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HR VOICE . APRIL 2015THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE
APRIL 2015 . ISSN 2304-8573
SABPP REGISTERED
PROFESSIONALS
EX-OFFICIO
COMMISSIONERS
OF OATHS
HR AUDITS
Factsheet 3/2015
HR VOICE
RATE CARD 2015
Ethics Book
SABPP IS NOW REGISTERED AS AN NPO 117218
PAGE 1
HR VOICE . APRIL 2015
SABPP thanks the Minister of Justice
for approving SABPP members as
Commissioners of Oaths
the doj &cd
Department:
Justice and Constitutional Development
REPUBLIC OF SOUTH AFRICA
PAGE 2
INSIDE
HR VOICE . APRIL 2015
BOARD DESK
PAGE 4
LEARNING & QUALITY ASSURANCE
Naren Vassan
[email protected]
• Our new status as Ex-officio Commissioners of Oaths
PROFESSIONAL SERVICES
CONTACT US
PAGE 7
RESEARCH Penny Abbott
[email protected]
• Making payments at SABPP
• Member Benefits
HR Audit Unit Christine Botha
[email protected]
HRRI
MARKETING & STAKEHOLDER
RELATIONS Siphiwe Mashoene
[email protected]
PAGE 8
• SABPP Master HR Professional publishes in the UK
PROFESSIONAL SERVICES
Chief Operating Officer, Xolani Mawande
[email protected]
• The total cost of your workforce
• Implementing the HR Standards
LEARNING AND QUALITY ASSURANCE
EVENTS
PAGE 15
PAGE 18
INDUSTRY NEWS
PAGE 19
• How to choose your labour law expert
• Old-fashioned conversation: the top tool for talent retention
• What is a really career-limiting move for HR people?
• Practicality a guide to health and safety
• What does the 2015 Budget mean for your healthcare and retirement
funding?
PARTNERSHIPS
PAGE 28
STUDENT CHAPTERS
PAGE 29
• Joining the SABPP family- Kick starting your HR Professional career
STAFF PROFILES
PAGE 30
• Meet our new Governance Officer: Lindiwe Nombaca
• Meet the Professional Registration Officers
• Upgrade your SABPP Membership
PROFESSIONAL REGISTRATIONS
Zanele Ndiweni
[email protected]
or Tebogo Mahesu
[email protected]
Project management & Events
Siphiwe Mashoene
[email protected]
SOCIAL MEDIA Jaco du Plessis
[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 5413
[email protected]
EDITORIAL SUBMISSIONS Please
send editorial submissions to Siphiwe
Mashoene.
[email protected]
CONTRIBUTORS
Marius Meyer, Siphiwe Moyo, Xolani
Mawande, Penny Abbott, lvan lsraelstam,
Debbie Goodman-Bhyat, Leon Steyn,
Pieter Colyn, Celeste Coles, Anne da
Silva, Francois du Plessis
INSIDE . PAGE 3
HR VOICE . APRIL 2015
BOARD DESK
Our new status
as Ex-officio
Commissioners of
Oaths
In pursuit of our strategy of providing a voice for the HR
profession, on behalf of the SABPP Exco, we are proud to
announce that after months of work with the Department of
Justice, the Minister of Justice and Correctional Services,
Advocate Michael Masutha has gazetted a designation of
SABPP registered professionals as Ex-officio Commissioners of
Oaths. This means that members registered in the categories
of Master HR Professional, Chartered HR Professional, HR
Professional and HR Associate may now administer oaths or
affirmations; take solemn or attested declarations; and certify
documents to be a true copy of the original.
Building on recent successes with the launch of the National
HR Standards and the South African HR Competency Model,
the national recognition of SABPP’s HR professionals as
Commissioners of Oaths has taken the HR profession to a new
level of significance, professional status and meaning. The
Commissioner of Oaths status further highlights the important
role of HR professionals in meeting the HR competency
requirement in HR Governance, Risk and Compliance and
striving towards achieving the national standard in HR Risk
Management.
In addition to alleviating the inconvenience for HR professionals
to walk to a different floor or building to get documents certified
by a non-HR professional, we believe that designating SABPP
HR professionals to become Commissioners of Oaths will yield
multiple benefits for the country, inter alia the following:
• The workload of current Commissioners of Oaths such as
police officers and accountants will be reduced.
• HR professionals will be in a position to support the
government and law enforcement agencies to combat fraud
and corruption in areas where HR can add value, such as
identity fraud and forged qualifications certificates.
• HR professionals will be empowered to visibly apply their
Code of Conduct.
• HR professionals will play a meaningful role in preventing
fronting and other unethical practices pertaining to tenders,
Black Economic Empowerment and other HR and supply
chain practices.
• HR professionals will be positioned as key change agents
and champions for ethics, professionalism and nation
building as envisaged by the National Development Plan
(NDP).
• The role of Commissioner of Oaths also embodies a clear
commitment to the Constitution of South Africa and the
practice of justice, human rights and sound governance at
all spheres of government.
• HR professionals are custodians of a multitude of labour
and other laws, and therefore, like accountants, function as
compliance officers in the workplace.
This ex-officio status only applies to members in good
standing, that is, paid up with their membership and with no
ethical complaints outstanding against them. This underlines
the importance of members ensuring that they are currently
paid up – 2015 subscriptions were due by end February 2015.
A Guide on powers and duties of a Commissioner of Oaths has
been sent to all SABPP professionals. The first action step to
implement this new status is for a member to purchase or have
made a Commissioner of Oaths stamp. Details on this has
been included in the guide. Please note that any member who
is not in good standing and who purports to act in this ex-officio
capacity as a Commissioner of Oaths will be committing a
breach of the SABPP’s
Code of Conduct, and
be in transgression of
the Justices of Peace
and Commissioners
of Oaths Act.
This designation underlines the important role that HR
professionals play in ensuring that administrative processes
are managed ethically and scrupulously. Recent very public
scandals around misrepresentation of qualifications emphasise
the importance of checking that documents produced as
originals are genuine and original. The need to ensure fairness
and consistency in disciplinary processes, highlighted in her
address to the SABPP Ethics breakfast in January by the Public
Protector, Thuli Madonsela, emphasises the solemn nature of
the Commissioner of Oaths’ role in attesting to affidavits and
declarations. Thus, an HR professional, in his or her role as a
Commissioner of Oaths, carries the reputation of our profession
and we need to recognise this responsibility and live up to our
Code of Conduct.
To celebrate this historic achievement and to orientate
HR professionals on their duties and responsibilities as
Commissioners of Oaths, we are arranging an awareness and
capability building session on 15th April in Johannesburg,
to be followed shortly by events in the provinces. Within 48
BOARD DESK . PAGE 4
HR VOICE . APRIL 2015
hours of the announcement we already received 61 bookings
for the breakfast session, and we now have 120 bookings.
We are therefore arranging a bigger conference room given
this overwhelming response from the HR market. If you are
interested to join us at this special session to celebrate, confirm
and learn about your new status as a Commissioner of Oaths,
please let us know on [email protected]
In the meantime, please help us in raising awareness about
this milestone on the journey to advancing the HR profession,
by forwarding our HR Voice magazine to all your HR team
members, consultants and other providers. BMT College,
one of the SABPP accredited learning providers, already
informed all their graduates of this achievement, and we want
to invite the other 61 accredited learning providers, to do the
same. It is essential that we raise awareness about this major
milestone to all who work in the HR field. If any of them are
not yet registered with the SABPP and are thus not eligible
for the ex-officio role as Commissioner of Oaths as approved
by the Minister of Justice, they can contact the SABPP office
on [email protected] to start the registration process.
This is the opportunity to affirm your commitment as an HR
Professional in accordance with both the NQF Act and now also
the Justices of Peace and Commissioners of Oaths Act. Now is
the time to join us in taking the HR profession forward. When
we announced our strategy HR Voice in 2012 we promised
you that we will be the voice for the HR profession. We have
honoured our commitment by representing you in Parliament,
by launching the world’s first national HR Standards, and by
making you Commissioners of Oaths. The choice is yours: Be
legitimate, or continue to be left out.
We would like to thank the Minister of Justice, Advocate
Masutha, for approving SABPP professionals as ex-officio
Commissioners of Oaths. Congratulations to the team at
SABPP who have worked hard to achieve this recognition for
SABPP registered professionals.
