their organisation’s strategy and implementation.
Thethreehighestrankedstatementsfocusonteamwork:• In my team we usually do more than is expected of us.• In my team we do what is expected of us, we are dependable.• In my team we do what we promise to do.
Thethreelowestrankedstatementsrelatetoorganisationalfunctioning:• The organisation has a stimulating environment.• I am satisfied with the way that my work performance is
evaluated.• Risk taking is encouraged in the organisation.
FEATURE ARTICLE .
lINKEdIN/SABPPJOIN THE DISCUSSIONS
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HR VOICE . MAY 2015
There are no real differences by age group, but the analysis by level in Table 3 below shows that senior levels are much more
positive than lower levels:
If a cut-off point of 3.62 for the mean is used, indicating that scores above this level can be considered relatively satisfactory, then organisations would need to pay attention to items falling into the immediate manager and strategy and implementation dimensions, and also need to pay attention to supervisory and lower level employees’ engagement levels overall.
The results from Table 1 show that very few South African employees are strongly negative to aspects of their work and organisation (between 1.5% and 8.4% on the different dimensions, with an overall average of 5.2%). However, a finding that, on average, 26.9% of employees are neutral or fairly negative to their work and the organisation shows that much work still needs to be done to engage employees fully to have a consistently highly performing organisation.
This research is on-going and organisations are encouraged to participate to benchmark themselves against these results and to help build the national database on employee engagement. 20 free engagement surveys are offered by UNISA to Small, Medium and Emerging organisations (less than 200 employees) on a first come first served basis.
CONTACT
PROF NICO MARTINS Department of Industrial and Organisational Psychology, Unisa012-429-8379 / [email protected]
The size of the sample that has now been achieved by the researchers permits a breakdown to be made of the results by
industry. The results in Table 2 below show that there is little difference between them on the overall averages:
REGISTER [email protected]
NOT AT THE CuTTING EdGE OF YOuR
PROFESSION?
FEATURE ARTICLE .
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HR VOICE . MAY 2015
member confirmation during a recruitment process or confirming if a member is a commissioner of oaths or not.
3. Onlinemember login –Members will be able to update us with contact information, view their invoices as well as accessing the current functionality of information only available to members
We hope that you will enjoy the new SABPP website!
XOlANI MAWANdECOO and Commissioner of Oaths, SABPP
INVITATION TO JOIN THE GAuTENG REGIONAl COMMITTEEAs part of the SABPP 2015 operational strategy, we are reviving regional committees in all nine provinces. We call upon Gauteng members interested in making a difference in the HR Profession to be part of the Gauteng Regional committee. HR professionals in the private and public sectors are welcome to join. A formal meeting to re-launch the committee will be held on the 22nd May 2015. Details of the meeting will be communicated via email.
Please note that SABPP committee members join on voluntary basis, thus we need committed HR Professionals to make time to attend committee meetings from time to time.
Interested members can contact [email protected]
PROFESSIONAL SERVICES .
PROFESSIONAl SERVICES
NEW SABPP WEBSITEThe SABPP is committed to serving the HR community exceptionally. In fulfilling our commitment, we are upgrading our IT systems to be as competitive as possible. We are pleased to announce that our new website will be released middle of May 2015. Designed with a fresh new look, user-friendly navigation and updated with the latest information about our products. We have added new features to the website which include among others:
1. Onlinememberregistrations–HR professionals will have easily accessible professional registration forms and be able to upload all required documents. Our registration officers will then respond to the applicant with a confirmation of receipt of the application.
2. Onlinememberverification–This feature allows for the public to be able to confirm if a person is a registered member of the SABPP. The feature will be very useful for
MEMBER BENEFITSGet help with your everyday issues. SABPP has an alliance with HR Forum which offers a FREE email group-based help line for the sort of tricky issues that come up daily.
Topics covered in the past month or so included:
• Where to find someone who can help externally facilitate conflict between the CEO and his PA
• TB as an occupational disease.
You send in your query, it gets made anonymous by the Forum facilitator, and circulated to members, who then come back (very quickly usually) with good advice based on solid experience.
HR FORuMCLICK HERE TO REGISTER
@SABPP1JOIN THE DISCUSSIONS#hrstandards
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HR VOICE . MAY 2015
HRRI .
