HR VOICE . MAY 2015 THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE
MAY 2015 . ISSN 2304-8573
ORGANISATIONAL
ETHICS
ENHANCING
COMPETITIVENESS vs.
Practical Learning study
mission
Factsheet 4/2015
HR VOICE
RATE CARD 2015
Guide for commissioners
of oaths
SABPP IS NOW REGISTERED AS AN NPO 117218
PAGE 1
INSIDE
HR VOICE . MAY 2015
BOARD DESK
PAGE 3
LEARNING & QUALITY ASSURANCE
Naren Vassan
[email protected]
• Workers’ day and month 2015: Putting workers first
FEATURED
PAGE 7
RESEARCH Penny Abbott
[email protected]
• New research shows 68% of South African employees are engaged at work
PROFESSIONAL SERVICES
PAGE 9
PROFESSIONAL SERVICES
Chief Operating Officer, Xolani Mawande
[email protected]
• New SABPP website
• Invitation to join the Gauteng Regional Committee
PROFESSIONAL REGISTRATIONS
Zanele Ndiweni
[email protected]
or Tebogo Mahesu
[email protected]
PAGE 10
• International crucible assignments
SURVEY
PROJECT MANAGEMENT & EVENTS
Siphiwe Mashoene
[email protected]
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
HR AUDIT UNIT Christine Botha
[email protected]
MARKETING & STAKEHOLDER
RELATIONS Siphiwe Mashoene
[email protected]
• Member Benefits
HRRI
CONTACT US
PAGE 18
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, Linda Chipunza,
Kate Dikgale-Freeman, Nico Martins, Dr
Mark Bussin, Jenni Carstens, Naren Vassan,
Lyn Mansour
INSIDE . PAGE 2
HR VOICE . MAY 2015
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
national 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 . PAGE 3
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 peopledriven 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 socioeconomic 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/SABPP
LIKE OUR PAGE
BOARD DESK . PAGE 4
HR VOICE . MAY 2015
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 employeremployee 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.
Marius Meyer
CEO
Siphiwe Moyo
Chairperson
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 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)
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(2 year diploma + 2 years’ experience)
• HR Technician
(1 year certificate + 1 year experience)
• Candidate
(qualification but no experience)
UPGRADE NOW !
BOARD DESK . PAGE 5
HR VOICE . MAY 2015
S U M M I T & AWA R D S
22-23 JULY 2015
J O H A N N E S B U R G
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NOMINATIONS NOW OPEN
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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!
Entries close 30 May 2015
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 AWA R D E D
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PAGE 6
media
HR VOICE . MAY 2015
FEATURED
New research
shows 68% of
South African
employees are
engaged at work
The 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.
The three highest ranked statements focus on team work:
• 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.
The three lowest ranked statements relate to organisational
functioning:
• 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.
LINKEDIN/SABPP
JOIN THE DISCUSSIONS
FEATURE ARTICLE . PAGE 7
HR VOICE . MAY 2015
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:
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.
NOT AT THE CUTTING EDGE OF YOUR
PROFESSION?
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,
Unisa
012-429-8379 / 083-266-6372
[email protected]
REGISTER NOW!
[email protected]
FEATURE ARTICLE . PAGE 8
HR VOICE . MAY 2015
PROFESSIONAL SERVICES
Member
Benefits
Get 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.
member confirmation during a recruitment process or
confirming if a member is a commissioner of oaths or not.
3. Online member 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 Mawande
COO and Commissioner of Oaths, SABPP
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
New SABPP
website
Invitation to join
the Gauteng
Regional Committee
As 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]
The 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. Online member registrations – 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. Online member verification – 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
@SABPP1
JOIN THE DISCUSSIONS
#hrstandards
PROFESSIONAL SERVICES . PAGE 9
HR VOICE . MAY 2015
HRRI
International
crucible
assignments
Background
The 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
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).
Dr Mark Bussin
Chairperson of 21st Century Pay Solutions and author of the
new book Expatriate Compensation
Published by Knowledge Resources
Knowledge Resources has generously made a 12
month free subscription to this valuable on-line journal
available to SABPP registered professionals.