3rd Annual HR Standards Conference. This year we are planning
to have 800 delegates, making it the largest HR Conference in
Africa. We are proud to announce that Dr Chris Andrews from
Bond University in Australia will be the keynote speaker at this
event. Dr Andrews was the first person to complete a PhD
study on HR Auditing and we therefore look forward to learn
about how his study can enrich our current national work on
HR standards and auditing.
Any comments or enquiries regarding the role of HR
professionals as Commissioners of Oaths may be sent to
the SABPP office on [email protected]. We also want to
acknowledge and thank the SABPP COO, Xolani Mawande
for his leadership and governance work in making all of this
happen via the Department of Justice. To those of you who have
not yet had the privilege of meeting our star COO, please join us
on 15 April so that you can meet him in person. We appreciate
your continuous commitment to HR professionalism in action.
Your HR standards partners
Marius Meyer
CEO
Siphiwe Moyo
Chairperson
Furthermore, we want to thank the hundreds of HR professionals
for their positive feedback about the Commissioners of Oaths
milestone. Moreover, our linked-in discussion group will
remain open for HR professionals to keep on engaging about
our new responsibility as Commissioners of Oaths. We have
now exceeded our goal of reaching 3000 members in our
linked-in group, while our twitter followers have grown to
more than 4400. Please keep on participating in these forums,
and twitter in particular on @SABPP1 or @MariusSABPP or @
xolani_mawande These accounts have been created to stay in
touch with you seven days a week. There are no more excuses
to not be connected to SABPP every day.
We trust that HR professionals will make use of this exciting
opportunity to be empowered as Commissioners of Oaths in
exercising our role as governance, risk and compliance officers
pertaining to the certification of documents and affidavits.
Another important reminder is to diarise 17 September for our
FACEBOOK/SABPP
LIKE OUR PAGE
BOARD DESK . PAGE 5
HAVASWW63982/E
HR VOICE . APRIL 2015
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PAGE 6
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HR VOICE . APRIL 2015
PROFESSIONAL SERVICES
Making payments
at SABPP
A number of our members are doing the right thing these daysrenewing their membership. We receive a substantial amount
into our bank account. Once members pay we then update
members’ records in our system to indicate that the member is
active and fully paid. This record is quarterly uploaded to SAQA
database. Members whose records indicate non payment are
then sent a reminder either through email or via SMS.
Once a reminder is sent, members react and we are then
inundated with calls and emails from members complaining
about their status. Members then query the accuracy of our
records as they boldly assert that they made payment. True,
but many members just pay into our banking account and
don’t use a proper reference, making it impossible for us to
link the payment to the member. We then end up with a sizable
unallocated fund and an unhappy member.
In order to deal with this dilemma as well as improve our
interaction with members we would like to remind members of
their payment options.
Bank deposit via EFT
This is the preferred method of payment. Members can save
SABPP as a beneficiary . Members should ensure that they
use the correct reference. This is normally the reference in the
invoice. Members are also free to use their ID numbers or their
name and surname . It is highly recommended that members
send through their proof of payment to [email protected] as
soon as they have paid . Members will then receive within 48
hours an official receipt is sent to members.
Speedpoint
Since January 2015 SABPP acquired a speedpoint machine
and we have brought convenience to members who walk into
the office or to our events. Members are therefore free to to
swipe their bank cards and pay their renewal. This way we then
update member records within 24 hours.
Cash deposit
This is the least preferred method of payment and we are
really not encouraging members to pay cash to our bank. The
challenge is in high bank charges we incur for cash deposits. In
future we may consider charging members for cash deposits.
Where members have no choice we encourage members to
ensure that they use the correct reference.
We thank all members who continue to renew in time. Just a
reminder that all renewals are due by the 1st of January every
year. We would ask all our members to support us by ensuring
that they pay their renewal as soon as reasonably possible. This
will afford us the opportunity of continuing to improve the value
add to members as well as support all our operations.
Xolani Mawande
Chief Operating Officer
Member Benefits
Get help with your everyday issues. SABPP has an
alliance with HR Forum which offers a FREE email groupbased 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
FORUM
CLICK HERE TO REGISTER
PROFESSIONAL SERVICES .
PAGE 7
HR VOICE . APRIL 2015
HRRI
SABPP Master
HR Professional
publishes in the UK
Congratulations to Rica Viljoen, Master HR Professional,
whose book was published by Gower in January 2015.
SABPP members can buy this book at a special 35% discount
(R1 085.50 inclusive of VAT and courier charges) from Naren
Bisseru, Vuga Books Durban. Tel: 031 202 0973 / Fax: 031 201
0747 / [email protected]
Inclusive
Organizational
Transformation
An African Perspective on
Human Niches and Diversity of
Thought
Globalization, consumerism, legislation
and human rights issues impact on
workplace demographics, changing the very nature thereof.
It is of strategic importance to ensure that the benefits of
diverse viewpoints and stakeholders are leveraged. However
the underlying worldviews of economists, business leaders
and consultants are often informed from a Western paradigm
and solutions proposed and interventions facilitated are not
integrated, integral, systemic or congruent with the containing
environment or ecology.
In Inclusive Organizational Transformation, Dr Rica Viljoen
acknowledges that diversity of thought presents both gifts
and challenges to leadership in multi-national organizations.
The existential question with which an individual is confronted
impacts on his or her worldview. By continuously applying a
specific worldview, certain gifts manifest. These are called
Human Niches.
Tanzania are included and insights gained from the dynamics
observed are shared. A synthesis of Inclusivity is presented in
a model, meta-insights are derived and the prerequisites for
Inclusivity on individual, group and organizational domain are
illustrated.
About the Author
Dr Rica Viljoen is a master organizational development
practitioner and strategist specializing in sustainable
organizational transformation, strategy formulation and
leadership optimization. She is founder and co-owner
of Mandala Consulting (PTY) Ltd. With more than 16
years consulting & facilitation experience nationally and
internationally her expertise lies in organizational culture
change, cultural integration during mergers and acquisitions
and translation of strategy. She consults in various industries
such as mining, banking, financial services, health and
transport. Before the start of Mandala Consulting, she held
an executive position in Absa, responsible for organizational
culture and transformation.
Review
‘This book embodies all the elements of managing in a complex
world and emphasises the need for a systemic appreciation of
all the elements within the containing system. Key to Viljoen’s
findings is a deep appreciation of the social system which is so
often overlooked by leaders.
If one accepts that the complexities which she has highlighted
are not unique and are applicable to any sector anywhere in the
world, and that the real challenge is how best to accommodate
disparate views of people who through technological and other
advances are becoming more empowered, then her model
should become universal.
Here, Inclusivity is positioned as a radical transformational
methodology with the purpose of unleashing the benefits of
engagement and diversity of thought. The process of Inclusivity
enables organizations to optimize the gifts of and contributions
from a diverse workforce and unleash tacit knowledge.
As such one needs to ask the question as to whether the
African Leadership Model which, in its own right, appears to
provide an elegant way to manage highly complex situations,
just might be that “unique” model which has been uppermost
in the minds of leadership scholars around the world? Will the
notion that it is now “Africa’s turn” see the rest of the world
discarding the “linear” Western style of management in favour
of Rica’s model?’
Case studies from Ghana, South Africa, and one where the
same strategy had to be implemented in Australia, Peru and
Roy Marcus, Chairman, The Da Vinci Institute for Technology
Management, South Africa
HRRI . PAGE 8
HR VOICE . APRIL 2015
The total cost of
your workforce
Sunday, January 25, 2015
www.bersin.com
Most organizations have a limited view of their workforces in
terms of both headcount numbers and costs. While HR typically
reports headcount figures, the task of calculating the cost of
the workforce is often left to Finance. Unfortunately, many HR
groups don’t have the expertise or credibility to report costs
and therefore defer to their Finance counterparts.
NOT AT THE CUTTING EDGE OF YOUR
PROFESSION?
Headcount figures are important, no doubt, but this data alone
only tells part of the story. Executives and line managers
want to know how much they are spending on talent, and how
different decisions will impact these costs. HR, in partnership
with Finance, needs to take the initiative to calculate and report
these costs.
