Board exams - sabpp
Board exams - sabpp
SABPP APP HR VOICE THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS NOVEMBER 2018 · ISSN 2304-8573 BOARD EXAMS SABPP IS NOW REGISTERED AS AN NPO 117218
INSIDE BOARD DESK PAGE 3 • Introducing Board Exams and SABPP App • Board Exams for HR Professionals: Raising the bar for HR profession • SABPP Board Exams Details • SABBP App • Introduction of Board Exams: SABPP COO’s DESK LQA PAGE 22 PAGE 17 • Field Agent Training • Student News • Profiling a Professional Member • A Tribute to Sandile Khwela, Group HR Executive of Aspen Pharmacare • SABPP LQA Team INDUSTRY NEWS HR STANDARDS PAGE 14 PAGE 13 • Barking Up The Wrong Tree: Choosing Between Corporate Governance And Human Resource Governance • How To Cope With The Cost Of Surviving Cancer • The key to Professionalisation in HR EVENTS PAGE 34 • November-December 2 PAGE INSIDE · CONTACT US LEARNING & QUALITY ASSURANCE Naren Vassan email@example.com RESEARCH & INNOVATION firstname.lastname@example.org MARKETING & STAKEHOLDER RELATIONS Ceanne Schultz email@example.com HR AUDIT Annetjie Moore firstname.lastname@example.org HR STANDARDS email@example.com PROFESSIONAL SERVICES & PROFESSIONAL REGISTRATIONS Zanele Ndiweni firstname.lastname@example.org or Tebogo Mahesu email@example.com ADDRESS Regus Centre Clearwater Office Park Building 3, Ground floor Millenium Road &, Christiaan de Wet Rd, 1735, South Africa.
T: 011 045 5400 / F: 011 482 4830 010 007 5906 www.sabpp.co.za ADVERTISING HR Consultants and providers who want to advertise their products and services in the HR Voice, should please contact Ceanne Schultz from SABPP. T: 011 045 5413 firstname.lastname@example.org EDITORIAL SUBMISSIONS Please send editorial submissions to Ceanne Schultz email@example.com 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 HR VOICE NOVEMBER 2018
BOARD DESK 3 PAGE BOARD DESK · The year end is fast approaching and soon we will be cele- brating 2019! The sad part will be to get to 2019 unprepared. For anything to be worthwhile preparation in advance is always key. One of the ways SABPP is gearing for 2019 is what we have been doing behind the scenes. Last month our HR Voice focused on the Future World of Work. We had articles from young people leading in this discussion. One of the things young people love the most is playing with gadgets. With that clearly coming out SABPP is proud to announce the arrival of the SABPP App that will change the way members and stakeholders interact with SABPP.
On the 1st of November 2018 at the summit the SABPP App will go live. Congratulations to the SABPP team that drove this initiative.
The SABPP App will therefore make us ready for the big change in 2019. SABPP hereby formally announces the introduction of the Board Exams effective 1 January 2019. The Board exams will affect all new registrations and upgrades in some way. For 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.
We may face challenges and hurdles, but we are determined and resolute to continue taking this profession to its rightful place, above all other professions.
Technology will help us achieve our goals hence the SABPP App launch could not have come at any better time than this. Further details of the Board Exams are featured elsewhere in this magazine. Two weeks ago, SABPP launched the HR Governance paper at a cocktail event in Sandton. Be sure to get an electronic copy to get the latest in that regard. A special thank you to the HR Governance committee for putting together the paper. Thank you to Discovery for sponsoring the venue. By the time you read this over one hundred HR professionals will be gathering at Silver star Casino in the West Rand in Johannesburg attending the 6th National HR Standards Summit themed the Future World of Work.
