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THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE NOVEMBER 2018 · ISSN 2304-8573
SABPP APP
BOARD
EXAMS
SABPP IS NOW REGISTERED AS AN NPO 117218
INSIDE
HR VOICE NOVEMBER 2018
BOARD DESK PAGE 3 CONTACT US
• Introducing Board Exams and SABPP App
• Board Exams for HR Professionals: Raising the bar for LEARNING & QUALITY ASSURANCE
HR profession Naren Vassan
naren@sabpp.co.za
• SABPP Board Exams Details
• SABBP App RESEARCH & INNOVATION
• Introduction of Board Exams: SABPP research@sabpp.co.za
MARKETING & STAKEHOLDER
RELATIONS Ceanne Schultz
HR STANDARDS PAGE 13 events@sabpp.co.za
• The key to Professionalisation in HR HR AUDIT Annetjie Moore
annetjie@sabpp.co.za
HR STANDARDS
INDUSTRY NEWS PAGE 14
hrstandards@sabpp.co.za
• Barking Up The Wrong Tree: Choosing Between Corporate PROFESSIONAL SERVICES &
Governance And Human Resource Governance PROFESSIONAL REGISTRATIONS
Zanele Ndiweni
• How To Cope With The Cost Of Surviving Cancer registrations@sabpp.co.za
or Tebogo Mahesu
professional@sabpp.co.za
LQA PAGE 17 ADDRESS Regus Centre Clearwater Office
Park Building 3, Ground floor Millenium Road
• SABPP LQA Team &, Christiaan de Wet Rd, 1735, South Africa.
T: 011 045 5400 / F: 011 482 4830
010 007 5906
www.sabpp.co.za
COO’s DESK PAGE 22
ADVERTISING HR Consultants and providers
• Field Agent Training who want to advertise their products and
• Student News services in the HR Voice, should please
• Profiling a Professional Member contact Ceanne Schultz from SABPP.
T: 011 045 5413
• A Tribute to Sandile Khwela, Group HR Executive of Aspen Pharmacare events@sabpp.co.za
EDITORIAL SUBMISSIONS Please send
editorial submissions to Ceanne Schultz
EVENTS PAGE 34 ceanne@sabpp.co.za
• November-December CONTRIBUTORS
Xolani Mawande
Marius Meyer
Boipelo Molelengoane
Chabala Fiona Agwa Ejon
Merriman Ponoane
Jaco Gouws
LQA Team
Student Chapter Committee: Tshwane Univer-
sity of Technology: Polokwane Campus
Sydwell Shikweni
INSIDE · PAGE 2
HR VOICE NOVEMBER 2018
BOARD DESK
INTRODUCING
BOARD EXAMS AND
SABPP APP
most registration levels you will not be able to register before
passing the relevant exam. This is groundbreaking and taking
the HR profession another step higher into professionalism
after successfully launching HR Standards. This time we
are turning the individual member into gold taking the HR
competency model to another level.
The year end is fast approaching and soon we will be cele-
brating 2019! The sad part will be to get to 2019 unprepared. We may face challenges and hurdles, but we are determined
For anything to be worthwhile preparation in advance is and resolute to continue taking this profession to its rightful
always key. place, above all other professions. Technology will help us
achieve our goals hence the SABPP App launch could not have
One of the ways SABPP is gearing for 2019 is what we have been come at any better time than this.
doing behind the scenes. Last month our HR Voice focused on
the Future World of Work. We had articles from young people Further details of the Board Exams are featured elsewhere in
leading in this discussion. One of the things young people love this magazine.
the most is playing with gadgets. With that clearly coming out
SABPP is proud to announce the arrival of the SABPP App Two weeks ago, SABPP launched the HR Governance paper at
that will change the way members and stakeholders interact a cocktail event in Sandton. Be sure to get an electronic copy
with SABPP. On the 1st of November 2018 at the summit the to get the latest in that regard. A special thank you to the HR
SABPP App will go live. Congratulations to the SABPP team Governance committee for putting together the paper. Thank
that drove this initiative. you to Discovery for sponsoring the venue.
The SABPP App will therefore make us ready for the big By the time you read this over one hundred HR professionals
change in 2019. will be gathering at Silver star Casino in the West Rand in
Johannesburg attending the 6th National HR Standards
SABPP hereby formally announces the introduction of the Summit themed the Future World of Work. Be sure to catch
Board Exams effective 1 January 2019. The Board exams will up the proceedings on social media. Later in the evening the
affect all new registrations and upgrades in some way. For HR professionals will honour great HR standards champions
BOARD DESK · PAGE 3
HR VOICE NOVEMBER 2018
who have excelled in implementing and living the standards
in a gala evening event. We thank all our sponsors who have
made this event a reality. Among them are Services Seta,
Mercer, eSTUDY, Boston, CRS, Infomage, Labour Guide and
ODI. Thank you for the great partnership in preparing for the
future with HR in the lead.
We continue thinking about the future. We cannot think about
the future without thinking about the people in the future.
We continue positively influencing young people to be the
best that they can be. In October SABPP launched the 13th
student chapter at the University of Limpopo in Polokwane.
Congratulations to staff and students who made this happen.
A special thanks to Lecturer Fumani Mabasa, HOD Carl
Mayeza and Director of the school Prof Sebola. The university
is officially admitted to the SABPP National HR Youth Council.
As SABPP prepares for the Board Exams we remember the
HR students across the country who are preparing for their
final exams. Elsewhere in the magazine there is an official
letter of exam wishes from SABPP to all the class of 2018. We
cannot wait to welcome you to the corridors of the workplace.
