HR VOICE - FINAL HR VOICE - APPRECIATE SA - SABPP
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THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE JULY 2019 · ISSN 2304-8573
APPRECIATE SA
NEW BOARD STRATEGY
THE PEOPLE FACTOR
FINAL
HR VOICE
SABPP IS NOW REGISTERED AS AN NPO 117218 EDITION
INSIDE
HR VOICE JULY 2019
BOARD DESK PAGE 3 CONTACT US
• The ‘PEOPLE’ factor strategy 2020 - 2030 #HR202030
• 2019 Annual General Meeting in a nutshell LEARNING & QUALITY ASSURANCE
• Competently Speaking Naren Vassan: HRA
naren@sabpp.co.za
RESEARCH & INNOVATION
COO’s DESK PAGE 11
Kgomotso Mopalami: HRP
research@sabpp.co.za
• Staff News MARKETING & STAKEHOLDER
• Member Profile RELATIONS
Siphiwe Mashoene
siphiwe@sabpp.co.za or events@sabpp.co.za
FEATURED PAGE 17 HR AUDIT
Annetjie Moore: MHRP
• South Africa, ASSEMBLE! Retention annetjie@sabpp.co.za
• Celebrating South Africa
• Appreciate South Africa HR STANDARDS
• Be Grateful, Appreciate the Beauty of South African Young Maphutha Diaz: MHRP
hrstandards@sabpp.co.za
Talent
• Appreciate SA PROFESSIONAL SERVICES &
PROFESSIONAL REGISTRATIONS
Zanele Ndiweni
registrations@sabpp.co.za
INDUSTRY NEWS PAGE 26 or Tebogo Mahesu
professional@sabpp.co.za
• Opportunity to enter for, and win, a 2019 SABPP EEDT ADDRESS Willowbrook House, 1st floor
Award Constantia Office Park 14th Avenue & Hendrik
Potgieter Street Weltevredenpark
Roodepoort 1715
T: 011 045 5400 / F: 011 482 4830
LABOUR LAW PAGE 29 010 007 5906
www.sabpp.co.za
• Managing Shop Stewards can be tricky
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
STUDENT CHAPTER PAGE 32 events@sabpp.co.za
• Rise of the Millennials EDITORIAL SUBMISSIONS Please send
editorial submissions to Ceanne Schultz
ceanne@sabpp.co.za
CONTRIBUTORS
Xolani Mawande: MHRP
Dr Mochabo Moerane: MHRP
Patience Buthelezi
Jacques van Zyl: HRA
Ynskje Marie van Schouwenburg: MHRP
Dirk Niewoudt
Kgomotso Mopalami: HRP
Naren Vassan: HRA
Ivan Israestam: MHRP
Palesa Matshosa: HR Student
INSIDE · PAGE 2
HR VOICE JULY 2019
BOARD DESK
The ‘PEOPLE’
factor strategy
2020 - 2030
#HR202030
The new SABPP strategy builds
from the successful HR Voice
strategy which ran from 2013 to
2019 and created a solid foun-
dation for HR professionalism
based on national standards
and development of profession-
al competencies. The SABPP
gained credibility and made the
voice of the profession heard
more clearly.
Now new challenges are aris-
ing. As the pace of change in the
workplace gathers momentum
in the second decade of the cen-
tury, there are many concerns
that the 4th Industrial Revolu-
tion will displace human beings.
However, as Klaus Schwab, who
‘invented’ the term, points out,
the emerging technologies driving radical shifts in the way we live are truly disruptive but the evolution of these technologies,
which are still at their very early stages, is entirely within our powers. We have a responsibility to take the window of opportunity
and make the technologies “promote the common good, enhance human dignity and protect the environment”.
BOARD DESK · PAGE 3
HR VOICE JULY 2019
This is the foundation of the SABPP strategy. The time for this P – Partnering and promoting the HR profession.
is now, ke nako! HR cannot fulfil this challenging role on its own. Partnering
with other disciplines both locally and globally is important.
We carry forward from the HR Voice strategy the 4 pillars of The SABPP will continue to identify and maintain appropri-
professionalism – body of knowledge; ethics; self-governance ate alliance partners to take the profession forward into the
and duty to society. We carry forward also our 4 values: re- 4th Industrial Revolution. Whilst the SABPP is based in South
sponsibility, integrity, competence and respect. Africa, it will collaborate across Africa and further afield to
ensure that it is in touch with developments and can spread
The six thrusts of the ‘People’ Factor Strategy are: its good work as appropriate.
P – Positioning HR in the digital era. L – Leading on people practices.
HR practitioners must assist their organisations to harness The SABPP will continue with its pioneering work on setting
the digital technologies to find new markets, new products HRM standards and developing people practices which will
and services and new operational processes. They must be support the transition to the new world of work. Collabora-
able to foresee what new skills their organisations will need tion with universities and other research institutions will be
to enable man and machine to achieve the best balance. They strengthened to lead the HR research agenda.
must be able to find innovative ways to reskill and reassign
people so that social injustice through displacement does not The work on the Leadership Standard will be followed up to
endanger society. spread the circle of influence on leadership as a critical peo-
ple practice.
This gives the HR profession an exciting opportunity to take
the lead and to be imaginative and bold. The SABPP will continue to expand its advocacy role in fair
people practices.
The SABPP will support its members through researching
and developing products and services to assist members to E – Ethically-centred Governance.
build their knowledge and skills in this area. HR practitioners should be champions of ethically centred
governance in their organisations, thereby contributing to the
E – Excellence and evidence based. ethical culture determined by the King IV Commission as one
Excellence must be achieved by all HR practitioners in both of the critical outcomes of governance. SABPP will continue
their transactional work and their transformative work, which to make its voice known with other important promoters of
will be increasingly technology-based. Skills in making ev- good governance and will continue to produce products and
idence-based decisions in HR functions must be developed, services to assist HR practitioners take on this role and make
which requires that a good basis of data management be set an impact.
up and maintained. The SABPP will also research and devel-
op products and services to assist members to achieve excel- Ethically-centred governance must also by definition be envi-
lence. ronmentally sensitive so that organisations are sustainable in
all senses of the word. SABPP will continue to research the
The SABPP must be also excellent in providing services to its role of HR in supporting good environmental practices, and
members. will pursue such good practices in its own organisation.