Be sure to catch up the proceedings on social media. Later in the evening the HR professionals will honour great HR standards champions HR VOICE NOVEMBER 2018 INTRODUCING BOARD EXAMS AND SABPP APP
4 PAGE BOARD DESK · 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 Xolani Mawande Interim CEO FACEBOOK/SABPP JOIN THE DISCUSSION TWITTER/SABPP JOIN THE DISCUSSION HR VOICE NOVEMBER 2018
5 PAGE BOARD DESK · While the year 2018 is getting closer to the end, thousands of HR students are currently sitting for the end-of the year examinations at universities throughout the country. Some senior students like honours degree accounting students also know that this will not be their last examination. In fact, their studies and final honours examinations are all part of their journey towards the real “big” and all important board examination. The board examination for chartered accountants are administered by the South African Institute of Chartered Accountants (SAICA) to enable honours accounting graduates to qualify as chartered accountants who can then use the prestigious CA(SA) designation.
Over the last 36 years, the SA Board for People Practices (SABPP) has put in place several programmes to professionalise the field of HR Management. Significant successes were achieved, such as the following key milestones HR VOICE NOVEMBER 2018 BOARD EXAMS FOR HR PROFESSIONALS: Marius Meyer RAISING THE BAR FOR THE HR PROFESSION over a period of almost four decades: • Thousands of HR practitioners were registered as professionals on a central database and uploaded at the National Learners’ Records Database at SAQA. • Training providers and universities have been accredited meeting the necessary requirements.
• A good body of HR knowledge was developed at a post- graduate level in South Africa, with a growing pool of master’s and PhD graduates. • A South African HR Competency Model was developed to guide HR practitioners in developing the right competencies for HR professionalism. • 13 National HR Standards were developed to provide a blueprint for HR Managers on how HR functions should be managed. • Organisations are audited against the HR standards by
6 PAGE BOARD DESK · external auditors. • HR Professionals were approved as Ex-Officio Commissioners of Oaths by the Minister of Justice.
• A programme of continuous professional development was conceptualised. • Student chapters were launched at universities to start developing a professional mindset at a much younger age, while assisting HR students in improving their employability and professional work readiness. • An HR Governance Framework was developed for HR Professionals.
In August 2018 the SABPP Board reflected on these achievements, and then decided to pursue board examinations for HR professionals. A board exam is a national test assessing all the entrants to the profession against the same standard. While universities often present classes, assignments and examinations according to different criteria and standards, a board exam is a professional equalizer, in other words, all students in the country write the same examination against the same standard in accordance with the criteria and standards of an independent professional body. Notwithstanding the fact that the HR Competencies and Standards played a major role to improve HR practice at a national level, there is still a level of inconsistency observed in terms of the knowledge and professionalism of HR practitioners.
Hence, the board examination for the HR profession will be introduced in 2019 to ensure a consistent national standard of professional knowledge for HR practitioners.
Admittedly, many HR practitioners may not be ready for the exam. In fact, that is exactly the problem: Why are some not ready for the board exam? Is it because they don’t have the right knowledge? Or is it because as a profession we are simply not ready to step up and ask to be evaluated professionally? Or is it because we are not a statutory profession? Or do we lack confidence? Or is HR as a profession simply not ready for board exams and if not, why not? The problem with the many different answers from these questions is perhaps the strongest business case why board exams are needed. We now need to get HR practitioners on the same page when it comes to their knowledge and readiness for practice.
We need to ensure that all HR practitioners have the right knowledge to practice HR.
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.
HR VOICE NOVEMBER 2018 As Huma van Rensburg, a former CEO of SABPP determined in her master’s study, a clearly defined body of knowledge is the first prerequisite of any true profession. Professionals are respected for their knowledge, but then the body of knowledge mustbeformalisedandexamined.Partofthisprocesswillbeto conduct benchmarking with other professions. We are mindful of the fact that board exams are not necessarily a panacea for everything that is wrong in a profession, but it serves as a vital instrument to highlight and assess professional knowledge. Board exams also provide professions with an opportunity to prioritise areas that are currently neglected at universities, or at organisational and industry levels.
For instance, the issue of ethics is so important in most professions. In some board exams ethics constitutes a major part of the professional exams, sometimes more than 50% of the exam. Given the current crisis caused by unethical behavior and practices by a range of professionals, including accountants and HR professionals, there may be a very strong case in instilling a significant component on ethics within the HR and business environment in a board exam. This will send a clear message to HR professionals where additional professional knowledge work and capacity-building is needed, including at university and provider levels.