Until next time, enjoy the read and SABPP regards
FACEBOOK/SABPP
JOIN THE DISCUSSION
Xolani Mawande
Interim CEO
TWITTER/SABPP
JOIN THE DISCUSSION
BOARD DESK · PAGE 4
HR VOICE NOVEMBER 2018
BOARD EXAMS FOR HR
PROFESSIONALS:
RAISING THE BAR FOR THE HR PROFESSION
Marius Meyer
While the year 2018 is getting closer to the end, thousands over a period of almost four decades:
of HR students are currently sitting for the end-of the year
examinations at universities throughout the country. Some • Thousands of HR practitioners were registered as
senior students like honours degree accounting students professionals on a central database and uploaded at the
also know that this will not be their last examination. In National Learners’ Records Database at SAQA.
fact, their studies and final honours examinations are all • Training providers and universities have been accredited
part of their journey towards the real “big” and all important meeting the necessary requirements.
board examination. The board examination for chartered • A good body of HR knowledge was developed at a post-
accountants are administered by the South African Institute of graduate level in South Africa, with a growing pool of
Chartered Accountants (SAICA) to enable honours accounting master’s and PhD graduates.
graduates to qualify as chartered accountants who can then • A South African HR Competency Model was developed
use the prestigious CA(SA) designation. to guide HR practitioners in developing the right
competencies for HR professionalism.
Over the last 36 years, the SA Board for People Practices • 13 National HR Standards were developed to provide a
(SABPP) has put in place several programmes to blueprint for HR Managers on how HR functions should
professionalise the field of HR Management. Significant be managed.
successes were achieved, such as the following key milestones • Organisations are audited against the HR standards by
BOARD DESK · PAGE 5
HR VOICE NOVEMBER 2018
external auditors. As Huma van Rensburg, a former CEO of SABPP determined
• HR Professionals were approved as Ex-Officio in her master’s study, a clearly defined body of knowledge is
Commissioners of Oaths by the Minister of Justice. the first prerequisite of any true profession. Professionals are
• A programme of continuous professional development respected for their knowledge, but then the body of knowledge
was conceptualised. must be formalised and examined. Part of this process will be to
• Student chapters were launched at universities to start conduct benchmarking with other professions. We are mindful
developing a professional mindset at a much younger of the fact that board exams are not necessarily a panacea for
age, while assisting HR students in improving their everything that is wrong in a profession, but it serves as a vital
employability and professional work readiness. instrument to highlight and assess professional knowledge.
• An HR Governance Framework was developed for HR Board exams also provide professions with an opportunity to
Professionals. prioritise areas that are currently neglected at universities, or
at organisational and industry levels. For instance, the issue
In August 2018 the SABPP Board reflected on these of ethics is so important in most professions. In some board
achievements, and then decided to pursue board examinations exams ethics constitutes a major part of the professional
for HR professionals. A board exam is a national test assessing exams, sometimes more than 50% of the exam. Given the
all the entrants to the profession against the same standard. current crisis caused by unethical behavior and practices
While universities often present classes, assignments and by a range of professionals, including accountants and HR
examinations according to different criteria and standards, professionals, there may be a very strong case in instilling a
a board exam is a professional equalizer, in other words, all significant component on ethics within the HR and business
students in the country write the same examination against the environment in a board exam. This will send a clear message
same standard in accordance with the criteria and standards to HR professionals where additional professional knowledge
of an independent professional body. Notwithstanding the work and capacity-building is needed, including at university
fact that the HR Competencies and Standards played a major and provider levels. Likewise, board exams can also be used
role to improve HR practice at a national level, there is still to assess the knowledge of HR professionals on the HR
a level of inconsistency observed in terms of the knowledge standards and competencies.
and professionalism of HR practitioners. Hence, the board
examination for the HR profession will be introduced in 2019 I want to thank the SABPP board for taking this courageous
to ensure a consistent national standard of professional step. I know this decision will be criticized and even resisted
knowledge for HR practitioners. by some people. But I am convinced that one day we will look
back and realise the introduction of HR board exams in 2019
Admittedly, many HR practitioners may not be ready for the was the first serious step towards certifying the body of HR
exam. In fact, that is exactly the problem: Why are some not professional knowledge at an individual level. A profession
ready for the board exam? Is it because they don’t have the is only as strong as its professionals, and their professional
right knowledge? Or is it because as a profession we are simply knowledge is the foundation of their strength and credibility.
not ready to step up and ask to be evaluated professionally? Ultimately, any professional designation implies a solid
Or is it because we are not a statutory profession? Or do we body of knowledge. Let us position board exams for the HR
lack confidence? Or is HR as a profession simply not ready profession in a positive light and build the HR profession with
for board exams and if not, why not? The problem with the the right knowledge and while doing so we purposefully raise
many different answers from these questions is perhaps the the bar for the HR profession.
strongest business case why board exams are needed. We
now need to get HR practitioners on the same page when it Marius Meyer lectures in Human Resource Management in the
comes to their knowledge and readiness for practice. We need Department of Industrial Psychology at Stellenbosch University.
to ensure that all HR practitioners have the right knowledge He is the HR Standards Thought Leader for SABPP and is
to practice HR. registered as a Master HR Professional.
SABPP arranged a committee of senior professionals to plan
and prepare the board exams for 2019. They will complete
their work during the last quarter of the year. During the time
used by the committee to conclude this process, it gives the
HR community an opportunity to prepare their mindset in
getting ready for board exams. We have always demanded to
be respected and to be invited to have a seat at the table. Now
we are being challenged to step up and complete board exams
as another barrier to entry. Perhaps the barrier to entry was
too low in the past, and that is the reason that people could
enter the HR field with no or any qualifications. Also, in the
consulting space, we often have unqualified consultants and
some of them practicing and advising clients. This needs
to change if we want to improve the credibility of the HR
profession.
BOARD DESK · PAGE 6
HR VOICE NOVEMBER 2018
SABPP BOARD EXAMS DETAILS
Board
Exams
2019
Details about the Exams:
In an effort to maintain the credibility of the SABPP professional There will be two levels of the exams i.e. - Level 1 and 2
registration and hold it at the same level of respect as both affecting new members and to some extent members
CA by SAICA, we hereby announce the development and upgrading to a higher level
implementation of Board exams effective 2019. The market
will appreciate and understand that SABPP registration is not Level 1
just handed on a silver platter. Will be written by new members in the following levels
HRA, HRP, CHRP and MHRP i.e. all levels qualifying to be
The proposed exams particularly Level 1 will force universities Commissioner of oaths. It will be an online short answer/
to do the right thing i.e. getting SABPP accreditation and or multiple choice based. Focus will be HR standards,
continually maintain it. professionalism and general ethics.