O – On-line and in touch. The SABPP will continue to practise sound financial manage-
HR must embrace ‘design thinking’, which means that all ment in order to best balance affordability for members with
processes and practices must be designed with the user ex- the demands to extend products and services to members.
perience in mind. This means that HR practitioners must be
constantly ‘tuned in’ to employees’ and line managers’ needs
and must learn how to balance the ‘on-line’ technologies with
human connection.
The SABPP must reflect this also in how it interacts with its
members and other stakeholders. On-line CPD and skills de-
velopment products will also be developed.
Agility and responsiveness are vital in finding the right bal-
ance between moving forward to the future and taking people
along with us.
BOARD DESK · PAGE 4
THE PEOPLE FACTOR STRATEGY #HR202030
HR VOICE JULY 2019
Knowledge Digital HR and Ethics
Productivity
HR Academy and
Competency
Integrity
HR Standards
Responsibility
and Audits Positioning HR in the digital era
P
Excellence and evidence based HR Analytics and
E Metrics
On-line and in touch
O
Quality Assurance
Partnering and promoting
P the HR profession
Employee life
Leading on people practices cycle and
Future of Work
L
Core products and Appreciation Ethically-centred Governance Core products and
Services E Services
Respect
Hindsight Insight Foresight Oversight HR Credibility
Competence
Learning Leveraging Leading people Leading organisations Leading society
Governance Duty to society
POWERED BY DIGITAL HR AND HR CITIZENRY
BOARD DESK · PAGE 5
HR VOICE JULY 2019
2019 Annual
General Meeting
in a nutshell
Our Annual General Meetings are growing bigger and better managed to secure sponsorship for more than R200 000 for
every year. We thank you all for attending the 2019 AGM and this event.
thank to those who tendered their apologies. At this year’s
AGM we saw the introduction of the new strategy – The ‘PEO- 6 Successful learning and Development
PLE’ Factor strategy for 2020-2030. Our guest speakers; Rob SABPP launched the very first L&D conference in South Af-
Bothma for Oracle and Tony Cohn from QBIT Africa engaged rica, with over 120 Learning and Development practitioners
delegates with topics that speaks to the new strategy. attending. The conference was held at the MTN headquarters
in West Rand.
Our top highlights for 2018 were: 7 First multimillion-rand project successfully concluded
1 The Smooth Transition on CEO Exit In 2017, SABPP signed a contract to professionalise HR and
2018 saw Marius Meyer stepping down as a CEO of SABPP af- we successfully concluded the project in 2018 after 8 prolific
ter seven years at the helm of SABPP. The COO, Xolani Mawa- months. More than 200 HR professionals were trained on the
nde was appointed as the acting CEO as of 01 August 2018, HRM Standards and several HR Audits were completed across
while the process of recruiting and selecting a full time CEO Gauteng. In addition, numerous Coaches were deployed to
was in the process. several institutions to assist in professionalising HR and peo-
ple management.
2 Successful Board elections and induction of the 13th Board
Members 8 Launch of the Board Exams
In November 2018, the 13th SABPP Board was elected and In pursuit of strengthening the HR profession, we have intro-
consisted of 16 members of which 11 were elected by SABPP duced board exams. The board exams will give credibility to
members, four were co-opted by the Board, SABPP CEO and the profession and further supports the work done around the
SABPP COO representing Management. The Board has an HR Competency model and HR standards.
Exco which consist of a Chairperson, two Vice-Chairpersons,
9 Successful pilot launch of the SABPP APP
COO and CEO.
The SABPP launched its mobile APP on the 01st of November
3 Launch of the SABPP National HR Youth Council 2018. This APP is available for download on APP store as well
2018 saw the very first SABPP HR Youth Council being as Google Playstore.
launched. With the aim of carrying out the agenda for youth
in the HR Profession. The council consist of Chairs and Vice- 10 Successful annual SAHRUF session with a record of 19 uni-
Chairs from all the SABPP Student Chapters. This council versities in attendance
serves as what we call “the mini Board” of SABPP. The SA HR University Forum hosted its annual event at VUT
with 19 Higher Educational Institutions with over 70 delegates
4 Additional Four Student Chapters were launched were in attendance. At this event the National HRM Student
As at 31 December 2018, SABPP has 14th student chapters Excellence Award recipients from different universities pre-
launch nationally. We continue to support our students as we sented topics which were set-up by a special committee com-
believe that students are the future pipeline. prising of Industry experts and academics. This was achieved
under the leadership of Dr Pierre Joubert.
5 The 6th HR Standards Summit and Awards with sponsorship
On the 01st of November 2018, SABPP held its 6th Summit 11 Record attendance by members to the 2018 AGM including
and Award ceremony at Silverstar Casino. A total of 150 del- four regional AGMs.
egates punched the clock! Sponsorship from Services Seta, a SABPP had a successful AGM in 2018 which included a short
diamond sponsor and Mercer gold sponsor subsidized vastly video shoot to capture the moment. Four regions also had
to the success of the Summit and Awards. Consequently, we their own AGM’s. These regions include the KZN, Eastern
Cape, Free State and Limpopo.