Likewise, board exams can also be used to assess the knowledge of HR professionals on the HR standards and competencies.
I want to thank the SABPP board for taking this courageous step. I know this decision will be criticized and even resisted by some people. But I am convinced that one day we will look back and realise the introduction of HR board exams in 2019 was the first serious step towards certifying the body of HR professional knowledge at an individual level. A profession is only as strong as its professionals, and their professional knowledge is the foundation of their strength and credibility. Ultimately, any professional designation implies a solid body of knowledge. Let us position board exams for the HR profession in a positive light and build the HR profession with the right knowledge and while doing so we purposefully raise the bar for the HR profession.
Marius Meyer lectures in Human Resource Management in the Department of Industrial Psychology at Stellenbosch University. He is the HR Standards Thought Leader for SABPP and is registered as a Master HR Professional.
7 PAGE BOARD DESK · HR VOICE NOVEMBER 2018 SABPP BOARD EXAMS DETAILS InanefforttomaintainthecredibilityoftheSABPPprofessional registration and hold it at the same level of respect as CA by SAICA, we hereby announce the development and implementation of Board exams effective 2019. The market will appreciate and understand that SABPP registration is not just handed on a silver platter.
The proposed exams particularly Level 1 will force universities to do the right thing i.e. getting SABPP accreditation and continually maintain it.
A balance will be struck between easy access to registration and market perception that SABPP registration requires high calibre of competence. In essence, no one will be turned down from registration because of being unsuccessful from Board Exams. However, individuals might end up being registered at a lower level than applied for until the board exams requirements are adequately met. Remedial actions will also be put in place to assist the candidates in preparing for the exams. There will be two levels of the exams i.e. - Level 1 and 2 both affecting new members and to some extent members upgrading to a higher level Level 1 Will be written by new members in the following levels HRA, HRP, CHRP and MHRP i.e.
all levels qualifying to be Commissioner of oaths. It will be an online short answer/ or multiple choice based. Focus will be HR standards, professionalism and general ethics.
Level 1 Exemption Applicants coming from SABPP accredited universities will be exempted from writing this exam. Level 2 Will be written by applicants being considered for CHRP and MHRP only. This will be structured based questions. Exam will be attempted in not more than an hour in a controlled environment. Level 2 Exemption There will be no exemption from this exam. Board Exams 2019 Details about the Exams:
8 PAGE BOARD DESK · HR VOICE NOVEMBER 2018 Level 1 will be computer marked. Level 2 will be marked by selected experts and moderated by SABPP. SelectedFAQsPracticalExamples New Member applies for HRP having graduated from an accredited university No Exam will be written Reason: Level 1: Exemption since university is accredited Level 2: not required for HRT, HRA and HRP New member applies for HRT from an unaccredited university No Exam will be written Reason: Level 1: Not required for HRT Level 2: not required for HRT, HRA and HRP New Member applies for CHRP having graduated from an unaccredited university Both Level 1 and 2 Exams to be written Reason: Level 1: University not accredited Level 2: required for CHRP and MHRP 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 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 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 Level 1 exam must be passed before registration otherwise the prospective member will be registered at HRT level Level 2 exam will not stop registration but will restrict registration or upgrade to HRT, HRA AND HRP 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.
Marking of the exams Cost of the exams There will be no additional cost paid by prospective members. The cost of registration shall be deemed to cover the examination. However, should a member fail on the first attempt, they will be required to pay an administration fee of R250 before they are allowed to attempt the exam again. 1. 2. 3. 4. 5. 6. 7. 8. 9 INSTAGRAM/SABPP JOIN THE DISCUSSION
9 PAGE BOARD DESK · 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 are trying to answer by aiming to statutorise the HR profes- 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. TWITTER/SABPP JOIN THE DISCUSSION
10 PAGE BOARD DESK · HR VOICE NOVEMBER 2018 The SABPP is proud to announce that we will be launching our mobile app available for download from 1 November 2018 at our SABPP 6th Annual HR Standards Summit and HR Standards Awards The application will be available for download on both the App Store and the Google Playstore. The app will allow members to update their profile, pay invoices and much more! Download it today and be sure to keep in touch with the latest SABPP news. A special thank you to Ronel Coetzee for leading in this ground-breaking project. Thank you to the service provider for developing the APP.