The HR leaders at ConAgra Foods did not shrink away from
this challenge. Until recently, ConAgra Foods struggled to
collect accurate data about its workforce. Information was
spread across the organization in siloed systems and was
often difficult to reconcile (sound familiar?) In a relatively short
timeframe, however, ConAgra Foods’ HR team has been able
to leverage technology solutions to provide both current and
projected headcount as well as total workforce costs.
To estimate these costs, the analytics team partnered with
Finance (a key relationship for HR and analytics teams) to begin
mapping all of the available data and processes. The company
was using two principal systems: the HRIS, managed by HR,
provided data on salary and benefits; and an ERP system,
technically owned by Finance, provided cost data. Neither
system held all of the necessary costs or details for accurate
planning, forecasting, and analysis. The goal was to deliver all
workforce cost data, regardless of source, to the cloud-based
workforce planning system (Visier) to provide a complete
picture of costs.
To calculate the total cost of the workforce (TCOW), the team
developed a visual taxonomy of the different data elements that
contribute to this figure (see Figure 1). The four major categories
include direct compensation, benefits, employer costs for labor,
and workforce overhead. Each of these categories, in turn, has
subcategories with specific data elements. All of these need
to be considered when calculating the total cost of workforce.
Many times companies only look at payroll or compensation
figures, but as this chart shows, that is only part of the total
cost.
With all of the data in one place, ConAgra Foods’ HR and
Finance teams are now able to see the impact of spending at
REGISTER NOW!
[email protected]
HRRI . PAGE 9
HR VOICE . APRIL 2015
a minute level and understand what impact its workforce costs
have on its financial plan. They can also run different scenarios,
for example, modeling workforce costs between two different
locations, or modeling the cost of entering new markets versus
continuing operations as is. In the past, this would have been a
highly manual, time-consuming, and error-prone task.
If your HR organization is not able to do these types of analyses,
it should work to get there. Increasingly business leaders are
calling on HR to step up its game in using analytics to make
better workforce decisions. Cost is a key component of these
decisions. So if you don’t have a strong relationship with your
CFO, start building that relationship now.
Figure 1: Total Cost of Workforce Taxonomy
HRRI . PAGE 10
HR VOICE . APRIL 2015
Implementing the
HR Standards
NEW SURVEY TOOL TO HELP
IDENTIFY GAPS AND DEVELOP
ACTION PLANS
The SABPP is pleased to announce the launch of a new survey
tool to assist organisations in the implementation of the HR
Standards. Implementation should follow good practice in
Organisation Development, and the process flow depicted in
Standard Element 13, Organisation Development, shows the
phases as:
Analyse
outcomes, design
intervention
Prioritise,
integrate,
review and adjust
OUTPUT
MONITOR & eVALUATe
The survey tool we now provide assists with the Analysis phase.
It is questionnaire based and is designed to be sent out to line
managers and HR staff to gather feedback. It will enable the HR
Executive to compare perceptions of the two groups. Collated
responses indicate areas which need improvement and these
can then be prioritised for action.
This survey tool measures the extent to which the HR
Management System is perceived by HR staff and line
managers as working in the organisation, using questions
based on the Standard Elements objectives. Implementing an
effective HR Management System involves teamwork between
all levels of management and the HR department. Therefore
the tool cannot be considered as a tool to measure the service
quality of the HR department on its own.
The survey tool helps an organisation to determine how far
along the journey they are towards a Certification Audit against
the HRM Standard.
The survey tool is available in a variety of formats:
1. A paper-based questionnaire, administered, collated and
interpreted within the organisation. This is suitable for a
small organisation or one where anonymity of response is
not important and where the resource is available to collate
the responses and prepare the report. THIS FORMAT IS
AVAILABLE FREE TO SABPP MEMBERS.
2. A
n Excel-based questionnaire, again administered, collated
and interpreted within the organisation. Responses would
not be anonymous. It is easier to collate, being in Excel
format, and statistics and the report are easier to produce,
if the skills are available. THIS FORMAT IS AVAILABLE
FREE TO SABPP MEMBERS.
3. An on-line electronic survey tool, developed and supported
by the SABPP in partnership with Organisational
Diagnostics. This tool allows for confidential responses. A
variety of options is available with the basic option for up to
200 responses costing as little as R4 350 (plus VAT), while
the cost for up to 200 responses with wider demographic
analysis and fuller reporting can cost up to R15 850 (plus
VAT). The options range from MS Word paper option with
Organisational Diagnostics providing data capturing and
reporting services to full electronic hosting and reporting.
The tool is also available as the full questionnaire, covering
the entire HRM Standard with 132 questions, or a stripped
down mini version with 60 questions, which gives a general
picture of Standards achievement, but cannot be considered
as a comprehensive internal assessment against the HRM
Standard. The cost of this mini version in the on-line format is
from R2 745 (plus VAT) to R10 331 (plus VAT).
Note: the survey tool complements and does not replace the
Assessment Guide which is available free of charge in printed
format from the SABPP offices.
Conditions of Use
1. The SABPP is building a national database to track progress
against the HRM Standard and therefore organisations
making use of this tool must, as a condition of use,
supply the raw data to the SABPP for the purposes of this
national database. This will, in time, enable organisations
to benchmark themselves against national, industry and
sector achievements. Data gathered through the electronic
survey tool will automatically be supplied to the SABPP
database.
2. Paper-based or Excel-based formats:
a. The supply of the questionnaire is for a single use only.
A member or organisation wishing to repeat the survey
must obtain a fresh copy from the SABPP. [This provision
is to ensure that only current questionnaires are used,
in the event that the SABPP modifies the questionnaire.]
b. Where a paper-based or Excel-based format has been
supplied to an organisation, the organisation may not
use it outside the organisation, nor give it away for use
outside the organisation.
c. Where a paper-based or Excel-based format has been
supplied to a member who is a consultant, that member
may use it for his or her clients but not transfer the right
to use the tool to the client.
HRRI . PAGE 11
HR VOICE . APRIL 2015
d. The paper-based or Excel-based format may not
be used by an organisation to set up its own internal
electronic survey tool except where the organisation
is a Corporate Subscription Partner of the SABPP and
with the prior consent of the SABPP. This consent may
be given subject to certain conditions, including the
supply of raw data to the SABPP database and that the
questions may not be changed except with the consent
of the SABPP.
BENEFITS OF USING THE TOOL
• E
asy to obtain a base line of the current situation against
which to measure improvements.
• Graphic presentation of similarities or differences in
perception of achievement by HR and line management.
• Identification of areas of strong achievement.
• Pinpointing of problem areas.
• Enables an action plan to be drawn up.
Example of an overall report
Graphs of the detail per Standard element are also provided.
TO OBTAIN THE TOOL
For the paper-based questionnaire and/or the Excel tool,
contact [email protected]. You will be asked to sign and return
the Agreement on Conditions of Use.
For the electronic survey tool, or to have Organisation
Diagnostics capture and report for you, contact Ellen/
Anthea at 011 432 2006 or [email protected] and also see
www.orgdia.co.za.
This is another significant step in assisting organisations in the
implementation of HR Standards, a wave which is gathering
momentum across South Africa and other African countries.
Marius Meyer
CEO
Penny Abbott
Head, Research and Product
Development
HRRI . PAGE 12
HR VOICE . APRIL 2015
Recommended service providers
We are pleased to announce that we have signed up a range of consultants (individuals and firms) who have a good knowledge of the Standards
and are now available to assist the SABPP office with in-house presentations for organisations around South Africa. These consultants are also
now accredited by us to assist organisations with implementing the Standards.
We will continue to build this panel of consultants, from facilitators who have been through the 2 day HR Standards and Auditing workshop run by
the HR Audit Unit.