BOARD DESK · PAGE 6
HR VOICE JULY 2019
12 Financial stability A special word of thanks to all stakeholders for their contin-
SABPP moved from surviving to flourishing financially against ued support for SABPP. We would not achieve all that we are
all odds. The economic challenges affected our products, destined to achieve have made it without your support and
events and even membership. However, we managed to con- continued engagement with us on-going engagements. To
tain our expenses and today we are proud to announce our our committee members, we would like to thank you for your
improved audited financial results. We declare proudly a net support, commitments, and the love for the profession that is
surplus of R2,765 million, up from R1, 269 million in 2017. Our shown displayed through your hard work.
Financials reflect 28,12% growth in income.
To the SABPP staff and management, thank you for your ef-
We appointed new accountants after twenty- three years us- forts in preparing for the AGM as well as ensuring that our-
ing the same accounts and auditors. We are pleased to wel- member needs are met. We would not be proud to announce
come Tiludi which is a wholly blacked owned company set to the above highlights for 2018 without your dedication and love
take SABPP accounting to the next level. for your work. 2018 was indeed the year of many firsts and
SABPP flourished with the introduction of new initiatives.
13 New home for SABPP finalised in November 2018 by the
SABPP Board We believe that these initiatives will add value to the profession
We managed to sign a five-year lease for our new how at Con- and will take us to new heights. Therefore, we aim to continue
stantia Kloof Office Park. Members are welcome to visit our striving for many firsts and succeeding in all. We are confident
offices anytime during office hours. that 2019 will bring us many more achievements and financial
stability.
14 Great participation and visibility by SABPP at the 1st Annual
HR Indaba by CHRO
The SABPP attended the HR indaba on the 3rd and 4th of Oc-
tober 2019. This conference added great value to SABPP as we
were able to recruit 105 new members in only two days. Over
3500 delegates attended the event and learnt new things as
well as networked.
15 Launch of the SABPP position paper on HR Governance
The HR Governance Committee launched the first HR Gover-
nance Position Paper in October 2018. The purpose is to pro-
vide a formal position and understanding on the importance of
human governance. This possibly will play a significant role in
improving the overall governance of organisations.
16 SABPP employment Equity, Diversity and Transformation
Awards (EEDT) and Summit.
SABPP launched the EEDT in February 2018. This was fol-
lowed by the Awards ceremony, a Summit and a two-day
workshop in May 2018.
17 Annual Committees Meeting (ACM)
On the 06th of December 2018, SABPP hosted the 4th Annual
Committees meeting wherein National and Provincial com-
mittees met the 13th Board of the SABPP and shared their
successes and challenges
BOARD DESK · PAGE 7
HR VOICE JULY 2019
OUR AGM in photos
ANNUAL GENERAL MEETING 2019 ANNUAL GENERAL MEETING 2019
SABPP CEO Xolani Mawande unveiling the new draft strategy 13th Board during the question and answer session with
for 2020-2030 members
ANNUAL GENERAL MEETING 2019 ANNUAL GENERAL MEETING 2019
TUT Polokwane Lecturer, Fumani Mabasa receiving the TUT Polokwane chair, Miehleketo Baloyi and vice chair,
special SABPP Award Molewa Sewela Mahaliah received an award for the best
student chapter
ANNUAL GENERAL MEETING 2019 ANNUAL GENERAL MEETING 2019
Our very own Mrs Elizabeth Dhlamini-Kumalo received a Dr Marius Meyer received a special SABPP award for his
special recognition award from the CEO, Mr Mawande contribution to the body and the profession
BOARD DESK · PAGE 8
HR VOICE JULY 2019
ANNUAL GENERAL MEETING 2019 ANNUAL GENERAL MEETING 2019
The Free State Provincial Committee received an award for The KwaZulu-Natal Provincial Committee received and
their outstanding work in running events that are sponsored award for the fast growing province in members for 2018. Mr
by industry. Reuben Dlamini, Chairperson received the award
ANNUAL GENERAL MEETING 2019 ANNUAL GENERAL MEETING 2019
Delegates attending the AGM Guest speakers: Rob Bothma, Oracle and Tony Cohn, QBIT
Africa
ANNUAL GENERAL MEETING 2019 ANNUAL GENERAL MEETING 2019
Delegates attending the AGM Delegates asking questions
BOARD DESK · PAGE 9
HR VOICE JULY 2019
COMPETENTLY
SPEAKING
Xolani Mawande: MHRP
As we Appreciate SA, I am pleased to honour those who have academically and professionally progressed in their respective field.
It gives me great pleasure to see our fellow South Africans progressing and rising above all circumstances. I wish all our South
Africans a cheerful future filled with more success stories.
Siphiwe Mashoene
A forward-thinking employee is a productive employee and
education empowers us to do so. It is gives us pleasure to see
our employees invest in empowering themselves through ed-
ucation and innovative ways to grow. Our Marketing Manager
recently graduated with a National diploma in Public Rela-
tions Management offered by the University of South Africa.
We are proud of you Siphiwe and confident that your achieve-
ment will encourage others.
Jacques van Zyl: HRA
Recently graduated with Cum Laude in BCom Honours in
industrial Psychology at the University of the Western Cape.
Indeed, personal investment produce great results. We are
proud of your achievement Jacques!
Remember that, “the starting point of all achievement is desire”
Napoleon Hill
BOARD DESK · PAGE 10HR VOICE JULY 2019
COO’s DESK
Elsabe Bell: MHRP
Provincial Visits Our second visit was at KwaZulu Natal (KZN) and it was one
of the ecstatic visits SABPP embarks on. It had its first and
One of our duties to the society is to advance the profession, elated moments. We started at the University of Zulu Land,
and it all starts with empowering future HR professionals. were we met with Mrs. Mntambo and Mrs Koenane who wish
This is because you are a student before you are a profession- to form a student chapter at their campus and continue build-
al. Thus, we aim to nurture our future professionals. Hence, ing a relationship with their professional body (SABPP). We
it is a pleasure for SABPP to see its purpose being realised will continue supporting them until they attain their goals.
nation-wide and to see the profession growing immensely.