Level 1 Exemption
A balance will be struck between easy access to registration Applicants coming from SABPP accredited universities will be
and market perception that SABPP registration requires high exempted from writing this exam.
calibre of competence.
Level 2
In essence, no one will be turned down from registration Will be written by applicants being considered for CHRP and
because of being unsuccessful from Board Exams. However, MHRP only. This will be structured based questions. Exam
individuals might end up being registered at a lower level than will be attempted in not more than an hour in a controlled
applied for until the board exams requirements are adequately environment.
met. Remedial actions will also be put in place to assist the Level 2 Exemption
candidates in preparing for the exams. There will be no exemption from this exam.
BOARD DESK · PAGE 7
HR VOICE NOVEMBER 2018
Marking of the exams Selected FAQs Practical Examples
1. New Member applies for HRP having graduated from an
Level 1 will be computer marked. Level 2 will be marked by accredited university
selected experts and moderated by SABPP. No Exam will be written
Reason: Level 1: Exemption since university is accredited
Level 2: not required for HRT, HRA and HRP
2.
Cost of the exams New member applies for HRT from an unaccredited university
No Exam will be written
Reason: Level 1: Not required for HRT
There will be no additional cost paid by prospective members. Level 2: not required for HRT, HRA and HRP
The cost of registration shall be deemed to cover the
examination. 3. New Member applies for CHRP having graduated from an
unaccredited university
However, should a member fail on the first attempt, they will Both Level 1 and 2 Exams to be written
be required to pay an administration fee of R250 before they Reason: Level 1: University not accredited
are allowed to attempt the exam again. Level 2: required for CHRP and MHRP
4. Current Member applies for upgrade from HRP to CHRP
Only Level 2 Exam to be written
Reason: Level 1: Existing members do not write this exam
Level 2: required for upgrading to CHRP and MHRP
5. Current Member applies for upgrade from HRA to HRP
No Exam will be written
Reason: Level 1: Existing members do not write this exam
Level 2: not required for HRT, HRA and HRP upgrades
6. Current Member applies for upgrade from HRT to HRA
Only Level 1 exam will be written
Reason: Level 1: HRT have to write this exam when upgrading
Level 2: not required for HRT, HRA and HRP upgrades
7. Level 1 exam must be passed before registration otherwise
the prospective member will be registered at HRT level
8. Level 2 exam will not stop registration but will restrict
registration or upgrade to HRT, HRA AND HRP
9 HRT is a default registration level for anyone who meets the
minimum requirements without writing any exams
Should you need further clarity please contact the SABPP
office.
INSTAGRAM/SABPP
JOIN THE DISCUSSION
BOARD DESK · PAGE 8
HR VOICE NOVEMBER 2018
“The challenge with the ship
arises not when the water is
still”
One thing that SABPP preaches more than anything else, has
to be continuous improvement. Those who are surrounded By
SABPP will know that lifelong learning and the betterment of
the HR Profession at large is one of our biggest aspirations.
Yes we are HR Professionals, some even Master HR Profes-
sionals, and we are all practicing HR. However, the question to
ask is, are we just practicing HR or the right HR.
Recently we have been looking into the statorisation of the HR
profession. All areas of life have a reward and consequence
methodology. The reasoning behind this methodology isn’t
necessarily praise or punishment, it is more accountability
and responsibility. I recently read an article that explained how
SAICA intends to discipline all accountants involved in the VBS
scandal. And the question that arose from this is, where was
the HR body that was holding HR people accountable for Life
Esidimeni? For Marikana? Or the recent retrenchment train
that most companies are riding on? That is the question we TWITTER/SABPP
are trying to answer by aiming to statutorise the HR profes-
JOIN THE DISCUSSION
sion. We need to know that there is a body that is looking, that
is aware, and that will protect and serve the HR profession.
While this is still in the pipeline, we are taking one step for-
ward in ensuring that we do get there. January 2019 will see
the launch of the very first Board Exams for HR Practitioners.
This is now the challenge of the ship. The purpose of it all is
to ensure that our HR practitioners are actually up to par with
what is expected of them. The challenge of the ship arises not
when the water is still. When the water is still, there is no
story, there is no basis for judgment and correction or even
lessons and advancement. When we graduate and continue
just growing in our organisations with a degree we acquired 10
years ago, we cannot really tell that we’re doing what’s right.
It may be right in your organisation, but HR is beyond just your
organisation.
The question then we have to ask ourselves: is what we’re do-
ing right in the global spectrum of the profession. The chal-
lenge for HR practitioners, will be Board Exams. The Exams
will be the waves we have to ride to cross to the other side.
While not all may succeed, and that’s just fine, simply because
there will be remedial actions in place, it will be a learning
curve; to learn better, to do better, to practice better. With the
challenge set before us, we will write those Board Exams and
we will eventually succeed.
After the challenge has passed and we have ridden the HR
wave which is the Board Exams, we will have crossed and be
one step closer to our destination, which is the statutorisation
of the HR Profession.
Boipelo Molelengoane,
HR Intern.
BOARD DESK · PAGE 9
HR VOICE NOVEMBER 2018
The SABPP is proud to announce that we will be launching Download it today and be sure to keep in touch with the
our mobile app available for download from 1 November latest SABPP news.
2018 at our SABPP 6th Annual HR Standards Summit and HR
Standards Awards A special thank you to Ronel Coetzee for leading in this
ground-breaking project. Thank you to the service provider
The application will be available for download on both the for developing the APP.
App Store and the Google Playstore.
The app will allow members to update their profile, pay
invoices and much more!