HRRIINTERNATIONAl CRuCIBlE ASSIGNMENTS
Published by Knowledge ResourcesKnowledge Resources has generously made a 12 month free subscription to this valuable on-line journal available to SABPP registered professionals.
SIGN [email protected]
As the war for talent rages on, there is an acknowledgement that the pool of top-talent is not sufficiently large to meet the growing demand for global leaders. It therefore makes business sense for organisations to grow and groom their own global talent pools. International assignments can serve as critically significant development opportunities for leaders and often form the pinnacle of leadership development programmes. They undoubtedly help leaders develop global business acumen and cross-cultural competence but the costs attached are significant (Stahl, Chua, Caligiuri, Cerdin & Taniguchi, 2007).
To ensure that organisations reap the benefits of their investment in global mobility, they need to ensure that the assignments provide sufficient growth, stretch and scope for talent and leadership development goals to be met. The assignments should be Crucible Experiences. ‘Crucible’ refers to an intense, meaningful, and often transformational, experience which shakes and shapes your life. The Corporate Leadership Council (2012a) coined the term ‘International Crucible Assignment’ (ICA) and defined it as an expatriate experience that places leaders in challenging or unfamiliar situations and fast-moving environments (CLC Human Resources, 2012a).
BACKGROuNdThe premise of the ICA is that organisations should focus on providing leaders with development experiences that push them outside of their comfort zones and into unfamiliar environments. There are ways to provide such experiences which do not include global mobility, such as exposing employees to:
• Experiences outside of their area of expertise • Experiences in a new market • Experiences in a new business • Turning around an underperforming project • Managing an underperforming team • Managing a critical project on a fast cycle (CLC Human
Resources, 2012b).
While these types of development experiences are useful and important, no others, individually or collectively, have a greater impact on global leader effectiveness than international assignments. The Corporate Leadership Council asserts that going on an ICA can increase the chances of becoming a Great Global Leader by 21% (CLC Human Resources, 2012a). The qualifier here is the crucible nature of the assignment.
Read more at www.humancapitalreview.org
dR MARK BuSSINChairperson of 21st Century Pay Solutions and author of the new book Expatriate Compensation
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HR VOICE . MAY 2015
SuRVEYdIVERSITY MANAGEMENT PRACTICES: HOW dOES YOuR COMPANY ‘MEASuRE uP’? How effective is your company’s diversity management? And
does it impact your ‘bottom line’? Participate in our benchmark
survey and find out how your company compares to other South
African firms. Your participation will help shape a South African
model for effective diversity management.
Access the survey at:
https://surveys.sun.ac.za/Survey.aspx?s=87576386e015403
093aed9d965f76ac4
BENEFITSRecruit at least two other representatives from your firm to
complete the survey and you will receive a benchmark report
and qualify for a lucky draw (one of four R250 cash vouchers).
NOTESThis research is funded by the Mandela Rhodes Scholarship
and intends to make a contribution to effective diversity
management in South Africa. The study has received research
ethics approval from a South African university.
ENQuIRIESMsJenniCarstens
Cell: 076 480 9763
E-mail: [email protected]
REFER A FRIENdFOR PROFESSIONAL REGISTRATION
HOWDIFFERENTWOULDYOURLIFEBEIFSOMEONEDIDN’TTELLYOUABOUT
SABPP?
SURVEY .
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HR VOICE . MAY 2015
ACCREdITATION OF TRAINING PROVIdERSOn the 14th April 2015, we hosted the “Awarding of Accreditation” for training providers approved at the board meeting on 18th February 2015.
Naren Vassan, Head of Learning and Quality Assurance (LQA) at SABPP, shared with the audience certain milestones that the LQA department has achieved in the past year. He stated that the LQA department has obtain approval by the board for setting up the following sub-committees:
(1) Training Forum; (2) Examination Committee; (3) Monitoring Committee.
The chairpersons of these committees will sit at quarterly LQA Committee meetings sharing the outcomes that will lead into actions that will support training providers, learners and Assessor/Moderators.
The CEO of SABPP, Marius Meyer shared the Board’s achievement in getting the Minister of Justice to approve HR Practitioners as Ex-Officio Commissioner of Oaths.
Back from left to right: Sam and Abe Demon (The Pacific Institute), Marius Meyer (CEO,SABPP). Front from left to right: Peta Horn (Emergence Growth) and Dr. Linda Meyer (Boston City Campus).