Our provincial visits this month begun with a student presen-
tation at Tshwane University of Technology Emalahleni Cam-
pus. In which we were welcomed with warm hands by lectur-
ers as well as students at the institution. We are hopeful that
our relationship with TUT Emalahleni Campus will flourish
from here-on.
COO’s DESK· PAGE 11HR VOICE JULY 2019
Our last but, not least visit for the month was the start of
many beginnings for KwaZulu Natal. Hence, we are thrilled
to declare that Mangosuthu University of Technology is the
first institution at KZN to launch a Student Chapter. The event
was sanctified with the presence of the SABPP KZN provincial
Chair, Mr Reuben Dlamini, our SABPP board member Profes-
sor Naidoo and our very own CEO Xolani Mawande. We wish
our newly espoused Student Chapter all the best of luck with
their Chapter, and we hope to hear more from them soon!!
TWITTER/SABPP
JOIN THE DISCUSSION
INSTAGRAM/SABPP
JOIN THE DISCUSSION
COO’s DESK· PAGE 12HR VOICE JULY 2019
MEMBER
PROFILE
Dr Mochabo Moerane (Castro): MHRP
Dr Mochabo Moerane was born and bred in Diepkloof, Sowe- the PhD degree he humbly found the answer that he was a
to Johannesburg. He was raised and socialised in a religious by-product of Bantu education, as his achievement was not
family who were parishioners of the traditional Anglican the intention of Apartheid minister Hendrik Verwoerd and
Christian church. His earlier exposure to Christian virtues and his inhuman racial policies. He reported that he was grate-
teachings had led to his deep conviction in the values of de- ful, mindful and indebted to the sacrifices of the Soweto 1976
mocracy, justice and fairness. Amongst the leadership roles activists. This was a generation that paved the way for him to
he had played in the church was being the church warden appointed as the academic chair of the department of human
(equivalent to CEO position) at St. James Anglican church in resources at the university of South Africa (UNISA). To under-
Diepkloof and at St. Stephen Anglican church in Sunninghill, stand the revolutionary role of the 1976 generation one must
Johannesburg. He is married to Penelope. Their union was refer Franz Fanon when he maintained that “…each genera-
blessed with a daughter Pelonolo, two sons Boitshepo and tion must, out of relative obscurity, discover its mission, fulfil
Molemo. He reported that throughout his life he was always it or betray it”. It is now a historical mission of my generation
pre-occupied with the existential question as to whether he to ensure that free and quality education to the poor and the
was a victim or product of Bantu education? After obtaining downtrodden is achieved in our lifetime.
COO’s DESK· PAGE 13HR VOICE JULY 2019
Dr Mochabo Moerane is a human rights and social justice ac- finally as a Social worker with the South African Council for
tivist who had dedicated his entire life in contributing to foster Social Services Professions (SACSSP).
a non-racial, non-sexist, democratic and a prosperous South
Africa. The highlight of his human rights struggle was when Dr Moerane holds qualifications in B A. (Social Work & So-
he was appointed and served for two conservative terms (from ciology) (Wits University) (1989), B Soc. Sci. Honours. (Social
1 February 2012 until 31 March 2016) as a member of the In- Work) (Rhodes University) (1990), Masters Diploma (HRM)
dependent Communication Authority of SA (ICASA) HR and (RAU) (1994), BA Honours (Industrial Psychology) (UNISA)
Remuneration Board sub-committee. A Chapter 9 Institution (1997), MA (Industrial &Organisational Psychology) (UNISA)
of the 1996 Constitution of the Republic of SA established in (2006), Postgraduate Diploma in Labour Law (UJ) (2011) and
terms of section 192 to give effect to section 16 (Freedom of PhD (Consulting psychology) (UNISA)(2018).
Expression) of the Bill of Rights. To regulate broadcasting in
the public interest, and to ensure fairness and a diversity of From December 2013 until 30 April 2019 he was lecturer at
views broadly representing South African society. the Department of Industrial psychology at Unisa. In May 2019
he was concurrently promoted as senior lecturer and appoint-
He is professionally registered as Industrial and Organisation- ed chair of the department of human resources management
al Psychologist with the Health Professions Council of South at UNISA. His other work interests, experience and expertise
Africa (HPCSA), Master Human Resources Practitioner with are in the fields of Executive Coaching/Mentoring, Counsel-
the South African Board for People Practice (SABPP), and ling, Psychosocial Assessments, HR Consulting, Change
Management, Performance Management and Psychometric
Assessments.
Mochabo’s previous work experience and consulting work of
more than 25 years in the broader spectrum of people man-
agement include amongst others, formulation and regulation
of HR ethics, coaching, counselling, conflict resolution, or-
ganisational development interventions, employee wellbeing,
employee/labour relations and psychometric assessments.
His main clients included leading corporate companies such
as Nedbank, Saambou bank, Capital Alliance, Momentum,
Absa, Land Bank, ICAS, LifeAssist, Landbank, City of Joburg
Municipality, Timrite, Imerys Refractory Minerals of South Af-
rica, Standard bank and Transnet.
He is currently a member of the South African Board for Peo-
ple Practice (SABPP) serving as chairperson of the Profes-
sional Registration and Evaluation Committee. He is also the
Board chairperson of the Gauteng Children’s Rights Commit-
tee (GCRC) an NGO that has been established to protect and
promote children’s rights as enshrined in section 28 of the
1996 constitution of the republic of South Africa.
The vision of the 1955 freedom charter “The doors of learning
and culture shall be open to all” is still on course.
Aluta continua!