BOARD DESK · PAGE 10HR VOICE NOVEMBER 2018
INTRODUCTION
OF BOARD EXAMS:
SABPP
Chabala Fiona Agwa Ejon
Resourcing Administrator, HR and
Transformation Division, UJ
For long the Human Resource Discipline has been seen as a in business or finance. Board exams have distinctively made
transactional form of specialisation which deals with the hiring professions such as Psychology and Accounting prestigious.
and firing of personnel in the workplace. Over the years it has
been a mocked profession associated with administration This will be no different to the HR profession as the board
and data capturing. However, of late the Human resource exams are a stepping stone to enhance the dignity and integrity
discipline has taken a more strategic role. of the persons practicing the HR profession. It will provide
status and respect to individuals as well as the discipline
With this, HR personnel have had a shift in their role in as a whole. The certification process allows both new and
which they align themselves at a more strategic level and experienced professionals to test their abilities, refine their
giving valuable input to business decision making whilst skills and increase their knowledge of the discipline overall.
creating strategic alliances (Peng, 2011). The SA Board for Board Examinations are one of the Professional Board
People Practices has taken up a prodigious role in its current instruments which endeavours to determine whether a
approach to introduce board exams for HR professionals. This practitioner possesses adequate professional knowledge,
approach will consequently have an impact on HR Individuals skills and competencies to practice his/her profession. Setting
and the profession of this discipline as a whole. The following a board exam usually requires an obtained level of tertiary
reasons discuss to a large extent that board exams will education usually a bachelor’s degree or more in order to
positively impact the HR discipline: achieve certification, although this is a criterion for board
exam, it also benefits an individual hence laying a platform for
Board examinations is a means of assessing the standard, skills career development (Aeder, Fogel and Schaeffer, 2010).
and knowledge level achieved by a candidate in a discipline
or profession (Lukosch and Schümmer, 2006). Board exam In the long run, Board exams will be a source of job security
certification, can certainly be rigorous and demanding, but to an individual with the calibre that it will provide. It seeks to
success confers several notable advantages for those working empower an individual whilst providing career opportunities.
BOARD DESK · PAGE 11HR VOICE NOVEMBER 2018
This can be associated with increased employer demand as it Reference List.
showcases professional commitment and helps the applicant Aeder, L., Fogel, J and Schaeffer, H. (2010). Pediatric Board
stand out from other candidates. Review Course for Residents “at Risk”. Clinical Pediatrics, 49(5)
450–456. DOI: 10.1177/0009922809352679 http://clp.sagepub.
It will lay a platform for professional independence, as it is com.
an important career step for those who want to leverage their
own reputation or personal services. The skills and knowledge Elkins, J. (2017). Top 5 Reasons to be a CPA SHARE. NASBA
required for certification are also very useful for individuals Communications and Digital Media Specialist Infographic
interested in business leadership, so it also serves as a solid designed by: Anthony Cox, NASBA Graphic Designer Posted:
foundation and credential for budding entrepreneurs. It is also April 26, 2017.
necessary for those who desire higher levels of authority and
responsibility. Fang, M. (2018). 6 trends in the future of human resource
management. Global Talent 2021 study conducted by Oxford
The board exams encourage professionals to expand their Economics and Willis Towers Watson. July 12, 2018 , Australia,
horizons and challenge themselves, it boosts confidence in Hong Kong, Indonesia. https://www.willistowerswatson.com/
one’s profession, provides a competing edge to a prospective en/insights/2018/07/the-future-of-work-trends-in-human-
employee and above all will endorse ethical requirements, resource-management
test character and instil the HR standards (Fang, 2018).
Lukosch, S and Schümmer, T. (2006). Making exam
The board exam will have a deep impact on the workplace and preparation an enjoyable experience. Interactive
therefore, organisations ought to rethink the way they hire, Technology and Smart Education,3 (4), 259-274, https://doi.
engage, develop, reward and lead their workforces. The way org/10.1108/17415650680000067
workforces are structured and organised will have to change
fundamentally. Thus organisations will need HR to navigate Panzarella, R and Jay, J. (1988). Reply to Critique of the Impact
this new landscape by taking advantage of the advancement of Tutoring Minority Recruits for Civil Service Exams for Police
in one’s profession. Officer Selection. Review of Public Personnel Administration, 8
(2) 84-88.
However, on the other hand, it may have a negative impact as
follows; Peng, T.A. (2011). Resource fit in inter‐firm partnership:
intellectual capital perspective, Journal of Intellectual Capital,
Few individuals or companies may afford the cost of a board 12(1).
exam which could drastically reduce The number of members
with the SABPP. It is important to take into consideration
the aspect of failure in which most professionals tend to be
discouraged when they fail to pass a board exam.
A study done by Panzarella and Jay in 1988 on police
professionals taking a civil service test before joining police
work indicated that many of them resorted to cheating exams
while others became disengaged at work due to failing
the tests. It can therefore be recommended that the Board
Exams are categorised according to levels of experience
and qualification just as the membership entry level that the
SABPP uses to identify members when they join.
In conclusion, we expect to see even more dramatic,
revolutionary changes in the business environment as well
as workforce management as South Africa is still in the
early phases of the Fourth Industrial Revolution, thus many
areas remain unpredictable and uncontrollable. But the
board examinations if structured within the context of future
orientation can help to better prepare HR professionals to
understand the possibilities, and to prepare ourselves for the
digital future.
BOARD DESK · PAGE 12HR VOICE NOVEMBER 2018
HR STANDARDS
THE KEY TO
PROFESSIONALISATION
Amanda Pukwana
OF HR
For a long time, the HR profession has been relegated to grade of proficiency tested by examination”. In addition, the
merely being a support function and not being taken seriously Collins dictionary defines standards as “a level of quality
in the workplace. However, the profession has evolved over or achievement, especially a level that is thought to be
the years, from being “paper pushers” and dealing with acceptable. It is something that you use in order to judge the
“warm and fuzzy” issues to be an enabler in the workplace quality of something else.”
that informs how to attract and retain the best talent, how
to keep employees engaged, how to remunerate employees Based on these two definitions, it therefore follows that if HR
fairly and how to develop them and create opportunities for practitioners who are members of the SABPP are required
advancement in the workplace. Furthermore, shifting the to adhere and implement these standards in the workplace,
mindset from being adversarial towards labour to forming it is important that they are measured to demonstrate that
mutually beneficial relationships with all stakeholders; they meet the standards as set out by the professional body.
ensuring compliance to legislation and minimising HR risk for The Board has therefore taken a decision to evaluate all HR
the organisation against strikes and litigation, not to mention professionals who wish to become members of SABPP from
minimising the reputational risk for the organisations which 2019 by means of a Board Examination. By passing the
can have far reaching consequences to the existence of the minimum standard, this will demonstrate to their companies
organisation. HR now has a seat at the table, thanks to being and prospective employees that the individual understands
able to provide HR metrics that inform critical business and meets the minimum requirements of being an HR
decisions, optimising the size of the organisation to improve professional. This will in turn boost the confidence in the
productivityt and predicting future workforce requirements in HR profession. This is in line with the requirements for entry
a rapidly changing world etc. Most importantly, HR Standards to other professional bodies and is an acceptable practice
enable organisations to measure HR outputs. worldwide.