The list will be maintained on the SABPP website. The office will not recommend one consultant over another but provides basic information on
the list to assist an organisation in selecting a consultant. The initial list is:
Name
Consultant
Based in
Offering services in Consulting daily
rate price band
Telephone
Email / Website
A = R5 - 10 000 per day
B = > R10 000 but < R15 000
per day
C = > R15 000 per day
All rates plus VAT where
applicable
Companies
Ariston Global
Suran Moodley
Gauteng
South Africa and
abroad
Subject to quotation
Britehouse
Elsabe Bell
Gauteng
Mainly Gauteng
A
Bruniquel &
Associates
Bruno Bruniquel
Durban
KZN, WC, Gauteng
Gauteng
Mainly Gauteng
A for consulting
083 226-3379
work
B for training groups
B
082 879 3570
Gauteng
All SA and African
countries
Dependent on client
and client spec
Mr Yendor Felgate
Gauteng
People Strategy
Natasha Rudy
E Cape
All SA and African
countries
E Cape, Gauteng and
Durban
Dependent on client
and client spec
Qbit
Bonnie Johansen
W Cape
Gauteng, W Cape and
national
A
Duma Nathi
Kate Freeman
Associates (DNA)
Emergence Growth Mr Pat Smythe
Sage VIP (Division
of Sage South
Africa)
Thomas &
Swanepoel Inc
Verti Innovations
+27 (0) 11 465 9300 [email protected]
or +27 (0) 83 310
1273
elsabe.bell@britehouse.
083 577 8800
co.za / www.britehouse.
co.za
[email protected] /
www.bruniquel.co.za
[email protected] /
www.dnasa.co.za
+27 (0)11 026 3442 pats@emergencegrowth.
com / www.
emergencegrowth.com
+27 (0)11 026 3443 yendorf@
emergencegrowth.com
natasha@peoplestrategy.
083 627 1134
co.za /www.peoplestrategy.
co.za
Tony Cohn 083 627 [email protected] / www.
qbit.co.za
3729 / 011 440
7787
Danie Swanepoel
Tzaneen
Limpopo
A
083 310 3884
Thys Viljoen
Gauteng
South Africa
A
Ernest Coetzee
Gauteng
South Africa
011 739 4200 / 083 [email protected]
282 0826
Maphutha Diaz
Sandy Ho Hip
Leanne Maree
Gauteng
Gauteng
Gauteng
Mainly Gauteng
Corlia Peters
Botswana
Sabelo Plaatjie
[email protected]
Individual consultants
083 635 2210
A
082 652 0431
A
+267 76 414 906
[email protected]
Gauteng
All SA and African
Countries
Botswana, NW and
Gauteng
Gauteng
[email protected]
[email protected]
[email protected]
[email protected]
Manie Roodt
Centurion
Gauteng
B
0118668686 /
0835030672
082 465 0195
Shamila Singh
Gauteng
Gauteng
C
082 379 1908
Joan Stanbridge
Dawid Swart
Dewald van der
Schyff
KZN
Gauteng
Gauteng
KZN
Mainly Gauteng
Africa and South
Africa - (client to
pay travel expenses
outside Gauteng)
B
A within SA
C outside SA
082 451 4330
082 925 0851
manie@roodtconsulting.
co.za / www.
roodtconsulting.co.za
shamila.singh1@gmail.
com
[email protected]
[email protected]
[email protected]
PAGE 13
HR VOICE . APRIL 2015
THORNHILL WORKSHOP
360° FEEDBACK AND LEADERSHIP DEVELOPMENT
How well are your leaders
performing?
How do you create personal
development plans that meet
the goals of the individual and the
strategy of the organisation?
a complimentary personal 360°
feedback report to illustrate the
process.
Key Benefit of 360° Feedback
Leaders can become more effective
in achieving their goals when they
What are some of the latest global gain insight into what they are
trends in leadership development? doing well and what they still need
to learn to do well. How others
This workshop is targeted at HR/ perceive them can contribute
talent directors and managers, as valuably to this insight, but research
well as senior leaders who are
shows that most people are quite
interested in answering these
poor at accurately recognising how
questions. Participants will receive they come across to others.
4 JUNE 2015, 08H00 – 17H00 | FOCUS ROOMS, SUNNINGHILL
R2200 per person
(Early bird and other discounts available if paid before 14 May)
FACILITATORS | Jonathan Cook and Heather Watson
For more info or to book for the workshop, please contact
Wendy on [email protected] or visit www.thornhill.co.za
Customisable web-based multi-rater feedback systems
PAGE 14
HR VOICE . APRIL 2015
LEARNING AND QUALITY
ASSURANCE
Demistifying the DTI Scorecards workshop
The demystifying the DTI Scorecards workshop under the title
“Developing a Skills Development and Employment Equity
strategy under the new B-BBEE Codes” held on the 6th March
at The Promenade, Empowerment Centre, Shere, Pretoria East
was managed by the SABPP - Learning Development Growth
Initiative Committee and was attended by small group of people
(NedBank, Mogale City, Engen, Pacific Institute, Momentum
Short Term Insurance, Darel Solution and private consultants)
who engaged with industry experts sharing the challenges
and opportunities the industry has in applying these codes for
growing economy and creating employment.
are in audio or video format with an activity book, learning
guide. Delegates are exposed to both formative and summative
assessments activities (hands-on). The workshops is broken
into a series of days supported with activities.
Have a chat to them on 011 675 5101, they tailor make your
learning experience.
This what Ms. Nthabiseng Mutisya (ENGEN) - Learning and
Development Manager/Talent Development has to say “Thank
you for the workshop on Friday, I thoroughly enjoyed its
interactive format.”
Have you read the last month’s FACT SHEET on the dti Codes?
Private Higher Education accreditation
On the 10 – 11th March a panel comprising of Academics and
SABPP Representatives visited CTI Education Group – Pretoria
Campus. We received excellent support from the Head Office
comprising of the dean, programme developer and quality
assurance and programme manager from Pretoria Campus.
Provisional Accreditation certificate to
The Pacific Institute
On the 6th March the Chairperson of the Learning Development
Growth Initiative, Mr Jacques Strydom, presented a Provisional
Accreditation certificate to The Pacific Institute (Ms. Fiona Ray
and Mr Abe Demon) located at Ground Floor, Island House,
Constantia Office Park; Cnr 14th Ave. and Hendrik Potgieter
Road, Weltevreden Park, Roodepoort.
They specialize in Emotional Intelligence and Team Building.
Their learning programme “Investment in Excellence” modules
We evaluated the BCom with Human Resources as one the
majors. The evidence presented was easy to follow and SABPP
evaluated the content and conducted interviews with students,
lecturers, librarian, IT Support and the management team.
Their evaluation will be discussed by the Higher Education
Committee before being presented to the board for sign-off.
Note, every parent should ensure that the university or private
provider where your child is enrolled is accredited by the
respective professional body for the curriculum.
LEARNING & QUALITY ASSURANCE .
PAGE 15
HR VOICE . APRIL 2015
Awarding Top Labour Relations Student–
Capital Hotel School and Training
Academy
On Saturday, 14 March 2015 the graduation of the Class of 2013 of
The Capital Hotel School and Training Academy (CHS) was hosted
at the premises of the hotel school.
CHS is accredited by SABPP to present a number of Unit
Standards relating to Labour Relations. Various other HR-related
unit standards are completed by candidates and form part of the
Hospitality Management programme of CHS. A total of 30 students
received their SABPP-certificates for successfully completing
these SABPP Unit Standards.
Daynnah Leigh Blignaut was awarded the Top Achiever Award
in Labour Relations and received a Certificate of Achievement
from SABPP. Daynnah was also awarded the overall Top Achiever
in Human Resource Management studies for The Capital Hotel
School class of 2013. Daynnah is currently employed by the
Manhattan Hotel in Pretoria, in the Front Office department.
Awarding Full Accreditation to North
West University – Mafikeng Campus
Pictured below, at a meeting meeting held by the Higher
Education Committee on the 13th March at UNISA, AJH Van
der Walt Building, the chairperson (Prof Dirk Geldenhuys) of
the accreditation team with the academic panel – left to right
Dr Frans Maloa (UNISA), Dr Karel Lessing (TUT), receiving
the certificate Dr Revelation Mokgele (NWU – Mafikeng), Prof
Dirk Geldenhuys and Prof Karel Stanz (CHAIRMAN of Higher
Education Committee).
CHS and SABPP are very proud of the achievements of these
candidates and wish them well for their future in the Hospitality
Industry.
The photo shows Daynnah with Benita Bezuidenhout, the very
proud Principal of The Capital Hotel School and Training Academy.
This panel worked through the self-evaluation report as well as
all other supporting documents and interviews with learners,
academic and senior university management staff within the
Human Resources Faculty.
LEARNING & QUALITY ASSURANCE .
PAGE 16
HR VOICE . APRIL 2015
PAGE 17
HR VOICE . APRIL 2015
EVENTS
BEING UP TO DATE WITH THE TIMES
ALWAYS WINS!