HR VOICE NOVEMBER 2018 11 PAGE BOARD DESK · INTRODUCTION OF BOARD EXAMS: SABPP For long the Human Resource Discipline has been seen as a transactional form of specialisation which deals with the hiring and firing of personnel in the workplace. Over the years it has been a mocked profession associated with administration and data capturing. However, of late the Human resource discipline has taken a more strategic role. With this, HR personnel have had a shift in their role in which they align themselves at a more strategic level and giving valuable input to business decision making whilst creating strategic alliances (Peng, 2011).
The SA Board for People Practices has taken up a prodigious role in its current approach to introduce board exams for HR professionals. This approach will consequently have an impact on HR Individuals and the profession of this discipline as a whole. The following reasons discuss to a large extent that board exams will positively impact the HR discipline: Boardexaminationsisameansofassessingthestandard,skills and knowledge level achieved by a candidate in a discipline or profession (Lukosch and Schümmer, 2006). Board exam certification, can certainly be rigorous and demanding, but success confers several notable advantages for those working in business or finance.
Board exams have distinctively made professions such as Psychology and Accounting prestigious. This will be no different to the HR profession as the board exams are a stepping stone to enhance the dignity and integrity of the persons practicing the HR profession. It will provide status and respect to individuals as well as the discipline as a whole. The certification process allows both new and experienced professionals to test their abilities, refine their skills and increase their knowledge of the discipline overall. Board Examinations are one of the Professional Board instruments which endeavours to determine whether a practitioner possesses adequate professional knowledge, skills and competencies to practice his/her profession.
Setting a board exam usually requires an obtained level of tertiary education usually a bachelor’s degree or more in order to achieve certification, although this is a criterion for board exam, it also benefits an individual hence laying a platform for career development (Aeder, Fogel and Schaeffer, 2010). In the long run, Board exams will be a source of job security to an individual with the calibre that it will provide. It seeks to empower an individual whilst providing career opportunities. Chabala Fiona Agwa Ejon Resourcing Administrator, HR and Transformation Division, UJ
HR VOICE NOVEMBER 2018 12 PAGE BOARD DESK · This can be associated with increased employer demand as it showcases professional commitment and helps the applicant stand out from other candidates. It will lay a platform for professional independence, as it is an important career step for those who want to leverage their own reputation or personal services. The skills and knowledge required for certification are also very useful for individuals interested in business leadership, so it also serves as a solid foundation and credential for budding entrepreneurs. It is also necessary for those who desire higher levels of authority and responsibility.
The board exams encourage professionals to expand their horizons and challenge themselves, it boosts confidence in one’s profession, provides a competing edge to a prospective employee and above all will endorse ethical requirements, test character and instil the HR standards (Fang, 2018). The board exam will have a deep impact on the workplace and therefore, organisations ought to rethink the way they hire, engage, develop, reward and lead their workforces. The way workforces are structured and organised will have to change fundamentally. Thus organisations will need HR to navigate this new landscape by taking advantage of the advancement in one’s profession.
However, on the other hand, it may have a negative impact as follows; Few individuals or companies may afford the cost of a board 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.
Reference List. Aeder, L., Fogel, J and Schaeffer, H. (2010). Pediatric Board Review Course for Residents “at Risk”. Clinical Pediatrics, 49(5) 450–456. DOI: 10.1177/0009922809352679 http://clp.sagepub. com. Elkins, J. (2017). Top 5 Reasons to be a CPA SHARE. NASBA Communications and Digital Media Specialist Infographic designed by: Anthony Cox, NASBA Graphic Designer Posted: April 26, 2017. Fang, M. (2018). 6 trends in the future of human resource management. Global Talent 2021 study conducted by Oxford Economics and Willis Towers Watson. July 12, 2018 , Australia, Hong Kong, Indonesia. https://www.willistowerswatson.com/ en/insights/2018/07/the-future-of-work-trends-in-human- resource-management Lukosch, S and Schümmer, T.