SIGN UP
[email protected]
HRRI .PAGE 10
HR VOICE . MAY 2015
SURVEY
Diversity
management
practices:
How does
your company
‘measure up’?
HOW DIFFERENT WOULD YOUR LIFE
BE IF SOMEONE DIDN’T TELL YOU ABOUT
SABPP?
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
Benefits
Recruit 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).
Notes
This 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.
Enquiries
Ms Jenni Carstens
REFER A FRIEND
FOR PROFESSIONAL REGISTRATION
Cell: 076 480 9763
E-mail: [email protected]
SURVEY . PAGE 11
HR VOICE . MAY 2015
LEARNING AND QUALITY
ASSURANCE
Accreditation
of training
providers
Recognition of
prior learning –
in action
On the 14th April 2015, we hosted the “Awarding of Accreditation”
for training providers approved at the board meeting on 18th
February 2015.
Article by Lyn Mansour,
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.
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,
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.
assess and ultimately qualify the professionals within the
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.
management, no stringent expectations and no inflexible
ambitious space of 90 days.
“We took a developmental approach to this project; no microdecisions. 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
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).
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 . PAGE 12
HR VOICE . MAY 2015
Learners - Marion Smith AND
Leanne Charles
Assessor – Cecile Cronje
Assessment tools
Develop 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 Learners
There is no substitute for experience BUT you need to prove it
and prepared to fill the gap with openness.
Need for a buddy
Each 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.
This our story and experience
TIMING IS EVERYTHING
Started 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 style
Use 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 advisors
Having 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 learning
RPL 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 comment
What 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.
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 assessment
It 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 beginning
It 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 approach
Provide regular support and feedback, guide the learners and
all the affected stakeholders and make recommendations to
improve the output.
Proper project management
The 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.
LEARNING AND QUALITY ASSURANCE . PAGE 13
HR VOICE . MAY 2015
Paper work must be in order
An 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 feedback
Feedback 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 - FISA
The 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.
• “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
Enhancing
competitiveness
vs. Practical
learning study
mission
Organisation 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.
Learners going through the walk-about and sharing their
experience with Huibie Jones (Director of ODI)
Annual
graduation:
The Presidency
learnership
programme in
partnership with
FSD and the SABPP
Background: 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.
LEARNING AND QUALITY ASSURANCE . PAGE 14
HR VOICE . MAY 2015
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 DirectorGeneral 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.
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.
BMT College
annual
graduation
ceremony - 2015
BMT 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.
LEARNING AND QUALITY ASSURANCE . PAGE 15
HR VOICE . MAY 2015
IQ Academy’s
inaugural
graduation
NOT AT THE CUTTING EDGE OF YOUR
HR Profession?
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.
REFER A FRIEND
[email protected]
LEARNING AND QUALITY ASSURANCE . PAGE 16
HR VOICE . MAY 2015
EVENTS
BEING UP TO DATE WITH THE TIMES
ALWAYS WINS!
SABPP Annual General
Meeting
25 JUNE 2015
The Wanderers Club, 21 North Street, Illovo,
Johannesburg
Keynote speaker:
Terry Booysen, CEO, Corporate Governance
Framework®
DOWNLOAD FORM TO RSVP
CONTACT US
[email protected] / 011 045 5413
REGISTER NOW!
[email protected]
Events . PAGE 17
HR VOICE . MAY 2015
PARTNERSHIPS
“RACE”, DIVERSITY, SOCIAL
JUSTICE AND TRANSFORMATION IN
ORGANISATIONS
5th Annual EthicsSA Conference:
Organisational Ethics: Getting
everyone on board
Short courses presented by Wits Centre
for Diversity Studies
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.
11 to 15 May
University of the Witwatersrand, Johannesburg
Are you able to engage with the difficult dynamics and necessary
conversations about “race” and diversity?
Are you able to offer support to individuals & groups as they
try to deal with “race”, diversity & transformation-related
challenges?
Enquiries and bookings
Rejane Williams
Email: [email protected]
Cell: 082 494 0364
DOWNLOAD BROCHURE
VISIT SITE FOR MORE INFO
PartnerShips . PAGE 18