COO’s DESK· PAGE 14THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
February 2017 ∙ ISSN 2304-8573 MARCH 2017 ∙ ISSN 2304-8573
HR VOICE APRIL 2017 · ISSN 2304-8573
HR VOICE MAY 2017 · ISSN 2304-8573
2017 The Time For Leadership
- A Year of Disruption & Change DIVERSITY, Has Arrived
TRANSFORMATION
AND INCLUSION
Equipping the workplace for disabled staff
MATRIC
RESULTS National Standard on Employment Equity And Diversity
Management Sets A Clear Transformation Agenda For
Creating Inclusive Workplaces
THE NEW HOME OF SABPP Exploring Graduate Unemployment
what the future
holds for us Celebrating Workers’ Month
SABPP IS NOW REGISTERED AS AN NPO 117218
SABPP IS NOW REGISTERED AS AN NPO 117218
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE JUNE 2017 · ISSN 2304-8573
HR VOICE JULY 2017 · ISSN 2304-8573
HR VOICE AUGUST 2017 · ISSN 2304-8573
HR VOICE SEPTEMBER 2017 · ISSN 2304-8573
Upskilling
20
After 7 years
HR Professionals in HR Auditing
WOMEN’S LEADERSHIP
STANDARD JOURNEY
1
HIGHLIGHTS
PERSON
VOTE
from the
SABPP AGM
MONTH
DAY
ARTICLE
last month
Special Edition
PERSISTENCE
PAYS OFF!
#YouthMonth
something is
SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE FEBRUARY 2018 · ISSN 2304-8573
HR VOICE MARCH 2018 · ISSN 2304-8573
HR VOICE DECEMBER 2018 · ISSN 2304-8573
HR VOICE AUGUST 2018 · ISSN 2304-8573
HR VOICE MAY 2017 · ISSN 2304-8573
Career Management
Future The Time For Leadership
Has Arrived
of Work
coming...
Exploring Graduate Unemployment
Celebrating Workers’ Month
2018 Successes
SABPP IS NOW REGISTERED AS AN NPO 117218
Planning SABPP IS NOW REGISTERED AS AN NPO 117218
SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218
SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE FEBRUARY 2019 · ISSN 2304-8573
HR VOICE MARCH 2019 · ISSN 2304-8573
HR VOICE JUNE 2019 · ISSN 2304-8573
HR VOICE MAY 2019 · ISSN 2304-8573 NOVEMBER 2018 · ISSN 2304-8573
SABPP APP
Ethics and HR Governance Conference:
14 March 2019
DIVERSITY
Restoring human dignity through
UBUNTU AND INCLUSION
human resource governance
Bringing it back MEET THE NEW
Developing Ethical Leaders to HR Citizenship SABPP CEO
for the 21st Century
NURTURING
GRADUATES
BOARD
EXAMS
SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218
SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218 SABPP IS NOW REGISTERED AS AN NPO 117218
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE FEBRUARY 2019 · ISSN 2304-8573
HR VOICE MARCH 2019 · ISSN 2304-8573
HR VOICE JUNE 2019 · ISSN 2304-8573
HR VOICE MAY 2019 · ISSN 2304-8573
HR VOICE MAY 2017 · ISSN 2304-8573 SEPTEMBER 2018 · ISSN 2304-8573
Ethics and HR Governance Conference: DIVERSITY EMPLOYEE
14 March 2019
The Time For Leadership
Restoring human dignity through
UBUNTU AND INCLUSION
Has Arrived
human resource governance
Bringing it back MEET THE NEW
to HR Citizenship SABPP CEO BUSINESS
Developing Ethical Leaders
for the 21st Century UNUSUAL
NURTURING
GRADUATESBeing future-fit for the emerging world of tomorrow
Being future-fit
With the world for the emerging
of work undergoing world of
radical and fundamental tomorrow
change, Human Resource leaders should take advantage
of the opportunities that disruptive innovation and digital transformation will bring to the future world of work. In
order to stay ahead of the developments, HR leaders need to start thinking ahead, bringing new solutions that will help
With the worldmake
organisations of work undergoing
strategic radical
decisions and fundamental
for future success. change, Human Resource leaders should take advantage
of the opportunities that disruptive innovation and digital transformation will bring to the future world of work. In
order to stay ahead of the developments, HR leaders need to start thinking ahead, bringing new solutions that will help
organisations make strategic decisions for future success.
Why not take the time to further discuss ways of getting your organisation future-fit.
Why not take the time to further discuss ways of getting your organisation future-fit.
Contact Us
Contact Us Dr Elmar de Wet Mr Irvin Bogopa
Executive Manager: Research Solutions Executive Manager: Stakeholder Relations
Email: elmar.dewet@enterprises.up.ac.za Email: irvin.bogopa@enterprises.up.ac.za
Dr
Tel:Elmar
+27de(0)12
Wet 434 2335 Mr
Tel: Irvin+27
Bogopa
(0)12 434 2628
Executive Manager: Research Solutions Executive Manager: Stakeholder Relations
Email: elmar.dewet@enterprises.up.ac.za Email: irvin.bogopa@enterprises.up.ac.za
Tel: +27 (0)12 434 2335 Tel: +27 (0)12 434 2628
Shifting knowledge to insight
Shifting knowledge to insight
enterpises.up.ac.za
enterpises.up.ac.zaHR VOICE JULY 2019
FEATURED
SOUTH AFRICA,
ASSEMBLE!
RETENTION
Jacques van Zyl: HRA
There was another accident on the road this morning on the
way to work...another fatality.
Turning on the radio reminded you why you slept in fear every
night.
Grabbing the newspaper scared you because you thought you
were going to see someone you love to become a statistic warm food for the coming winter. Let’s not look at the coming
today. rains and fear the flood, but rather look at how we can do
something to warm up someone we don’t know. Reach out
You refused to turn on the morning news because hearing to the local SPCA and take your colleagues out to go dog
about incidents of corruption and discrimination leaves a sour walking. Let’s find a way to beat those negative headlines by
taste in your mouth. starting initiatives that will bring about headlines of hope and
positivity.