(2006). Making exam preparation an enjoyable experience. Interactive Technology and Smart Education,3 (4), 259-274, https://doi. org/10.1108/17415650680000067 Panzarella, R and Jay, J. (1988). Reply to Critique of the Impact of Tutoring Minority Recruits for Civil Service Exams for Police Officer Selection. Review of Public Personnel Administration, 8 (2) 84-88.
Peng, T.A. (2011). Resource fit in inter‐firm partnership: intellectual capital perspective, Journal of Intellectual Capital, 12(1).
13 PAGE HR STANDARDS THE KEY TO For a long time, the HR profession has been relegated to merely being a support function and not being taken seriously in the workplace. However, the profession has evolved over the years, from being “paper pushers” and dealing with “warm and fuzzy” issues to be an enabler in the workplace that informs how to attract and retain the best talent, how to keep employees engaged, how to remunerate employees fairly and how to develop them and create opportunities for advancement in the workplace.
Furthermore, shifting the mindset from being adversarial towards labour to forming mutually beneficial relationships with all stakeholders; ensuring compliance to legislation and minimising HR risk for the organisation against strikes and litigation, not to mention minimising the reputational risk for the organisations which can have far reaching consequences to the existence of the organisation. HR now has a seat at the table, thanks to being able to provide HR metrics that inform critical business decisions, optimising the size of the organisation to improve productivityt and predicting future workforce requirements in a rapidly changing world etc.
Most importantly, HR Standards enable organisations to measure HR outputs. In 2013 the SABPP developed the first HR Standards in South Africa. This was a watershed event that catapulted the HR profession from being transactional to a transformational role-player in the HR space. The 13 Standards have positioned organisations to have best practice HR standards, to ensure consistency and a scientifically based way of implementing HR across all industries, regardless of geographic location or type of industry and thus providing customers with a standardised HR service delivery.
Other professions like Accounting, Engineering, Medicine, Lawyers etc. all adhere to standards. It goes without saying that HR would not be a true profession without standards. According to the Oxford dictionary, the definition of standards is “a required or agreed level of quality, something used as a measure, norm, or model in comparative evaluations, a HR STANDARDS· Amanda Pukwana HR VOICE NOVEMBER 2018 grade of proficiency tested by examination”. In addition, the Collins dictionary defines standards as “a level of quality or achievement, especially a level that is thought to be acceptable.
It is something that you use in order to judge the quality of something else.” Based on these two definitions, it therefore follows that if HR practitioners who are members of the SABPP are required to adhere and implement these standards in the workplace, it is important that they are measured to demonstrate that they meet the standards as set out by the professional body. The Board has therefore taken a decision to evaluate all HR professionals who wish to become members of SABPP from 2019 by means of a Board Examination. By passing the minimum standard, this will demonstrate to their companies and prospective employees that the individual understands and meets the minimum requirements of being an HR professional.
This will in turn boost the confidence in the HR profession. This is in line with the requirements for entry to other professional bodies and is an acceptable practice worldwide.
The SABPP believes that this new initiative will go a long way in ensuring that the HR profession and HR professionals in general are afforded the respect they deserve in industry and are given the same status as their counterparts in other professions. Standards boost businesses and HR practitioners are the drivers in the achievement of business goals through sound people practices. References: https://en.oxforddictionaries.com http://www.collinsdictionary.com Author: Amanda Pukwana, SABPP, HOD: Standards PROFESSIONALISATION OF HR
INDUSTRY NEWS HR VOICE NOVEMBER 2018 BARKING UP THE WRONG TREE: CHOOSING BETWEEN CORPORATE GOVERNANCE AND HUMAN RESOURCE GOVERNANCE Introduction Given high levels of corporate scandals in South Africa, this article serves to pinpoint the main source of corruption.
This is done by singling out ineffective human resource governance as the missing link when dealing with corruption. Contrary to popular belief, corporate scandals emanate from ineffective human resource governance and not corporate governance. Corporate governance limitations According to the online Free Dictionary, “barking up the wrong tree” is an English idiom referring to “attempt or pursue a futile course of action, often by making some kind of suggestion or request”. Furthermore, it is explained that “the term comes from the nocturnal pursuit of raccoon hunting with the aid of dogs.