SABPP Annual General
Meeting
25 JUNE 2015
Keynote speaker: Terry Booysen, CEO, Corporate
Governance Framework®
CONTACT US
[email protected] / 011 045 5413
HR professionals as ex-officio
commissioners of oaths
breakfast seminar
15 APRIL 2015
Sunnyside Park Hotel, Princess of Wales Terrace, Parktown,
Johannesburg, 2041.
SABPP registered professionals are now ex-officio
Commissioners of Oaths! This means that members registered
in the categories of Master HR Professional, Chartered HR
Professional, HR Professional and HR Associate may now
administer oaths or affirmations; take solemn or attested
declarations; and certify documents to be a true copy of the
original.
We have put together a breakfast seminar to orientate SABPP
members and the broader HR community, and now ex-officio
Commissioners of Oaths about this new development.
READ MORE
REGISTER NOW!
[email protected]
[email protected] / 011 045 5413
Events . PAGE 18
HR VOICE . APRIL 2015
INDUSTRY NEWS
How to choose
your labour law
expert
lvan lsraelstam
Chief Executive of Labour Law Management Consulting.
I have lost count of the number of times that employers have
asked me to sort out a mess made by their labour consultant or
other so-called expert. I receive endless requests that go like
this: “Our labour expert advised us to fire our employee and
now the CCMA tells us that the dismissal was unfair”. Or “The
disciplinary policy drawn up by our labour expert was wrong
and we have therefore followed the wrong procedure”.
While we are often able to fix up the mess:
• This often happens at a cost to the employer
• Sometimes the problem is too far gone for it to be sorted out.
The solution is therefore not in the cure but in prevention. That
is, every employer needs to have available, at short notice, a
labour law advisor who can help to ensure that the employer
does not get into hot water all the time.
In order to avoid making things worse try to ensure that the
labour expert you choose:
• Has a tertiary qualification in the labour relations or human
resources field rather than some totally unrelated field.
• Has substantial experience as a labour law consultant or
labour lawyer.
• Has a solid background in corporate industrial relations
management so that he/she can understand the practical
everyday needs at the coalface.
• Is closely affiliated to a business labour forum through
which he/she can keep in touch with the latest developments
in industry, in trade union activity and in labour legislation
• Shows his/her knowledge of labour relations via
publications, speaking at conferences and the presentation
of seminars.
• Has quick access to the latest labour statutes and to case
law decisions.
• Charges a fee that is not suspiciously low but that is
affordable to you.
• Is willing to share his/her knowledge via in-house training
courses for you managers rather than trying to make you
dependent on him/her.
• Provides the full spectrum of labour law and industrial
relations services that include:
∤∤ Chairing of disciplinary hearings.
∤∤ Representation of employers at CCMA and bargaining
councils.
∤∤ Labour relations consultation, labour litigation and
legal advice.
∤∤ Industrial relations and human resources policy
development.
∤∤ Review and drafting of employment contracts.
∤∤ Retrenchment, restructuring and rightsizing.
∤∤ Drafting of outsourcing agreements.
∤∤ Negotiating and drafting union recognition agreements
∤∤ Union wage negotiations.
∤∤ Strike handling.
∤∤ Writing of legal opinions on all Labour Law and IR/HR
matters.
∤∤ Conducting of IR audits.
∤∤ Implementation of employment equity and completion
of EE Reports and design and implementation of EE
policies and plans.
∤∤ Mentoring of HR/IR executives, managers, officers and
trainee HR/IR professionals.
Ivan may be contacted on (011) 888-7944 or 0828522973 or on
e-mail address: [email protected].
Go to: www.labourlawadvice.co.za.
INDUSTRY NEWS .
PAGE 19
HR VOICE . APRIL 2015
Old-fashioned
conversation:
the top tool for
talent retention
would leave their company if they did not receive a promotion
within a specified period of time.
Asked how long they would be happy to stay in a role before
being offered a promotion, 84% said they would expect to
be offered a promotion within 3 years. Of these, 10% of the
respondents would want a promotion within a year, and 34%
within two years. Only 16% would wait 4 or more years.
“What this shows, is that companies who spend a lot of time
and money searching for the right candidate, must put as much
effort into retaining those individuals. The great thing about
the retention part is that it costs very little, other than time
and attention, and some good communication. No surveys, no
‘culture audits’. Just plain, old-fashioned conversation.
“Having no strategy in place, and getting caught up in the
day-to-day demands of a job without taking a step back and
assessing where you and your team are at, could find you losing
your valuable resources within as short a time as two years
after appointment,” says Goodman-Bhyat.
The recently released report, entitled ‘Executive Talent: Get
them, Keep them’, investigated the challenges faced by
businesses in attracting and retaining top executives while
ensuring continued transformation. The survey was conducted
for Jack Hammer by independent research consultancy
EIGHTY20, and questioned hundreds of mid-to-high level
executives across several categories, including remuneration,
role, expectations and company culture.
Debbie Goodman-Bhyat
Founder & managing director of Jack Hammer Executive
Headhunters.
Arguably the foremost tool for hanging on to a company’s
most strategic human resources, is putting in place pro-active
systems that allow leadership to close the gap between what
they think is going on, versus what is actually happening in the
minds of their employees, an expert says.
Debbie Goodman-Bhyat, CEO of Jack Hammer Executive
Headhunters, says often companies are lulled into a false sense
of security when their core talent performs well, produces
results and appears motivated and happy with the status quo.
“Just because your top performers are great at their jobs,
does not mean they will want to do them for you forever. Not
recognising this reality makes your company vulnerable and
opens the door for talent searchers to have the conversation
with your people – the conversation you should be having
instead.”
According to findings contained in the latest Jack Hammer
Executive Report, a whopping 50% of respondents said they
Goodman-Bhyat says respondents made it clear that they
want their relationship with their company to mirror the best
practice in any relationship: they want openness, trust, honesty
and clear communication from the organisation they work for.
Stagnation at work and in the current role should be viewed
as major red flags by companies, it emerged, and should be
addressed as soon as such issues are identified.
“The issue here is to find a mechanism or strategy whereby
problems are identified timeously, and not only after one of
your leaders lets you know he is looking elsewhere. As Richard
Branson rightly pointed out, foresight is important in business.
You can’t wait until an employee comes to you and says he is
ready to leave before you start thinking about what his goals
are and what keeps him happy.”
Goodman-Bhyat says there are five ways to ensure your
expensive talent doesn’t take flight prematurely:
1. Do not over-promise
2. Align the promise with reality
3. Ensure the original vision is carried through to the role and
responsbilities of the executive
4. Check back regularly
5. Constantly communicate the future vision.
INDUSTRY NEWS .
PAGE 20
HR VOICE . APRIL 2015
“Top talent want – at all times - to know where they stand and
what they can expect from their future. They want to feel fully
actualised in their environment,” says Goodman-Bhyat.
“Regular appraisals and open, honest conversations about
packages and promotion, as well as future career opportunities
are non-negotiable.”
If left undone, top appointments may stew in silence, or even
keep up chirpy appearances, wondering whether they are being
paid what they are worth, whether they are being discriminated
against, and whether they truly have a future with the company.
“This leaves them exposed and open to persuasion to leave your
organisation for a place where they imagine their contribution
will be better recognised. And this puts your organisation at
risk. Knowing that 94% of people are likely to be lured to a
new company where the package is more competitive, to not
place top priority on having an open an honest discussion with
your key people makes little common- and even less business
sense.
“Have the conversation regularly. Understanding the facts as
well as the opinions and perceptions of your most valuable
appointments allows you to understand what needs to be
addressed. Ultimately, this old-fashioned practice is the most
important tool in your retention arsenal.”
Issued by lange 360
On behalf of Jack Hammer Executive Headhunters
For more information contact Debbie Goodman-Bhyat at Jack
Hammer Executive Headhunters on 021 425 6677 or Shelly at
Lange 360 at [email protected].
LINKEDIN/SABPP
JOIN THE DISCUSSIONS
INDUSTRY NEWS .