RECOGNITION OF PRIOR lEARNING – IN ACTIONARTIClE BY lYN MANSOuR,
CEO, KLM Empowered
In a recent record-breaking accomplishment in RPL (Recognition
of Prior Learning ), we pioneered a group of 2 learners from
SuperSports on a Human Resources Management Diploma
Qualification at NQF Level 5 worth 249 Credits from the period
December 2015 to February 2015.
This project was taken with the view to upskill, train, mentor,
assess and ultimately qualify the professionals within the
ambitious space of 90 days.
“We took a developmental approach to this project; no micro-
management, no stringent expectations and no inflexible
decisions. Just pure trust in our ability as an accredited
institution with SABPP and continuous encouragement ,” says
Lyn Mansour, CEO of KLM Empowered.
“Running a module of such tight scope is not the norm, but
owing to the small enrolment, the absolute dedication of our
Learners and Facilitator/ Assessor /Mentor of exceptional
value, we were able to meet our deadlines in record time, and
still with the quality our clients have come to expect from our
Education team,” says Mansour.
While an increase in learners would naturally warrant an
increase in time required for module roll-out and completion,
this undoubtedly marks an industry first in the history of South
African people practices and further education and training
standards, to see the A-Grade quality achievement of learners
in such a short time frame.
On the next page is a list of lessons learnt and recommendatin.
lEARNING ANd QuAlITY ASSuRANCE
LEARNING AND QUALITY ASSURANCE .
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HR VOICE . MAY 2015
ASSESSOR – CECIlE CRONJElEARNERS - MARION SMITH ANd lEANNE CHARlES
ASSESSMENT TOOlSDevelop a tool that is more integrative in nature so as to allow learners to hand in one set of evidence that would be approved for many unit standards or parts of unit standards.
REAdINESS OF lEARNERSThere is no substitute for experience BUT you need to prove it and prepared to fill the gap with openness.
NEEd FOR A BuddYEach learner should have either a “buddy” or a coach to help keep them motivated and to help challenge them when it becomes tough and there is a lot of demand on workplace time.
TRuST ANd CONFIdENTIAlITY It should be understood that a high level of trust and confidentiality should be maintained as the learner sometimes shares intimate details of the business or sometimes hands in documents that although censored can still have sensitive details exposed.
AllOCATION OF TIME FOR PERFORMING ASSESSMENTIt should be noted that as the amount of learners increases, the assessment time should increase.
The assessor needs extensive exposure to a huge variety of disciplines in Human Resource to be able to assist the learners functionally.
MOdERATOR MuST ENGAGE FROM THE BEGINNINGIt is suggested that the Moderator becomes part of the project sooner and not at the end, as two heads are always better than one.
PROVIdER MuST HAVE A dEVElOPMENTAl APPROACHProvide regular support and feedback, guide the learners and all the affected stakeholders and make recommendations to improve the output.
PROPER PROJECT MANAGEMENTThe project plan cannot be set in stone. While you are busy assisting the learners in the workplace, the scene can change very quickly and what was seen as a fairly easy time to use for the RPL process turns into a busy time with critical deadlines. It is important that the project plan and Evidence Collecting Facilitator is able to change and roll with the changes else some of the learners will not be able to compete against the challenges of the qualification.
THIS OuR STORY ANd EXPERIENCE
TIMING IS EVERYTHINGStarted the process over December, when it would be quieter at the office and gave enough time prepare all the evidence. KLM Empowered schedule facilitated contact session over this period.
uNdERSTANd YOuR uNIT STANdARdS’ OuTCOMES Interpret the unit standard and prepare the evidence as guidelines.
ORGANISE YOuR PORTFOlIO ACCORdING TO YOuR STYlEUse templates, it’s helpful. But you can organise and sort information according to your understanding. Then linking it back to the requirements supported detailed explanations for the relevance of the evidence. This not only helped the assessor, but also allowed me to filter out irrelevant evidence.
CREATE A POOl OF AdVISORSHaving a pool of professionals that can help understand concepts is useful. Use all colleagues and subject matter experts within the organization and industry to guide and confirm my interpretation.
KEEP ON lEARNINGRPL is not just about getting recognition for what you have done, it also helps to identify gaps and areas of improvement. We were able to immediately make changes in current processes. We soon discovered the return on value of the RPL programme.