Occasionally a raccoon fools the dogs, which crowd around a tree, barking loudly, not realising their quarry has taken a different route”. In an article released by the Institute of Directors Southern Africa (IoDSA), Natesan and du Plessis Merriman Ponoane (2018) state it as a matter of fact that company directors shoulder the biggest brunt when it comes to corruption within organisations. However, it remains a mystery as to why so much focus is placed on corporate governance instead of human resource governance (HRG). According to Thabane and Snyman-Van Deventer (2018) the failures of corporate governance are not unique to the public sector but largely involvetheprivatesector.Corporategovernanceis“theprocess of controlling management and balancing the interests of all stakeholders and other parties who can be affected by the corporation’s conduct in order to ensure responsible behavior by corporations and to achieve the maximum level of efficiency and profitability for the corporation” Du Plessis, Hargovan and Bargaric cited in Thabane and Snyman and de Venter (2018).
Corporate is another synonym for organisation. Therefore, an organisation is a collective of individuals coming together for a common purpose. A question to be answered here is whether it is possible that everyone within an organisation is corrupt. 14 PAGE INDUSTRY NEWS·
15 PAGE INDUSTRY NEWS· HR VOICE NOVEMBER 2018 It is also well established that only a few individuals within an organisation remain corrupt and the rest are dignified human beings who want to earn an honest living. Most people have come across an idiom stating that “One rotten potato spoils the whole bag”. This means one bad person makes the whole organisation look bad. This is probably the reason for generalisation that South Africa is a nation of corrupt individuals. Wu (2005) argues that a fight against corruption focuses mainly on the demand side of corruption, which is, the corrupt official who receives bribery money.
At the same time little is done to examine the role supply side of corruption by the private sector. Wu (2005) also points out that poor corporate governance directly breeds corruption.
Human resource governance is an opportunity to turn things around. On the other hand, the SA Board for People Practices (SABPP) subscribes to a notion that HR governance is the most surgical way to root out corruption and restore human dignity (SABPP, 2018). Human resource governance is the ethical leadership of the human resource function aimed at obtaining sustainable organisational performance (Ponoane, 2017). In a Malaysian newspaper article titled “why human governance is needed” Amin (2018) states that human governance is about being a good human being. Therefore, the main target of human governance is ‘the human being’ because the corporation’s soul is human.
This means, the collective good behavior of individual human beings within an organisation automatically translates into good organisational behavior. Amin (2018) asserts that human governance is aimed at three things particularly for the Islamic bank: 1. The soul is considered in all decision making for the benefit of humanity.
2. Improving individual productivity in a Godly and ethical manner. 3. Making human governance through which stakeholders can work together. Enter human resource governance, exit corporate governance. Several academics have accused corporate governance as being robotic, thus lacking the human touch. This means that it runs short of effectiveness to safeguard organisations on a long term basis. It is argued that its focus remains on compliance and penalty for non-compliance; although a punitive nature of corporate governance ensures that organisations toe the line. On the other hand, it reduces human potential and organisational learning, eventually leading to low organisational performance.
Sui Lu Siew (2016). Sui Lu Siew (2016) argues that the Malaysian government opted to replace corporate governance with human resource governance because of the assumption that it will encourage best organisational performance.
Conclusion Given the technical nature of corporate nature and the fact that it remains finance-centric, with the emergence of corporate governance in the early 1990’, it was hoped that the levels of corruption will be contained within reasonable limits but that hasn’t been the case. In fact, the opposite is true. Human beings have devised more sophisticated means of collaboration in order to circumvent legal requirement. It was witnessed in the case of the 2010 Soccer World Cup how construction companies colluded to beat the tender processes. It remains unrealistic to hope that organisations can be sustainable without human resource taking center stage.