Does this sound familiar?
Everyone comes to work with their fair share of tears and With Mandela Month around the corner I would like to ask
fears. When everyone starts speaking about all the negative and encourage fellow practitioners around South Africa to
events that are taking place around them it becomes so start small projects of love in their organization and to share
easy to get lost in all the sadness to such an extent that we the stories and experiences of the projects. South Africa tells
forget that we have the power to help change South Africa. a story of victory and despite all the negative events in the
The headlines of most newspapers are enough to drain you country I feel we can make a difference every day.
of hope. You haven’t even reached the office yet and you have
already had your quota of negativity for the day. I leave you with the following quote from Nelson Mandela:
“A fundamental concern for others in our individual and
As people practitioners I feel we can encourage our fellow community lives would go a long way in making the world the
colleagues and inspire goodness in the organisations where better place we so passionately dreamt of.”
we work. We will always be surrounded by people, so why not
become a beacon of encouragement and hope in the office? Let us join hands to make a difference in appreciation of South
Why not start small projects of love in the areas where we Africa, our home.
work. Let’s inspire unity among our colleagues by tackling
a community project within proximity of your business. Your In the spirit of Youth Month and Mandela Month, I call on you:
business may be close to a shelter that needs clothing or Dear SA, Assemble!
FEATURED· PAGE 17HR VOICE JULY 2019
CELEBRATING
SOUTH AFRICA
celebrate South Africa; a South Africa we can celebrate and be
proud of; an ethical South Africa where people can and want to
create lives and prosperity.
However, there are so many lenses through which we as South
Africans can celebrate South Africa.
Never have I been prouder than on 3 May 2019 when South
Africans across the country, and in fact, across the world,
backed Caster Semenya in her last 800m race prior to the new
CAS regulations. With the Court for Arbitrations of Sport (CAS)
having ruled on 1 May 2019 that the IAAF’s decision to limit
the amount of natural testosterone in female athletes, would
stand, this was Semenya’s “last” race….and did she give us a
Ynskje Marie van Schouwenburg: MHRP reason to celebrate? The entire South Africa was celebrating
her success, her resilience, her ability to celebrate her natural
talent; however, we were also celebrating our cohesiveness,
our spirit and our own unique ability to stand together when
being faced with an enemy who want to take away something
It is an incredibly exciting time to live in South Africa. that a South African worked extremely hard at.
On Wednesday 28 May 2019, during the announcement of When South Africans celebrate political change or international
South Africa’s new cabinet, President Cyril Ramaphosa stated: sport stars success and achievements, it often feels far away
“In the election of the 8th of May, South Africans provided this and although significant, perhaps out of our reach to do the
administration with a clear mandate to accelerate inclusive same and to be part of creating the success we celebrate in
economic growth, act with greater urgency to tackle poverty, our country. However, it is the friendly shop assistant that
improve government services, fight corruption and end state phones you back with good news about your crashed hard-
capture. If we are to give effect to this mandate, we need a drive; the post office consultant that meticulously searches
capable, efficient and ethical government.” He further stated, for your parcel; and the petrol attendant that borrows you
“If we are to make effective progress in building the South money when you left your bank card at home that creates the
Africa that we all want, it is important that we deploy into success we want to celebrate.
positions of responsibility people who are committed, capable
and hard-working and who have integrity.” On Thursday 30 May 2019, a petrol attendant in Cape Town
on the N2 paid for a client’s petrol when she could not find
This is a robust message with strong words – but a message her bank card. He merely stated, “Ma’am, you can’t run out
that instils hope into many South Africans, that together we of petrol on the N2. I’ll throw in R100 and then you can just
can build a South Africa we all yearn for. We are gearing up to bring back my R100 whenever you are near again.” Upon
FEATURED· PAGE 18HR VOICE JULY 2019
returning the R100, the client asked the petrol attendant why success that we can use as the foundation to celebrating
he had trusted her to pay him back, he replied, “Ma’am, I am a South Africa.
believer.” The client, and the majority of the 14000 comments
on Facebook less than 24 hours later, share the same message However, there is a lot of hard work to be done to achieve
– You give us hope for our country.” success both in our organisations and also in South
Africa, and President Ramaphosa is not oblivious to
It is these small, significant aspects that give us ample reason this, stating: “The people who I am appointing [today]
to celebrate South Africa. But whilst we are living in South must realise that the expectations of the South African
Africa, it is important to celebrate success and achievements people have never been greater and that they will
at our workplaces and workspaces as well. shoulder a great responsibility. Their performance –
individually and collectively – will be closely monitored
Consciously, we know that we need to celebrate success in against specific outcomes. Where implementation is
our personal life, and at work, too. Celebration breeds greater unsatisfactory, action will be taken.”
and more success and adds to the innate joy we experience
when we take note of our accomplishments in the workplace. His message is filled with intent and conviction – as
According to Sydney Neely, a great workplace will openly a country, celebrating success is important to us,
and excitedly celebrate the accomplishments of its workers but to be able to celebrate, we need to perform as a
because this recognition promotes the future success of collective. However, there is more contained in his
its employees and company. He states that celebrating message – he also knows that with great power comes
accomplishments in the workplace promote future success. great responsibility – and with so many passionate and
Having been involved in listed companies, large corporates, hopeful South Africans, those with great power, needs
medium-sized businesses and small, family owned ventures, to take their responsibility seriously as we get ready to
it is obvious that one of the key components for success celebrate South Africa, our identity, what we stand for
and business growth, is company culture. High performing and what we represent in small ways, but ultimately in
companies differentiate themselves by collectively driving significant ways as well.