PAGE 21
HR VOICE . APRIL 2015
What is a really
career-limiting
move for HR
people?
person. According to Creative HRM the history of Human
Resources (HR) starts to be interesting with the evolution
of the large factories. It was in the 18th century. The rapid
development of new industrial approach to work changed
the world dramatically. Quick and cheap production became
a priority for many industries. The factories hired thousands
of workers, who worked up to 16 hours a day. Soon, many
entrepreneurs discovered that satisfied employees are more
effective and can produce more than depressed employees.
Many factories started to introduce voluntary programs for
employees to increase their comfort and satisfaction. On the
other hand, the government started to intervene to introduce
some basic human rights and the work safety legislation.
The second rapid development of Human Resources started in
the beginning of 20th century. Most organizations introduced
Personnel Management. The personnel department had large
responsibilities. It was dealing with issues, introducing the new
law requirements. It had responsibility for the implementation
of different social and work place safety programs. Everything
was focused on the productivity of employees. Regular
productivity increments were the key measure for the
management of employees. Significant change was introduced
after the 2nd World War because the military developed many
training programs for new soldiers. After the war, training
became a respected process in the personnel (HR) department.
Leon Steyn
Group Human Resources Executive
Bidvest TMS Group Industrial Services
SABPP member, HR Associate
The industrial revolution brought with it progress, jobs and
wealth, amongst other things. It also paved the way for group
dynamics and interpersonal liaisons never experienced before.
An example of these interactions was the interaction between
workers and bosses. Due to the factory bosses being demanding,
hardworking people who worked hard to establish and build up
their factories, they called the shots and were simply known
as “The Boss” and, nobody messed with The Boss. If by some
stroke of bad luck or an inconsiderate statement, a manager
or employee over stepped their boundary, they were simply
fired! Just like that! So, The Boss was a man to be feared and
respected in order to survive, in more than one way. There are
a few urban legends and stories of unfortunate employees who
fell out of favour with The Boss and were never seen or heard
of again…
As the evolution of the workplace progressed, a need arose for
a manager of sorts to manage and take care of the people side
of things – enter the Personnel Officer or Human Resources
The ongoing evolution of HR, and its many facets, together with
an increase in the workplace dynamics, gradually led to a fullyfledged value-adding department. The more mature CEO’s and
boards insisted on the strategic alignment of HR to the overall
business strategy, thus ensuring an integrated approach to the
execution of the strategy. Soon enough, the HR department
could no longer be the home of employees who were not true
HR people, the HR department had to be administered, driven
and managed by competent masters of their game.
The HR people became the people whose core competencies
(according to the South African National HR Competency Model )
consisted of the basic competencies all HR professionals require
in order to be effective in the workplace:
1. Leadership and Personal Credibility: All HR professionals
should possess leadership skills to drive the HR profession.
Likewise, HR professionals should have personal credibility
in organisations, irrespective of level in the organisation,
but this can only be achieved if they display a high level of
competence in executing professional HR work.
2. Organisational capability: Understanding the organisational
context and needs of the business is critical in the process
of planning and delivering HR practices.
3. Solution Creation and Implementation: HR professionals
create, plan and implement HR solutions, including
interventions and practices according to the needs of the
organisation.
4. Interpersonal and communication skills: All HR work
depends on successful relationships, and excellent
INDUSTRY NEWS .
PAGE 22
HR VOICE . APRIL 2015
interpersonal and communication skills are of utmost
importance.
5. Citizenship for the future: Over and above the HR strategic
partner role, the new business environment requires HR
professionals who can drive innovation, optimise technology
and contribute to sustainability. Thus, HR professionals
become citizens for the future in ensuring sustainability of
organisations and the environment.
As stated previously, it is vital that HR is aligned to the
organizational strategy and as such, should have the following
five strategic HR capabilities:
1. Strategy: HR professionals contribute to business strategy
by drafting HR strategies aligned to the overall strategy of
the organisation. However, this is more than just alignment,
it requires the ability and influence to create people-driven
business strategy in partnership with other executives.
2. Talent management: Once business and HR strategy are
clear, HR professionals should work with line management
in implementing a talent management plan for an
organisation.
3. HR governance, risk and compliance: Governing the HR
function to make effective people decisions for the business,
including managing HR risks and ensuring compliance to
employment laws, rules, codes and HR standards elevate
HR from business partners to HR governors.
4. Analytics and measurement: Another core capability is to
be able to generate a systematic and integrated approach
to HR analytics and measures in demonstrating HR impact
on the business.
5. HR service delivery: Ultimately HR professionals should be
able to deliver high quality HR products and services for
the organisation and meeting or exceeding the needs of
management, employees and other key stakeholders.
to stereotype senior managers, CEO’s and the like as emotional
and being in denial about certain wrongs; the intention is to
draw attention to the fact that in order to make HR comfortable
with alignment to the strategy, HR people should be included
and reassured that they are indeed part of the greater
organizational team.
Finally, the matter of career limiting actions should not be
measured against the Boss, peers or shareholders, but rather
against what is in the best interest of the organization as
determined by the compliance to “employment laws, rules,
codes and HR standards and thereby elevate HR from business
partners to HR governors. ”A professional HR person can make
compliance interesting and rewarding and by so doing gain the
trust of the people whom they serve and support.
Once trust has been instilled as a true company value and
people (at all levels) do not feel marginalised or insecure, no
action (move) should be career-limiting, unless it falls outside
the boundaries of respect, honesty, integrity, dignity and the
law. After all, we are merely people, managing other people!
HOW DIFFERENT WOULD YOUR LIFE
BE IF SOMEONE DIDN’T TELL YOU ABOUT
SABPP?
Having now set the scene for our question at hand, namely,
“What is a really career-limiting move for HR people?” let us
dwell on the risks involved for HR people when they do the
“right thing.”
When the core competence of Personal Credibility is considered
together with the strategic HR capability of HR Governance and
Compliance, it is quite possible that a significant amount of
the workplace stress experienced by HR people lies within the
ambit of these two points. The moral dilemma of “damned if you
do and damned if you don’t” weighs heavily on the shoulders of
many an HR person when they are faced with the wrath of a
senior manager or colleague; a wrath seated in the emotionally
bankrupt character of denial and self-service.
When an employee shares a highly confidential bit of
information, which, if found to be true, could have devastating
consequences for the organization, the HR person can be
caught between facing an emotional outburst and a demand for
source identification or not breathing a word and carrying the
load alone. It most definitely is not the intention of this article
REFER A FRIEND
FOR PROFESSIONAL REGISTRATION
INDUSTRY NEWS .
PAGE 23
HR VOICE . APRIL 2015
Practicality a
guide to health
and safety
Mining employers are responsible to ensure that working
places of employees are healthy and safe, as far as reasonably
practicable. The question is what criterion governs the question
whether a working place is considered healthy and safe or not?
The mine and occupational health and safety department of
ENSafrica often deals with a misconceived assumption that
merely because an accident occurred in a working place (for
whatever reason), which resulted in an injury to, or death of a
person, then such a working place is automatically classified
as being unsafe and hazardous to health. An employer is then
placed in a situation where it is accepted that it failed to comply
with its obligations. Such an assumption is incorrect in the
large majority of cases.
To draw a conclusion as to whether a working place is healthy
and safe (or not), objective criteria must be applied. In South
African law, health and safety on mines is governed by both
the Mine Health and Safety Act, 1996 and the regulations
binding in terms thereof, as well as the common law (Roman
Dutch law, as amended by statutory laws and interpreted by
our courts). In this regard, an employer’s obligations are not
only derived from common law and the act, but may also
arise from contracts which may exist (for example, between
an independent contractor company and the employer) and
guidelines and instructions issued by the Mine Health and
Safety Inspectorate (the relevant regulator) of the Department
of Mineral Resources.
The act and regulations which are binding in terms thereof,
contain various provisions dealing with an employer’s obligation
to provide a working place, which is healthy and safe, as far as
reasonably practicable (see for example sections 2, 5, 7, 10 of
the act). The standard of care, which the act requires of the
employer is, in most instances, one of reasonable practicability.
This phrase is defined in the act. The measures taken by an
employer at a working place must take into account the
particular hazard or risk concerned. The standard of care is a
dynamic one and must take cognisance of developments in the
relevant industry. The test of practicability is an objective one
which must be evaluated in the context of the particular work.
In order for an employer to demonstrate a system which is
healthy and safe, as far as reasonably practicable and which
ensures a healthy and safe working environment, a holistic
approach must be adopted. In other words, an employer may
elect to use a number of measures to ensure healthy and safe
working places. There are various examples of measures which
may be included in a health and safety system. An employer
INDUSTRY NEWS .