It is not suggested HR governance is a panacea to all challenges facing the world. However, empirical evidence shows that a dignified human being is likely to think twice before committing an act of corruption. In a situation where one is found to have been on the wrong side of the law, the better the chances of showing remorse and rehabilitation. Contrarily, anyone who has totally lost their sense of self-respect is likely to commit an act of criminality with more chances of repeated behavior, even after they have been caught red-handed. Therefore, it is recommended South African organisations adopt human resource governance as a policy decision.
References Amin, H .2018. ”Human governance is needed”. New Straits Times http://www.nst.com.nst.com.my/opinion/ letters/2018/02/336834/why-human-governance-needed Ponoane, N.M. 2017. ”A Feasibility Study into the Effective Use of Human Resource Governance for Sustainable Corporate Performance of Retail companies in Johannesburg. Mancosa. Johannesburg Natesan, P and Du Plessis, P (2018) “Corporate scandals: the buck stops at the boardroom table” IoDSA in the Press. Johannesburg http://www.iodsa.co.za/news/388826/Corporate-scandals-The- buck-stops-at-the-boardroom-table.htm#.W8S5qOpZoyM. mailto SABPP, 2018.
“Position paper on HR governance” www.sabpp.co.za Sui Lu Siew, S (2016). Human governance – a new paradigm for sustainability http:www.swinburneedu.my/campus-beyond/human- governance-a-new-paradigm-sustainability.php Thabane, T and Snyman and de Venter, E (2018). “Pathological corporate governance deficiencies in South Africa’s state owned entities: a critical reflection” PER/PELJ 2018 (21) – DOI http;/dx.doi.org/10.17159/1727-3781/2018/v21i0a2345 Wu, X (2005) “Corporate governance and corruption: a cross country analysis. Governance: An international journal of policy, administration and institutions, 18 (2) 151-170”
16 PAGE INDUSTRY NEWS· HR VOICE NOVEMBER 2018 Jaco Gouws, Protection Product Head at Old Mutual Globally, more people are surviving cancer than ever before. Speaking in light of Global Breast Cancer Awareness month in October, Jaco Gouws, Protection Product Head at Old Mutual, says that the fear around cancer diagnosis is slowly changing – thanks to numerous medical advances in treatment options and facilities. “The question is less about how to survive cancer – and more about how to ensure you can live your best life when you do.” Although the prevalence of cancer increases every year in South Africa, it is encouraging to see survival rates improving globally.
Gouws points out, however, that a positive prognosis does come with strings attached. “Unfortunately, the costs you need to consider during remission – such as increased out-of-hospital medical and care costs, additional childcare expenses and the move toward a healthier lifestyle and diet – have also increased.
“This financial pressure can cause overwhelming stress on an individual and their family,” says Gouws. “The biggest cause for claims in 2017 were related to cancer and tumours which accounted for 30% of all underwritten claims. Research 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.” To ensure that getting healthy, staying healthy and making the most of life are your only concerns, it is important to have a holistic financial plan that includes severe illness cover.
“Severe illness cover provides much needed relief in the form of a lump sum to ensure that extra medical or lifestyle costs can be covered – especially considering that as a cancer survivor the ability to earn a salary may be impacted either in the shorter or longer term. Disability income can also replace your income if you’re booked off or unable to work during your recovery period.” Gouws adds that discussing your financial position, needs and goals with a trusted financial adviser is key – especially during a stressful time. Your adviser is there to guide you in finding the right solutions for your needs and budget – and also to advise you on how to wisely manage a lump sum pay-out to further protect your and your family’s future.” Surviving cancer is physically and emotionally taxing.
“The focus should be on redefining and living the best possible life after surviving the disease – rather than on how to make ends meet,” Gouws concludes.
HOW TO COPE WITH THE COST OF SURVIVING CANCER
LQA HR VOICE NOVEMBER 2018 SABPP LQA Team 4th Annual Training Provider Forum The quality assurance department believes that all accredited training providers must be kept up to date regarding the changes and challenges that affect them in terms of revised ruling made by Quality Council for Trade and Occupation (QCTO) as well as best practices regarding monitoring visits, providing learner support, value of one’s leadership, ability managing oneself and what is accelerated learning and how to apply it. We had 20 training providers (who travelled from Cape Town, Durban, Boksburg, Pretoria, Mahikeng and Central Johannesburg) attending as well as 13 students from Mahikeng represented by their principal Mr David Chelechele – DC Dynamic College.