In 2013 the SABPP developed the first HR Standards in South The SABPP believes that this new initiative will go a long way
Africa. This was a watershed event that catapulted the HR in ensuring that the HR profession and HR professionals in
profession from being transactional to a transformational general are afforded the respect they deserve in industry
role-player in the HR space. The 13 Standards have positioned and are given the same status as their counterparts in other
organisations to have best practice HR standards, to ensure professions.
consistency and a scientifically based way of implementing HR
across all industries, regardless of geographic location or type Standards boost businesses and HR practitioners are the
of industry and thus providing customers with a standardised drivers in the achievement of business goals through sound
HR service delivery. people practices.
Other professions like Accounting, Engineering, Medicine, References:
Lawyers etc. all adhere to standards. It goes without saying https://en.oxforddictionaries.com
that HR would not be a true profession without standards. http://www.collinsdictionary.com
According to the Oxford dictionary, the definition of standards
is “a required or agreed level of quality, something used as Author:
a measure, norm, or model in comparative evaluations, a Amanda Pukwana, SABPP, HOD: Standards
HR STANDARDS· PAGE 13HR VOICE NOVEMBER 2018
INDUSTRY NEWS
BARKING UP THE WRONG TREE: CHOOSING
BETWEEN CORPORATE GOVERNANCE AND
HUMAN RESOURCE GOVERNANCE
Merriman Ponoane
Introduction (2018) state it as a matter of fact that company directors
Given high levels of corporate scandals in South Africa, this shoulder the biggest brunt when it comes to corruption within
article serves to pinpoint the main source of corruption. This organisations. However, it remains a mystery as to why so
is done by singling out ineffective human resource governance much focus is placed on corporate governance instead of
as the missing link when dealing with corruption. Contrary to human resource governance (HRG). According to Thabane
popular belief, corporate scandals emanate from ineffective and Snyman-Van Deventer (2018) the failures of corporate
human resource governance and not corporate governance. governance are not unique to the public sector but largely
involve the private sector. Corporate governance is “the process
Corporate governance limitations of controlling management and balancing the interests of all
According to the online Free Dictionary, “barking up the wrong stakeholders and other parties who can be affected by the
tree” is an English idiom referring to “attempt or pursue a futile corporation’s conduct in order to ensure responsible behavior
course of action, often by making some kind of suggestion or by corporations and to achieve the maximum level of efficiency
request”. Furthermore, it is explained that “the term comes and profitability for the corporation” Du Plessis, Hargovan and
from the nocturnal pursuit of raccoon hunting with the aid Bargaric cited in Thabane and Snyman and de Venter (2018).
of dogs. Occasionally a raccoon fools the dogs, which crowd Corporate is another synonym for organisation. Therefore, an
around a tree, barking loudly, not realising their quarry has organisation is a collective of individuals coming together for a
taken a different route”. In an article released by the Institute common purpose. A question to be answered here is whether
of Directors Southern Africa (IoDSA), Natesan and du Plessis it is possible that everyone within an organisation is corrupt.
INDUSTRY NEWS· PAGE 14HR VOICE NOVEMBER 2018
It is also well established that only a few individuals within limits but that hasn’t been the case. In fact, the opposite is
an organisation remain corrupt and the rest are dignified true. Human beings have devised more sophisticated means
human beings who want to earn an honest living. Most people of collaboration in order to circumvent legal requirement. It
have come across an idiom stating that “One rotten potato was witnessed in the case of the 2010 Soccer World Cup how
spoils the whole bag”. This means one bad person makes construction companies colluded to beat the tender processes.
the whole organisation look bad. This is probably the reason It remains unrealistic to hope that organisations can be
for generalisation that South Africa is a nation of corrupt sustainable without human resource taking center stage. It is
individuals. not suggested HR governance is a panacea to all challenges
facing the world. However, empirical evidence shows that a
Wu (2005) argues that a fight against corruption focuses dignified human being is likely to think twice before committing
mainly on the demand side of corruption, which is, the corrupt an act of corruption. In a situation where one is found to have
official who receives bribery money. At the same time little been on the wrong side of the law, the better the chances of
is done to examine the role supply side of corruption by the showing remorse and rehabilitation. Contrarily, anyone who
private sector. Wu (2005) also points out that poor corporate has totally lost their sense of self-respect is likely to commit
governance directly breeds corruption. an act of criminality with more chances of repeated behavior,
even after they have been caught red-handed. Therefore, it
Human resource governance is an opportunity to turn things is recommended South African organisations adopt human
around. On the other hand, the SA Board for People Practices resource governance as a policy decision.
(SABPP) subscribes to a notion that HR governance is the most
surgical way to root out corruption and restore human dignity References
(SABPP, 2018). Human resource governance is the ethical Amin, H .2018. ”Human governance is needed”. New Straits
leadership of the human resource function aimed at obtaining Times
sustainable organisational performance (Ponoane, 2017). In
a Malaysian newspaper article titled “why human governance http://www.nst.com.nst.com.my/opinion/
is needed” Amin (2018) states that human governance is letters/2018/02/336834/why-human-governance-needed
about being a good human being. Therefore, the main target
of human governance is ‘the human being’ because the Ponoane, N.M. 2017. ”A Feasibility Study into the Effective Use of
corporation’s soul is human. This means, the collective good Human Resource Governance for Sustainable
behavior of individual human beings within an organisation
automatically translates into good organisational behavior. Corporate Performance of Retail companies in Johannesburg.