a well-communicated and focused strategy; constantly
monitoring and creating employee engagement and creating
a culture where people feel comfortable to recommend References:
alternative solutions; are allowed to fail and learn, and where
the level of trust is robust and resilient. It is a process, https://www.iol.co.za/news/politics/opinion/
and one of the critical elements to introduce and maintain cabinetannouncement-read-president-cyril-
throughout the journey, is to celebrate successes…small ramaphosas-full-speech-24375584
successes, milestones along the way, not just the final goal,
but achievements on a regular basis. https://www.sport24.co.za/OtherSport/Athletics/caster-
braced-for-last-race-as-sas-800m-queen-20190502
Celebrating success in the workplace, does not have to be as https://www.all4women.co.za/
formal and elaborate as a departmental party every Friday,
or spending hard-earned profit on trophies, weekends’ away https://www.thebalancecareers.com/how-to-celebrate-
or golden watches (although all of these would be nice, success-at-work-4160403
and do have a place in celebrating success!). Verbal praise,
handwritten notes, playing ‘your song’ for the whole office or https://work.chron.com/celebrating-accomplishments-
an incentive aligned with the amount of effort and importantly workplace-promote-future-success-20748.html
to celebrate the first successes, just like a baby who gets
claps and cheers for their few steps but not for every step they
ever take – these are some examples of how you can celebrate
successes in the workplace.
Believing that success breeds success, it is imperative to
celebrate success in our personal as well as work lives and
to celebrate it publicly. If we can build on our successes at
work, that can go viral within our departments and within
our companies, which would make our workdays exciting
and worthwhile. This can spill over to our personal lives,
and encourage us to, as individuals, and within our family
structure, set goals and overcome challenges – and celebrate
this as well within our inner circle. If this can encourage our
inner circle to do the same in their lives, and their inner circle
to commit to the same, soon success will go viral in South
Africa – small success and significant collective success;
FEATURED· PAGE 19HR VOICE JULY 2019
APPRECIATE
SOUTH AFRICA
Dirk Nieuwoudt
It’s easy to sit back and appreciate these aspects of our
country but I think there’s a greater level of appreciation to be
found in stepping and looking forward. What I mean to say is
that I believe appreciation is an active issue, not a passive one.
What exactly does this mean?
The answer lies in our stories
Let’s look to the stories of our past. If there are two things that
history shows us, it’s that our strength lies not in our landscape
but in our people; specifically, and perhaps ironically in our
diversity and unity. We need only look back to ’94 when we
stood together, despite our history, race, religion or gender to
witness a new dawn. Whilst we are still grappling with what
the new dawn means and how to embody it as a nation, it’s not
too dissimilar from what we face in our professional lives, as
businesses, brands and leaders.
At times it can be challenging to appreciate South Africa when Standing united whilst recognising diversity
so many of our challenges are clearly visible as in the case of We’re all facing the world of tomorrow uncertain in the
unemployment and load shedding, excuse the pun. It’s for this knowledge and experience that what has worked in the past
very reason I wanted to connect on this subject. is no longer working. In this VUCA world however there
exists the opportunity to create the change we wish to see.
I was pleased to see that a quick Google search on “Appreciate Volatility, uncertainty, complexity and ambiguous may sound
South Africa” yielded no less than 132 000 000 results ranging threatening but the truth is that as South Africans we’re well
from our history to natural landscapes. First let’s clarify what it adapted to this reality and have found strength in ‘ubuntu’
means to appreciate. Typically, when we think of appreciation, before, so why not now?
we think of a feeling in response to a situation, place or
person. The Cambridge Dictionary defines appreciation as the It does however require one significant shift and that is we
act of recognising something as valuable or important. each, irrespective of our context, begin to embody future-fit
leaders. This means a collaborative approach as opposed to
Appreciation in stepping forward the individual heroes of the past. It means partnering across
Think of the sun setting over the Karroo or an Umhlanga boundaries despite constant uncertainty, not isolation in an
sunrise or your favorite South African setting. It’s not difficult attempt to mitigate it. Gone are the days when we look to strong
to appreciate just the thought of these images of South Africa leaders to ‘fix’ what is broken. That is not only impossible, but
in her natural beauty as she so often presents herself. we disempower ourselves in the process of going so.
FEATURED· PAGE 20HR VOICE JULY 2019
Asking new questions It’s difficult to find an organisation today that would open-
If appreciation is directly correlated to something valuable
and / or important, surely there is none so important as our
How different would
ly reject innovation. This buzzword has become the mantra
of every company seeking to provide the latest and greatest
future and the world we’re creating for future generations?
Moving forward in this regard we must begin to ask new
your life be if someone
solutions to its industry’s problems. But if a company hopes to
produce a steady flow of new and creative ideas, it must first
didn’t tell you about
realize that innovation is more complex than forging ahead
questions. Questions that create an ecosystem ripe for
with the first decent suggestion that comes along.
connection, solutions and appreciation. For those of us in HR
SABPP?
we need to consider questions such as;
“Innovation requires continual evolution,” said Scott Jewett,
CEO and founder of research and development solutions pro-
How do we mobilise people to think more widely?
vider Element-Y. “An innovative company can have an advan-
As South Africans we need to consider questions such as;
tage in the marketplace, but it must also balance the invest-
ment and cost with the potential outcome. The problem is that
?
How do we begin to see ourselves as the leaders of the
most companies focus on building an innovative infrastruc-
change we desire, in our homes, families and communities?
ture rather than on teaching their team a structured way of
As Leaders we need to consider questions such as those
thinking that delivers great results.”
developed by our Director Peter Hawkins;
An innovative workplace requires a leader who can provide the
What can we uniquely do that the world of tomorrow needs?
right combination of people, processes and focus. Leadership
As organisations we need to consider new questions such as;
experts offered their tips for finding and harnessing innova-
tion in any company or industry. [How to Cultivate Innovation
How does what we do serve the needs of all stakeholders
in Real Time]
and future generations?