FINAl COMMENTWhat a fast ride it has been. RPL requires 100% commitment. It was a true skills-reflection exercise. RPL works, and we bear testimony to that.
LEARNING AND QUALITY ASSURANCE .
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HR VOICE . MAY 2015
PAPER WORK MuST BE IN ORdERAn agreement needs to be made with regards to the signing of documents as there are a huge amount of documents that are added to the portfolio and if all pages or all documents need to be signed by the learners, this becomes a very intense task.
CONTINuOuS FEEdBACKFeedback to learners should happen within a very short time of submitting evidence per unit standard/ exit level outcome of the qualification, else you place too much pressure on the learner at the end to gather additional evidence.
FINAl INTEGRATEd SuMMATIVE ASSESSMENT - FISAThe FISA should become a celebration of the knowledge that the learner has. This can take on various formats, liaise with Quality Assurance Manager of SABPP.
Learners going through the walk-about and sharing their experience with Huibie Jones (Director of ODI)
LEARNING AND QUALITY ASSURANCE .
ENHANCING COMPETITIVENESS VS. PRACTICAl lEARNING STudY MISSIONOrganisation Development International (www.odi.co.za) accredited training provider with SABPP is celebrating their 25th year in the Continuous Business Improvement and Learning & Development fields. One of the goals (#ODI25Years) was to open up practical learning opportunities to more people on a national level and to showcase what can be achieved in a South African context.
A Focused Study Mission was arranged in March to County Fair Further Processing & Distribution as well as Old Mutual. County Fair has been on the 20 Keys journey since 2000 and is operating in a highly competitive food industry (chicken processing). The Old Mutual business units have embarked on 20 Keys some 15 years ago and are currently implementing a 20 Keys & Lean approach that was customized for their business needs. During the visits, 20 Keys and Lean Management practices was re-visited through showcasing exceptional South African standards. For most participants, this was their first exposure to world-class standards in other industries and it served as a great opportunity for performance recognition. The SABPP accredited this event and all participants received Continuing Professional Development (CPD) points. All participants gained valuable insights from the practical walk-through and question & answer sessions and they built strong relationships with like-minded people.
• “The key to long term success is to support your people with a smile and take their hands to show them how to improve – walk the talk” - Hansie Wolfaardt - Parmalat Plant Manager: Bonnievale & Ladismith
• I embrace the concept of constructive intolerance; understanding the use of both appreciation and consequences - Alice van Niekerk – Senior Review Accountant, Old Mutual Investment Administrators
This session will be repeated at least once a year and the vision is to grow this network of like-minded individuals, across cultures, businesses and borders.
@ODI_Chat
ANNuAl GRAduATION: THE PRESIdENCY lEARNERSHIP PROGRAMME IN PARTNERSHIP WITH FSd ANd THE SABPPBackground: the HRD of the Presidency embarked on a programme that focused on the training and development of individuals in its employ that needed NQF 4 recognition. The Skills Development and Training Committee initiated a Learnership as part of Adult Education and Training.
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HR VOICE . MAY 2015
LEARNING AND QUALITY ASSURANCE .
A certificate in Business Administration was implemented and Seventeen (17) learners were enrolled. Of the 17 enrolled, 12 learners successfully completed the programme and was awarded certification in FETC: Business Administration: Employee Relations NQF 4 in a graduation ceremony at the Premier Hotel in Pretoria on 18 March 2015.
The ceremony was attended, amongst others, by the Director-General Dr Cassius Lubisi, Mr Tau Motsepe: Chief Director Corporate Services and Mr Thabiso Moloi: Chief Director HRM and OD.
In interviewing the learners it was evident that the experience has elevated their confidence and awakened a new sense of worth and ambition. One learner (Charles) stated: “I have always wanted to improve my knowledge and grow as a person…”
Learners were grateful for the opportunity given and thanked the Presidency, the Training Department and the SABPP.
BMT COllEGE ANNuAl GRAduATION CEREMONY - 2015BMT College held its annual Graduation Ceremony on the 20th of March. The ceremony was held in the Platinum Ballroom of the Silverstar Casino in Mogale City. This prestigious event is a celebration of hard work and achievements.