Amin (2018) asserts that human governance is aimed at three Mancosa. Johannesburg
things particularly for the Islamic bank:
1. The soul is considered in all decision making for the Natesan, P and Du Plessis, P (2018) “Corporate scandals:
benefit of humanity. the buck stops at the boardroom table” IoDSA in the Press.
2. Improving individual productivity in a Godly and ethical Johannesburg
manner.
3. Making human governance through which stakeholders http://www.iodsa.co.za/news/388826/Corporate-scandals-The-
can work together. buck-stops-at-the-boardroom-table.htm#.W8S5qOpZoyM.
Enter human resource governance, exit corporate governance. mailto
Several academics have accused corporate governance as
being robotic, thus lacking the human touch. This means SABPP, 2018. “Position paper on HR governance”
that it runs short of effectiveness to safeguard organisations www.sabpp.co.za
on a long term basis. It is argued that its focus remains
on compliance and penalty for non-compliance; although Sui Lu Siew, S (2016). Human governance – a new paradigm for
a punitive nature of corporate governance ensures that sustainability
organisations toe the line. On the other hand, it reduces human
potential and organisational learning, eventually leading to http:www.swinburneedu.my/campus-beyond/human-
low organisational performance. Sui Lu Siew (2016). governance-a-new-paradigm-sustainability.php
Sui Lu Siew (2016) argues that the Malaysian government Thabane, T and Snyman and de Venter, E (2018).
opted to replace corporate governance with human resource
governance because of the assumption that it will encourage “Pathological corporate governance deficiencies in South
best organisational performance. Africa’s state owned entities: a critical reflection” PER/PELJ
2018 (21) – DOI
Conclusion
Given the technical nature of corporate nature and the fact http;/dx.doi.org/10.17159/1727-3781/2018/v21i0a2345
that it remains finance-centric, with the emergence of Wu, X (2005) “Corporate governance and corruption: a cross
corporate governance in the early 1990’, it was hoped that country analysis. Governance: An international journal of policy,
the levels of corruption will be contained within reasonable administration and institutions, 18 (2) 151-170”
INDUSTRY NEWS· PAGE 15HR VOICE NOVEMBER 2018
HOW TO COPE
WITH THE COST
OF SURVIVING
N C E R
CA
Jaco Gouws, Protection Product Head at Old Mutual
Globally, more people are surviving cancer than ever before. To ensure that getting healthy, staying healthy and making the
Speaking in light of Global Breast Cancer Awareness month in most of life are your only concerns, it is important to have a
October, Jaco Gouws, Protection Product Head at Old Mutual, holistic financial plan that includes severe illness cover.
says that the fear around cancer diagnosis is slowly changing “Severe illness cover provides much needed relief in the
– thanks to numerous medical advances in treatment options form of a lump sum to ensure that extra medical or lifestyle
and facilities. “The question is less about how to survive costs can be covered – especially considering that as a cancer
cancer – and more about how to ensure you can live your best survivor the ability to earn a salary may be impacted either in
life when you do.” the shorter or longer term. Disability income can also replace
your income if you’re booked off or unable to work during your
Although the prevalence of cancer increases every year in recovery period.”
South Africa, it is encouraging to see survival rates improving
globally. Gouws points out, however, that a positive prognosis Gouws adds that discussing your financial position, needs and
does come with strings attached. “Unfortunately, the costs goals with a trusted financial adviser is key – especially during
you need to consider during remission – such as increased a stressful time. Your adviser is there to guide you in finding
out-of-hospital medical and care costs, additional childcare the right solutions for your needs and budget – and also to
expenses and the move toward a healthier lifestyle and diet – advise you on how to wisely manage a lump sum pay-out to
have also increased. further protect your and your family’s future.”
“This financial pressure can cause overwhelming stress on Surviving cancer is physically and emotionally taxing. “The
an individual and their family,” says Gouws. “The biggest focus should be on redefining and living the best possible life
cause for claims in 2017 were related to cancer and tumours after surviving the disease – rather than on how to make ends
which accounted for 30% of all underwritten claims. Research meet,” Gouws concludes.
shows that in addition to anxiety, over treatment side-effects,
fear of death or cancer recurrence, many cancer patients list
financial stress as one of their top concerns.”
INDUSTRY NEWS· PAGE 16HR VOICE NOVEMBER 2018
LQA
SABPP
LQA Team
4th Annual Training Provider Forum This session was followed by SABPPs new approach in
managing annual monitoring visit which is going to be done
The quality assurance department believes that all accredited via virtual, self-assessment and personal visits. This method
training providers must be kept up to date regarding the saves logistical arrangement costs as well as it gives the
changes and challenges that affect them in terms of revised provider enough time to prepare evidence and send it on a
ruling made by Quality Council for Trade and Occupation flash-drive. It will then be evaluated by a panel which will
(QCTO) as well as best practices regarding monitoring visits, reside at the SABPP Office.
providing learner support, value of one’s leadership, ability
managing oneself and what is accelerated learning and how SABPP has also embarked on giving training providers an
to apply it. opportunity to do a self-reflection on their personal leadership
style. This assessment was sponsored by “The Eunoia” and
We had 20 training providers (who travelled from Cape “Prefrontal Construct” Swedish based company and the
Town, Durban, Boksburg, Pretoria, Mahikeng and Central session was facilitated by Mr Mohamed Maher who came to
Johannesburg) attending as well as 13 students from South Africa for this event.
Mahikeng represented by their principal Mr David Chelechele
– DC Dynamic College. Overall this day was successful, and we received the
following comments:
The forum was opened by the chairperson of quality assurance 1. Keep-up the good work, you really support the training
committee Ms Bebe Oyegun, who got the attendees to discuss providers.
the real issues when it comes to providing learner support, 2. You provide us with up-to-date and relevant information.
keeping in mind the different generations, blended learning 3. Thanks for being so innovative and using technology as
approach, use of technology as well as face-to-face learning. an enabling mechanism to manage monitoring evidence.