The forum was opened by the chairperson of quality assurance committee Ms Bebe Oyegun, who got the attendees to discuss the real issues when it comes to providing learner support, keeping in mind the different generations, blended learning approach, use of technology as well as face-to-face learning. This session was followed by SABPPs new approach in managing annual monitoring visit which is going to be done via virtual, self-assessment and personal visits. This method saves logistical arrangement costs as well as it gives the provider enough time to prepare evidence and send it on a flash-drive.
It will then be evaluated by a panel which will reside at the SABPP Office.
SABPP has also embarked on giving training providers an opportunity to do a self-reflection on their personal leadership style. This assessment was sponsored by “The Eunoia” and “Prefrontal Construct” Swedish based company and the session was facilitated by Mr Mohamed Maher who came to South Africa for this event. Overall this day was successful, and we received the following comments: 1. Keep-up the good work, you really support the training providers. 2. You provide us with up-to-date and relevant information. 3. Thanks for being so innovative and using technology as an enabling mechanism to manage monitoring evidence.
17 PAGE LQA·
18 PAGE LQA· HR VOICE NOVEMBER 2018 Management Team of Educor Group Chairperson of LQA Comittee; Bebe Oyegun-Adeoye Speaker from Sweden Eunoia’s Leadership: Mohamed Maher Ms Ursula Fear receiving a gift from Ms G. Zeroberhol (LQA Comittee) Delegates interacting Delegates interacting
19 PAGE LQA· HR 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.
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.
No. Name of provider Logo Name of Product Accreditation No Start Date End Date 1 Symphonia for South Africa Dorcas Dube firstname.lastname@example.org Partners for Possibility A programme that encourages mentoring and coaching. CN18END0008SABPP 19 July 2018 18 July 2020 2 e-Study Gerhard Visser email@example.com Annelize de Beer firstname.lastname@example.org Youth Development Programme CN18END0009SABPP 8 August 2018 7 August 2020 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
20 PAGE LQA· HR 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 School Accreditation Renewal FET Certificate: Human Resources 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
Centralising Examinations for qualifications. The value of Centralised Examinations SABPP Learning Quality Assurance department has em- barked on centralising examination on certain occupational qualifications as it has certain significance for learners, insti- tution, employers and funders: a. Creates consistency in terms of look and feel. b. The papers are set on certain standards by committee members who are also regarded as experts in their field and the final paper is signed-off and approved by industry. c. Set structure and meets minimum standards of the 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, knowledge and application of skills in the context of cer- tain criteria, topics and qualification.
e. Backed as the appropriate device of evaluating students in order to improve their skills and produce positive ef- fects on the learning/education system. f. Better control of the outcome. 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- 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 which is performing badly, or the low performance is lim- 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 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 the moderator and head of quality assurance. 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. 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 Learning and Quality Assurance (SABPP) 21 PAGE LQA· HR VOICE NOVEMBER 2018 Changes in the accreditation process In recent months, there have been changes in the landscape of training providers applying for accreditation in the indus- try.
We have realised that our current HR Professional mem- bers want accreditation with SABPP. Below is the process, and should you need further guidance, do contact our offices and send an email to LQA@sabpp.co.za or speak to Derisha or Ronel on 011-045-5400.
Download the Letter of Intent for SDP Accreditation and submit it to the QCTO email@example.com (N/A to skills programme applications) Outcome of Letter of Intent is received from the QCTO (N/A to skills programme applications) The completed SABPP Accreditation Application Form & QCTO Outcome Letter of Intent with supporting docu- ments is submitted on a USB to LQA Department Payment of Accreditation Application Evaluation of Application, where applicable, remediation will be communicated to the applicant Site visit takes place - New Providers Application is tabled at the Learning Quality Assurance Committee Meeting Application is tabled at the SABPP Board Meeting Signed off Application is sent to the QCTO for final verification/awarding of Accreditation