PAGE 24
HR VOICE . APRIL 2015
may rely on, among others, formal and informal training of
employees; an organisational structure of experienced and
competent persons; equipment, which is safe and does not
endanger the health of persons; systems of work which are
safe and which do not expose persons to unhealthy conditions;
health and safety standards and procedures; supervision
and proper discipline; maintenance procedures; and risk
management.
In other words, one must objectively consider whether a
working place is safe, as far as reasonably practicable and
not hazardous to health, by referencing and analysing the
abovementioned measures. If one health or safety measure on
which an employer relied was not effective, it does not mean
that the working place was unsafe or hazardous to health.
The statutory measures of health and safety (as set out in the
act and regulations) must be interpreted in light of the common
law duty of care. In general, the duty of care means that the
employer, acting personally or through its agents, must take
reasonable care for the safety of its employees. Our courts have
used the standard of the reasonable person as the criterion
to determine the reasonableness of conduct and have held
that the reasonable person is “the man (person) of ordinary
knowledge and experience”.
Pieter Colyn
Director | mine and occupational health and safety
+27 83 327 2474
[email protected]
“Reasonableness” is ultimately the measure which determines
whether an employer’s conduct complies with the act, the
regulations binding in terms thereof and/or the common law.
Non-compliance by an employer with its obligations to
ensure a healthy and safe working environment is a criminal
transgression and employers may be criminally charged in this
regard. If such failure led to a person being fatally injured, then
the employer may also be charged with culpable homicide. In
addition to the aforementioned conduct constituting criminal
transgressions, an administrative fine may also be imposed on
the employer in terms of the act. The minister of the Department
of Mineral Resources published a draft Mine Health and Safety
Bill during November 2013. One of the proposed amendments
relates to the maximum fine that may be imposed should an
employer be found guilty of contravening the provisions of the
act and regulations binding in terms thereof. It is proposed that
a fine may be imposed “…not exceeding 10% of the company’s
annual turnover for the period during which the company has
failed to comply with the relevant provisions…” This provision (if
enacted) will place a heavy financial burden on mines.
It therefore remains exceptionally important for an employer
to continually assess and analyse its systems and measures,
including employees’ compliance with their duties and
obligations by means of an appropriate risk assessment and
management process to provide a healthy and safe working
environment.
Celeste Coles
Director | mine and occupational health and safety
+27 82 875 8202
[email protected]
First published on the 9th February 2015 in Business Law and
Tax Review with Business Day.
INDUSTRY NEWS .
PAGE 25
HR VOICE . APRIL 2015
What does the
2015 Budget
mean for your
healthcare
and retirement
funding?
Gavin Griffin
Business Unit Head of Aon Hewitt’s Employee Benefits
Solutions division
South African taxpayers will be paying more taxes on their
personal incomes to help the government raise revenue. The
bottom line is that for individual taxpayers the message is
mixed – there will be relief for low- to middle-income earners,
but an increased income tax burden for the middle-to highincome earners.
Healthcare
“Medical scheme contribution tax credits have also been
increased marginally and while this is a form of some tax
relief, it needs to be considered in the context of what potential
increases in fringe benefit taxation on employer contributions
to medical schemes means for tax payers. The 2015 budget
confirmed that the medical scheme contribution tax credit
increased with R13, from R257 to R270 per month for the
first two beneficiaries and R9 from R172 to R181 per month
in respect of each additional beneficiary,” explains Gavin
Griffin, Business Unit Head of Aon Hewitt’s Employee Benefits
Solutions division.
“The budget also referenced that health spending will reach
R178billion in 2017/2018. What is still a concern is the fact that
the State’s total healthcare spend vs outcome is still higher
than that of world health organisation spend and outcome
figures, which in my opinion does not deliver the same Return
On Investment (ROI) that you would expect,” says Gavin.
“No comment was made on the funding of the proposed
National Health Insurance (NHI) project, other than a mention
about a discussion paper on financing options that ‘will be
released shortly by the National Treasury to accompany the
NHI white paper’,” he adds.
Medical Expense Deductions
Up until the end of the current tax year (2014), taxpayers were
entitled to a deduction for qualifying medical expenses - other
than medical fund contributions – that were not recovered from
the medical scheme. The deduction was determined using a
specific formula in the Income Tax Act.
“However, from 1 March 2014, this deduction has been replaced
by a credit, which is more favourable to taxpayers who are 65
years and older and taxpayers below age 65 who are disabled
or who has a dependent with a disability,” says Gavin.
Retirement
Leslie Primo from Aon Hewitt’s Retirement Funding division
says the announcements that were made at the 2015 budget
discussion relating to the retirement fund industry are very
scant. But in a nutshell:
Taxation Laws Amendment Act (TLAA)
The Taxation Laws Amendment Act, 2014 Bill was passed
into law on 22 January 2015 and the following tax changes
announced in the TLAA will be effective from 1 March 2015:
Tax-Free-Savings and Investment
Accounts (TFSAs)
“The Minister confirmed that with effect from 1 March 2015,
the new tax-free-savings and investment accounts (TFSAs) will
be available to the South African market, allowing individuals
to invest in tax-exempt savings accounts,” says Leslie. “These
accounts will have an initial contribution limit of R30 000 per
annum, to be increased regularly in line with inflation, and a
lifetime contribution limit of R500 000.”
“The TFSA will allow investments in bank deposits, collective
investment schemes, exchange-traded funds and retail
savings bonds. Eligible service providers will include banks,
asset managers, life insurers and brokerages,” says Leslie.
“The investment returns on these savings will not be subject to
income or dividends tax,” he adds. “Individuals will be allowed
to open multiple tax free savings accounts and can withdraw
funds from the tax free savings accounts, although these
withdrawals could affect the individual’s lifetime limit,” Leslie
cautions.
INDUSTRY NEWS .
PAGE 26
HR VOICE . APRIL 2015
“If individuals make contributions into their TFSA which are
over the annual or lifetime contribution limit in any year,
additional income tax of 40% on the excess contributions must
be paid by the individual to SARS,” explains Leslie.
Retirement Benefit Accrual Date
With effect from 1 March 2015, the date at which lump sum
benefits are made payable to a member will no longer be
dependent on a fund’s normal retirement age. “Lump sum
retirement benefits will accrue for tax purposes on the date
that a member elects to receive his or her lump sum retirement
benefit. Funds will need to apply to SARS for a tax directive
on the retirement benefit at the date the member makes his
or her election. The lump sum benefit communicated to SARS
must match the amount in the fund at the date of the member’s
chosen date of retirement,” explains Leslie.
Disability and Life Policies
National Treasury has set out to align the tax position of all
disability and life policies and these will now be taxed in the
same way. “From 1 March 2015, an employee will no longer be
able to claim a deduction on the premiums paid to both lump
sum (group life) and income replacement disability policies, but
the benefits will be paid out to the employee tax-free,” explains
Leslie.
“If the policy is in the name of the employer (i.e. employer
owned) and the premiums are paid by the employer in terms of
the policy, the premiums will be taxed as a fringe benefit in the
hands of the employee. However, the benefits will be paid out to
the employee tax-free,” he adds.
Significant progress has been made in relation to retirement
reforms and consultations with NEDLAC will continue in this
regard. “The Minister announced that the first draft of default
regulations on retirement reforms will be issued shortly for
public comment. He further reiterated that these reforms
have one central objective, namely to maximise the long-term
benefits to retirement fund members to enable them to retire
comfortably,” concludes Leslie.
About Aon South Africa
Aon South Africa is a leading provider of risk management
services, insurance and reinsurance brokerage, human
capital
and
management consulting, and speciality
insurance underwriting. The company employs more than
1300 professionals in its 16 offices in South Africa with its
head office in Sandton Johannesburg. Aon employs over 1800
people on the African continent.
Facebook - www.facebook.com/AonSouthAfrica
Twitter - twitter.com/Aon_SouthAfrica
LinkedIn - www.linkedin.com/company/aon-south-africa
Sign up for News Alerts: aon.mediaroom.com/index.php?s=58
INDUSTRY NEWS .