LQA· PAGE 17HR VOICE NOVEMBER 2018
Management Team of Educor Group Ms Ursula Fear receiving a gift from Ms G. Zeroberhol
(LQA Comittee)
Chairperson of LQA Comittee; Bebe Oyegun-Adeoye Delegates interacting
Speaker from Sweden Eunoia’s Leadership:
Delegates interacting
Mohamed Maher
LQA· PAGE 18HR VOICE NOVEMBER 2018
Endorsements
Did you know that we also approve and accredit products and instruments that support learning and development? Having said
that, we congratulate the providers below on the products/tools and the programme. Please contact them for further discussion.
No. Name of provider Logo Name of Product Accreditation No Start Date End Date
1 Symphonia for South Partners for CN18END0008SABPP 19 July 2018 18 July 2020
Africa Possibility
A programme
Dorcas Dube that encourages
dorcas@symphonia.net mentoring and
coaching.
2 e-Study Youth CN18END0009SABPP 8 August 2018 7 August 2020
Development
Gerhard Visser Programme
gvisser@estudysa.co.za
Annelize de Beer
annelize@estudysa.co.za
Accreditation of Training Providers
We would like to congratulate the following providers for third quarter of the year on their recent submission for accreditation
on qualifications and skills programmes. These applicants’ evidence has been checked by SABPP Team, the Quality Assurance
Committee and finally signed-off by the board. The formal report is presented to QCTO, who will verify and facilitate the formal
accreditation letter.
Name of provider Logo Application Qualification/s
Damelin Pty Ltd Accreditation Renewal FET Certificate: Human Resources
Management and Practices Support
SAQA ID: 67463 (49691)
Enjo Consultants Accreditation Renewal National Diploma: Human Resources
Management and Practices SAQA ID:
61592 (49692)
Discovery Pty Ltd Accreditation Renewal 3 Unit Standard Skills Programme:
377441 Communicate with customers
in a Contact Centre and BPO
14348 Process incoming and outgo-
ing telephone calls
377460 Collect and record information
queries and requests from customers
LQA· PAGE 19HR VOICE NOVEMBER 2018
Labour Guide Accreditation Renewal National Certificate: Labour Relations
Practice SAQA ID: 93993 (94078)
1 Unit Standard Skills Programme:
10985 Conduct a disciplinary hearing
Maccauvlei Accreditation Renewal FET Certificate: Human Resources
Management and Practices Support
SAQA ID: 67463 (49691)
Regenesys Business Accreditation Renewal FET Certificate: Human Resources
School Management and Practices Support
SAQA ID: 67463 (49691)
Edutel Accreditation Renewal FET Certificate: Human Resources
Management and Practices Support
SAQA ID: 67463 (49691)
KLM Empowered Accreditation Renewal National Diploma: Human Resources
Management and Practices SAQA ID:
61592 (49692)
FET Certificate: Human Resources
Management and Practices Support
SAQA ID: 67463 (49691)
Jeppe College Accreditation Renewal National Diploma: Human Resources
Management and Practices SAQA ID:
61592 (49692)
FET Certificate: Human Resources
Management and Practices Support
SAQA ID: 67463 (49691)
Milpark Accreditation Renewal National Diploma: Human Resources
Management and Practices SAQA ID:
61592 (49692)
FET Certificate: Human Resources
Management and Practices Support
SAQA ID: 67463 (49691)
National Certificate: National Certif-
icate: Generic Management: Skills
Development Management SAQA ID:
59201 (66069)
Matlhabe HR Solutions Accreditation Renewal 3 Unit Standard Skills Programme:
12139 Facilitate the resolution of
employee grievances
11286 Institute disciplinary action
10985 Conduct disciplinary hearing
LQA· PAGE 20HR VOICE NOVEMBER 2018
Centralising Examinations for qualifications. Changes in the accreditation process
The value of Centralised Examinations In recent months, there have been changes in the landscape
SABPP Learning Quality Assurance department has em- of training providers applying for accreditation in the indus-
barked on centralising examination on certain occupational try. We have realised that our current HR Professional mem-
qualifications as it has certain significance for learners, insti- bers want accreditation with SABPP. Below is the process,
tution, employers and funders: and should you need further guidance, do contact our offices
and send an email to LQA@sabpp.co.za or speak to Derisha or
a. Creates consistency in terms of look and feel. Ronel on 011-045-5400.
b. The papers are set on certain standards by committee
members who are also regarded as experts in their field Download the Letter of Intent for SDP Accreditation and
and the final paper is signed-off and approved by industry. submit it to the QCTO accreditation@qcto.co.za (N/A to
c. Set structure and meets minimum standards of the skills programme applications)
board.
d. The design of examination creates a certain standard look
and feel such as multiple choice, true and false, matching
column, short and long case study application of theory, Outcome of Letter of Intent is received from the QCTO
knowledge and application of skills in the context of cer- (N/A to skills programme applications)
tain criteria, topics and qualification.
e. Backed as the appropriate device of evaluating students
in order to improve their skills and produce positive ef- The completed SABPP Accreditation Application Form &
fects on the learning/education system. QCTO Outcome Letter of Intent with supporting docu-
f. Better control of the outcome. ments is submitted on a USB to LQA Department
g. Central exams provide a better signal of learners’ com-
petencies for employers compared to provider-based ex-
aminations.
h. Provide parents/employer with information on the per- Payment of Accreditation Application
formance of their children/employee against an absolute
standard and relative to other students in the educational
system. This information allows facilitator / parents/em-
ployer to understand whether it is the whole class/group Evaluation of Application, where applicable, remediation
which is performing badly, or the low performance is lim- will be communicated to the applicant
ited to their own child/employee, and by this way enables
them to exert pressure on training provider.
i. Central exams also affect facilitators’ behaviour since
student performance on standardised tests can be used Site visit takes place - New Providers
to monitor teaching and learning quality on a regular ba-
sis and to offer output based, incentives schemes.
j. Marking of examination and scripts is centralised by a
pool of experts comprising of industry and academics.