Several of the students shared their personal stories of overcoming adversity that culminated in the keynote speaker’s address by Mr. Femi Abedjani. He passionately spoke about what is possible if we set our minds to it.
The SA Board for People Practices, SABPP, presented top achiever awards to the Human Resources Management students. The CEO of SABPP, Mr. Marius Meyer, delivered an in depth address on the state of the human resources profession, and the importance of the field for the success of any business.
This day marked the official launch of the new BMT College virtual campus. This new platform includes several improvements that amongst others: promotes more interaction between students in a distance education environment; and allows students to engage more interactively with their studies, have easy access to several study resources and interact directly with lecturers online.
The BMT College ambassador, Mr. Clifford Martin, was also introduced at the ceremony. Mr. Martin is a paraplegic who has overcome several obstacles in his life to become successful. His perseverance to commit to excellence and not taking “no” for an answer was a further inspiration to many students.
This year the College graduated its first students for the three year Diploma in Business Management and the three year Diploma in Human Resources Management.
The success of the day is attributed to the hard work of the BMT College personnel and most of all to the students who remained true to their goals of achieving prosperity through knowledge.
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LEARNING AND QUALITY ASSURANCE .
IQ ACAdEMY’S INAuGuRAl GRAduATION
IQ Academy celebrated a special milestone in April 2015. The Institution hosted its inaugural graduation ceremonies, awarding the certificates for the qualifications: Further Education and Training Certificate in Human Resources Management and Practices Support and Higher Certificate in Business Management.
A total of 28 graduates were awarded certificates at the two ceremonies, held in Johannesburg and East London on 14 and 15 April 2015 respectively. The ceremonies were attended by the graduates, their families, invited guests and the Institution’s academic staff.
The guest speakers were Ms Bonge Mkhondo, Managing Director of Azanya and Dr Nolothando Toni, Head of the Teaching and Learning Unit at the University of Fort Hare. The SA Board of People Practices is the accreditation body and quality assurer for the Further Education and Training Certificate in Human Resources Management and Practices Support. IQ Academy utilises the skills and services of SABPP’s accredited consultants and has benefited from an incredibly supportive partnership with the SABPP over the past three years.
These graduation ceremonies have taken place at the culmination of an exciting period of institutional change. Following a lengthy period of discussion, the management of Fernwood Business College and IQ Academy decided to merge the two institutions and form the new IQ Academy.
NOTATTHECUTTINGEDGEOFYOUR
HR PROFESSION?
REFER A [email protected]
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HR VOICE . MAY 2015
EVENTS
EVENTS .
SABPP ANNuAl GENERAl MEETING
25 JuNE 2015
The Wanderers Club, 21 North Street, Illovo, Johannesburg
Keynote speaker: Terry Booysen, CEO, Corporate Governance Framework®
CONTACT [email protected] / 011 045 5413
BEING uP TO dATE WITH THE TIMES
AlWAYS WINS!
REGISTER [email protected]
dOWNlOAd FORM TO RSVP
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HR VOICE . MAY 2015
PARTNERSHIPS5TH ANNuAl ETHICSSA CONFERENCE: ORGANISATIONAl ETHICS: GETTING EVERYONE ON BOARd18 MAY 2015Gallagher Convention CentreThe theme of the 2015 conference is: Organisational Ethics: Getting Everyone on Board. The assumption underpinning this theme is that ethical organisations can only be built if there is a commitment to, and ownership of, ethics on all levels of the organisation. In some case even external stakeholders (e.g. supply chain, agents and industry peers) have to share an organisation’s commitment to ethics. The challenge that will be addressed in the conference is how to get both internal and external stakeholders to share an organisation’s commitment to ethics.
“RACE”, dIVERSITY, SOCIAl JuSTICE ANd TRANSFORMATION IN ORGANISATIONSSHOrT COUrSES PrESENTED By WITS CENTrE FOr DIVErSITy STUDIES
11 TO 15 MAYUniversity of the Witwatersrand, JohannesburgAre you able to engage with the difficult dynamics and necessaryconversations about “race” and diversity?
Are you able to offer support to individuals & groups as theytry to deal with “race”, diversity & transformation-relatedchallenges?
Enquiries and bookingsRejane WilliamsEmail: [email protected] Cell: 082 494 0364
VISIT SITE FOR MORE INFOdOWNlOAd BROCHuRE
PARTNERSHIPS .