PAGE 27
HR VOICE . APRIL 2015
PARTNERSHIPS
Corporate Governance
Framework® Workshop
Wits Centre for Diversity
Studies ‘ABOUT Doing Human 2015’
08 April 2015
Randburg Towers Hotel & Conferencing, Cnr. Republic Road &
Main Avenue, Randburg, Johannesburg
Join Terrance M. Booysen in a 1-day practical Workshop where
delegates will be provided insights that assist them to actually
build a Corporate Governance Framework® for their company.
Cutting past the rhetoric and academic hype, the delegates will
spend the day discussing the components and then draft their
own Corporate Governance Framework®.
14 -16 April 2015
University of the Witwatersrand, Johannesburg
The conference will critically discuss the construct/performance
of doing ‘human’. Powerful groups appropriate the right to
define ‘human’ in ways that centre themselves and their
interests. Perhaps the most pervasive vehicle of this dynamic
in modern history has been Western Cartesian paradigms of
humanism that have valorised the white European heterosexual
able-bodied middle-class man. This privileged global minority
has positioned itself as the embodiment of the normal way
of ‘doing’ human. Critical scholarship poses important
challenges to this hegemonic position through deconstruction
of the systems of power, privilege and oppression that have
established such exclusive definitions of what it means to be
and do human.
DOWNLOAD BROCHURE
the launch of SABPP’s National
HR Standards in the iLembe
District
Chamber of Commerce hosted the launch of SABPP’s National
HR Standards in the iLembe District on 12 February 2015.
The National HR standards are aimed at improving the
quality and consistency in professional contribution made by
individuals within the HR profession.
According to Cobus Oelofse, CEO of the iLembe Chamber and a
member of the SABPP’s KZN Regional Committee, the need for
professional standards for the HR profession is an imperative
on so many fronts.
Peter Streng, Chairperson of the SABPP’s KZN Regional
Committee said; “the HR profession, with its core mandate of
developing human capacity, has a significant role to play within
the iLembe region – our local economic growth will be positively
influenced by how well the HR profession executes people
development practices within organisations. Unfortunately the
performance of HR professionals countrywide in this regard
is often erratic –the HR professional standards will assist
individuals HR practitioners and organisations to implement
standardised approaches that can only aid to unlock the human
potential of our region.”
Streng added that the professional standards were established
after extensive consultations with both private, public and nonprofit sector HR executives and managers. The project is the
most profound national HR project ever undertaken in South
Africa.
The National HR Standards was launched by the CEO of
the SABPP, Marius Meyer during a meeting of the iLembe
Chamber’s Human Capital Forum.
For more detailed information and how to register visit the
conference site.
VISIT CONFERENCE SITE
5th Annual EthicsSA Conference:
Organisational Ethics: Getting
everyone on board
18 MAY 2015
Gallagher Convention Centre
The 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.
VISIT SITE FOR MORE INFO
REGISTER HERE
PartnerShips . PAGE 28
HR VOICE . APRIL 2015
STUDENT CHAPTERS
Joining the SABPP
family- Kick starting
your HR Professional
career
SABPP is excited about the future of the HR profession,
we realise that in order to develop the future HR talent pool
we need to give recognition to our youth; those young men
and women who have committed themselves to the Human
Resources field. SABPP has thus taken the important role of
ensuring that tertiary students are fully prepared for a working
environment in the HR field.
Students have the opportunity to join the SABPP, and kick
start their career by networking with both students from other
universities as well as our growing number of HR professionals.
These networking opportunities provide students with the
insight they need in order to plan for their futures and set goals.
Joining SABPP gives you the benefit of:
Support from SABPP financial and otherwise
• Door opener and Networking
• Research opportunities
• Leadership opportunity
• Regular electronic newsletters
• Special discounts on seminars
• Electronic discussion forums
• National Student Award via HRUF
• Bursary support via HRUF
• University national HR Games and quiz
GET
STARTED
TODAY
AND GET ACCESS TO THE BENEFITS
JOIN NOW
Kick start your HR
professional career with
SABPP
MORE INFO
hrvoice.co.za/Students/info.pdf
Registration Form
hrvoice.co.za/Students/register.pdf
Email
[email protected]
How to register? Student membership is SIMPLE,
EASY and payment is ONCE OFF, for as long as you
are a student.
1. Visit our website and download the quick to fill in student
application form-hrvoice.co.za/Students/register.pdf
2. Complete the application form and attach a CERTIFIED
copy of your I.D and Student card.
3. Pay only R200 once off fee for as long as you are a student,
Banking details can be found on the application form.
4. Scan/ fax these forms alongside proof of payment to SABPP.
5. Receive acknowledgment and receipt of application form
from SABPP.
6. Successfully registered
7. Receive your certificate of SABPP Student Membership
8. Kick start your career!
STUDENT CHAPTERS .
PAGE 29
HR VOICE . APRIL 2015
STAFF PROFILES
Meet our new
Governance
Officer: Lindiwe
Nombaca
Prior to joining SABPP Lindiwe spent 6 years at Tsogo Sun
where she was a Personal Assistant/team assistant to the VIP
Services Division. Her extensive experience in the PA/Office
administration section goes as far back as the year 2002 during
her prime stages of her PA career at various well-known
companies. Says Marius Meyer: “I welcome Lindiwe to our
office as a key staff member in helping us to stay effective
and efficient based on the principles of sound governance in
enabling SABPP to sustain the organisation towards the 2020
period and beyond.”
You can contact Lindiwe on (011) 045 5400 or executiveoffice@
sabpp.co.za for information about SABPP governance, to join
board committees, or to set up meetings with the CEO. You
can follow SABPP on twitter @SABPP1 or visit the website
www.sabpp.co.za
NOT AT THE CUTTING EDGE OF YOUR
HR Profession?
From 1 March 2015, Lindiwe Nombaca was appointed as
Governance Officer at SABPP. She will be reporting to Marius
Meyer, Chief Executive Officer. In her new role, Lindiwe will
be supporting the SABPP’s executive office, by taking full
responsibility in providing governance support to the CEO,
Board of directors and various committees. In addition, Lindiwe
will manage customer service and workflow in the executive
office. Says Lindiwe: “I am proud to join SABPP as one of the
fastest growing professional and quality assurance bodies in
the country. My role is to ensure that the governance of SABPP
is of the highest possible standard and to ensure effective
follow-through on key projects in the office of the CEO.”
This new governance officer role was created as part of
restructuring for improved governance, performance,
customer service and workflow management at the SABPP
office. Therefore, the new structure has been formulated to
extensively enable sound governance of the professional body
as a world leader in HR Standards.
REFER A FRIEND
[email protected]
STAFF PROFILES .
PAGE 30
HR VOICE . APRIL 2015
Meet the
Professional
Registration
Officers
Precious Zanele Ndiweni
We would like to welcome Precious Zanele Ndiweni to
the SABPP family who will be working in the Professional
Registrations office. She has already spent more than 6 years
in the Education and Training environment. Precious has been
with the SABPP for just two weeks and has already displayed
great ambition, drive and team spirit.
When asked to tell us about herself and her experience
as an SABPP employee thus far, this is what she said “I am
delighted to be joining the SABPP team and looking forward to
making a significant difference and driving customer service
and excellence. As a person who enjoys liaising with different
people, it is my duty and responsibility to ensure that all our
clients are happy at all times and provided with the correct
information”.
We are glad to have her join our family and have already begun
to see the value she has added to the professional registrations
office since her entry.
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)
UPGRADE NOW !
STAFF PROFILES .
PAGE 31
HR VOICE . APRIL 2015
Tebogo Mahesu
Also joining us in the Professional Registrations office is Tebogo
Mahesu, Tebogo spent the last 3 years gaining experience in
Gauteng Department of Economic Affairs.
Tebogo expressed “I am so thrilled to join SABPP, on my first
day at work I felt as if I had been working with the team for a
very long time already, staff are so friendly and supportive. I am
confident that joining SABPP will afford me the opportunity to
grow both personally and in terms of my career”
Tebogo’s quiet, down to earth personality really adds something
different to SABPP’s growing family of staff. Since joining us
Tebogo has displayed that she will always do her best to ensure
our clients and members are happy and satisfied.
We welcome our new staff members who have already become
SABPP family members!
@SABPP1
JOIN THE DISCUSSIONS
#hrstandards
STAFF PROFILES .
PAGE 32