Thus, results in fair application under the supervision of Application is tabled at the Learning Quality Assurance
the moderator and head of quality assurance. Committee Meeting
k. The results of the students can be researched by institu-
tion and pick-up trends which will give the examination
committee a big picture, whereby recommendation can
be made for improvements on curriculum, etc. Application is tabled at the SABPP Board Meeting
l. Finally, with centralised examinations the achievement of
students becomes crucial for college/ training provider
reputation and for attracting good students.
This information was provided by Naren Vassan: Head of Signed off Application is sent to the QCTO for final
Learning and Quality Assurance (SABPP) verification/awarding of Accreditation
LQA· PAGE 21HR VOICE NOVEMBER 2018
COO’s DESK
From top to
bottom: The new
Student Chapter
Committee; Ms.
Lihle Mndebela;
The students,
lecturers and
SABPP staff
Field Agent Training
During the month of September, two additional field agents
were training in the Western Cape Province in a bid to aid the
provinces to better reach depths not yet explored before. So,
to all the members and non-members in Western Cape, let us
aid them in being successful in their quest.
Student News
Student Chapter Events
On the 10th of October, the University of Johannesburg: Soweto
Campus Student Chapter hosted a Career Day event which
aimed at educating students on recruitment and interview
skills, work-integrated learning as well as expectations of
graduates going into the workplace. The event was a success
and we were graced by Ms. Mndebela who is an HR Director at
ITAC, as well as Mr Vassan and Ms. Maholo both from SABPP.
On the day, a new committee was also elected that would be
spearheading the campus into 2019. We wish them all the best
and will continue to support them.
COO’s DESK· PAGE 22HR VOICE NOVEMBER 2018
Student Chapter Launch Mr Mayeza as well as Mr Mabasa also spoke and emphasised
the need for the University to get accredited and also said
On the 3rd of August we were at the University of Limpopo going forward, student membership with SABPP would be
where Mr Mawande delivered a presentation on Professional one of the criteria necessary for admission for their honours
and Student Membership alike. offering.
The seeds we sown on that day have not been in vain and have
come to fruition as during the month of September we were
receiving nothing but applications from the University for From top to bottom:
students who have shown immense interest in the SABPP, by Mr Mawande;
the time the month came to an end, they had already exceeded
the students and
the required 50 student memberships in order to form a
lecturers; the new
Student Chapter.
Student Chapter
On the 17th of October, we then gleefully went back to the Committee
University of Limpopo to formally launch SABPPs 13th
Student Chapter. The event was a success and graced by
HODs, Lecturers and the Director of Law and Management
Sciences – Prof Sebola who delivered a welcome speech,
advising the students to stand up and partake in leadership
roles to be better suited to take charge of their future. He
made references to people who are “chairpersons” and that’s
exactly what they are only – a chair person.
From top to bottom:
Prof Sebola
(Director); Mr
Mayeza (HOD); Mr
Mabasa (Lecturer)
We are really impressed with the direction they have taken
and the dedication both they and the students have shown in
partnering with the SABPP.
We continue to encourage other Universities to stand and be
counted. In order for SABPP to come deliver a presentation,
all you have to do is forward an email to students@sabpp.co.za
Looking forward to launching the 14th Student Chapter at
your University!
COO’s DESK· PAGE 23HR VOICE NOVEMBER 2018
Student Chapter Article
During the session we were taught how to draft a curriculum
vitae(cv)/resume, which is a challenge that most students
come across. We were also informed about challenges and
opportunities which most graduates come across when enter-
ing the work environment as well as labor relations and law
information which was very educational to further our studies.
Students had a chance to cross examine guest speakers and
lecturers and a series of questions to interchange ideas. The
event was mesmerizing and the students showed their inter-
est as well as absorbing life changing information.
It was a successful and wonderful event hence students were
satisfied with the outcomes of attending the seminar.
On the 10th October 2018 we had an event which took place
at Tshwane University of Technology Polokwane Campus and
we invited our guest lecturers from various organisations and
departments and they enriched us with the knowledge of how
it works around the world of work.
We were honored to have Mrs Hlahisi, Provincial Chairperson
of the SABPP, Mr. N Matloga who is the commissioner of the
CCMA and our former student Mr SC Lebepe who is working
at a company named African-leading Car Rental as a sales
person.
Article written by Tshwane University of Technology: Polok-
wane Campus Student Chapter Committee
Profiling a member
This month we profile a seasoned member Dr Sydwell
Shikweni and do enjoy the read. Should you want to
The purpose of the event was to make sure that students fa- be profiled or know someone who deserves this spot,
miliarise themselves with the culture of the SABPP as well as please send an email to xolani@sabpp.co.za
encouraging individuals to register as student members of the
Help us celebrate the HR Stars!
board. Since SABPP has accredited HR academic programs of
the university, we encouraged first and second years to be part
We also pay tribute to one of the legends in HR, Sandile
of the committee so that it can be a continuous process when Khwela who died on the 28th of October, 2018. We are
third year students vacate the institution. Our strategy is to sad to have lost a pioneer in the HR Field. Read more
promote, direct and influence the development of the HR pro- about this elsewhere in the magazine.
fession, to set the competency standard for education, train-
ing and conduct of those engaged in the profession.
COO’s DESK· PAGE 24HR VOICE NOVEMBER 2018
#MemberVoice
Profiling a His bloodline runs through Limpopo province in a small hardly
Professional
recognised village called Loloka in Giyani. He is married to
Sylvia Shikweni and blessed with three boys.
Sydwell’s story is no different from the stories of many Afri-
Member
can children who grow up in humble and challenging environ-
ments. It’s an inspirational story of a young boy who was born
and grew up in Loloka, a dusty village in Giyani. Although his
parents had never attended school they attached great value
Dr Sydwell Shikweni to education and among others, this was a source of inspi-
ration to him. As was the case with so many children in the
village where he grew up at that time, he was subjected to and
conquered social and economic challenges including attend-
ing classes under the tree, use of limited candles and paraffin
lamps to study at night and the overall poor education system.
He juggled between his schooling and tending to his parents’
livestock. He considers himself very fortunate that he was
able to stay the course despite the challenges while others
were forced to drop out of school.
COO’s DESK· PAGE 25You can also read