Appreciation is a collective
Hire the right people
If we can agree that appreciation is a verb that prompts us to
All leaders strive to bring the best talent into their organisa-
step forward, to ask new questions and to stand united in our
tions, but hiring employees for their innovative abilities can
diversity, then the solutions to our challenges begin to present
be a particularly challenging task. The key is to recognize
themselves more apparently and we begin to see our country
personality traits in candidates that correlate with innova-
through new eyes.
tion, said Rod Pyle, author of “Innovation the NASA Way” (Mc-
Graw-Hill, 2014).
Dirk Nieuwoudt is General Manager, Operations of Metaco
“Finding individuals who embody the characteristics needed
Consulting, a subsidiary of the Comair Group and a bespoke
for true innovation — imagination, inspiration, knowledge,
consultancy focusing on strategic enablement, organisational
boldness, persistence and, occasionally, a contrarian mind-
design and change-agility. A registered Clinical Psychologist,
set — has become essential,” Pyle told Business News Daily.
Executive Coach and Coach Trainer Dirk’s mission is to enable
“Innovation is rarely easy, and these traits provide the tenacity
meaningful performance of individuals, teams, organisations
to excel.”
and communities in their systemic contexts - for current and
future benefit.
Seeking diverse candidates who are aligned with a common
mission is also extremely important in fostering an innovative
For more, visit www.metaco.co.za
environment.
“An organisation’s mission, clearly defined and articulated,
supports the inspiration that precedes innovation and in-
vention,” Pyle said. “As NASA and other organisations have
learned, diversity in hiring provides different viewpoints that,
when combined with other cultural backgrounds, can provide
a rich basis for this innovative thinking.”
Have a structured thought process for innovation
A common misconception is that structure is the enemy of
creative thinking. Jewett disagreed, noting that only through a
structured thought process can you measure tangible results.
He outlined
SABPPfour concrete
A VOICE FORsteps to the
THE HR innovative process: De-
PROFESSION
fine the essence of the problem; embrace constraints; gener-
REFER HR PROFESSIONALS
ate, quick-test and select ideas; and execute.
FOR REGISTRATION!
“You must do steps 1 and 2 before you start having idea fun
professional@sabpp.co.za
FEATURED· PAGE 21HR VOICE JULY 2019
BE GRATEFUL, APPRECIATE THE BEAUTY OF
SOUTH AFRICAN YOUNG TALENT
which is dedicated to South African youth and it is entirely up
to those who are proudly South African to see how they can
change the young lives for the best.
There have been several initiatives to curb youth unemploy-
Kgomotso Mopalami: HRP ment in our country and we applaud those individuals and or-
Head of Research and Innovation ganisations who took it upon themselves to be part of such
great initiatives. In June 2018, SABPP released a fact sheet
on Youth Employment Service, commonly known as the “YES”
programme.
“Appreciation is one of life’s greatest motivators, so when we
take the time to let people know that we value them, it inspires The Youth Employment Service (YES) was launched by Presi-
them to continue doing even more. That is precisely why grat- dent Cyril Ramaphosa on March 27th, 2018. Four years in the
itude is the ultimate gift that keeps on giving. “A person who making, YES was born in the Youth Employment Accord signed
feels appreciated will always do more than what is expected.” by government, business and labour in April 2013 which com-
(Amy Rees Anderson). mitted the social partners to a plan of action which included:
It’s easy to get caught up in what goes wrong; the political (1) The public service to focus its internship programme,
unrest, the declining economy, crime statistics etc. However, aiming at employing 20 000 interns over a period of time;(2)
to change the state of affairs we should rather ask ourselves, State-owned enterprises to develop placement opportunities
what are the acts of gratitude are we displaying, how positive for TVET and University students who need work experience
are we contributing to the society and how committed and vis- as part of completing their studies; (3).Business organisations
ible are we? to discuss within their structures programmes which would
improve the employment of young people; (4) Targets for the
Factually, South Africa is ranked among the highest with employment of young people in growth sectors such as so-
unemployment, with youth unemployment rate that has in- lar heating installation, the government infrastructure pro-
creased to 55.20 percent in the first quarter of 2019, from gramme, and business process outsourcing companies such
54.70 percent in the fourth quarter of 2019 (https://trading- as call centres; (5) The Expanded Public Works Programme
economics.com/south-africa/youth-unemployment-rate). We and associated programmes such as Working for Water,
therefore ought to be caught up in reflecting daily on what we health brigades and literacy brigades to set youth employ-
should do to assist our youth. June month has just passed, ment targets.
FEATURED· PAGE 22HR VOICE JULY 2019
The business organisation The CEO Initiative took this for- WHAT HR CAN DO TO ASSIST YOUTH WITH EMPLOYMENT
ward and now YES is one of the first social compacts between
government, business and labour, created to give one million As HR, we need to reflect on what used to be done right in
youth one million opportunities to succeed over three years. discovering young talent. Clearly outlined by Mike Thompson
(JUNE 2018, Fact Sheet, No. 2018/5). A clear guidance was (Head of Barclays’ Apprenticeship programme), we need to
also reverberated on the fact sheet that youth can be placed in recognise that young people do make mistakes and step off
several areas of work such as: inside the company on the pay- the straight and narrow path and that we need to find ways
roll and/or • Place youth sponsored by the company to work of accommodating this and recognising this in how we recruit
in black owned SMMEs close to where the youth live and/or and create flexible policies around criminal convictions; to
• Develop youth owned micro-enterprises that feed into the also assist them across the bridge into work; provide them
company’s supply chain and/or • Place youth sponsored by with experience they need and work to help them attain the
the company into an external service provider for training and skills and confidence they need, as a civic duty. So, every HR
work experience. We therefore now ought to reflect on what professional involved in hiring should ask themselves some
and to what extent have we achieved as a country. simple questions:
1. Do my policies open my organisation to all types of talent
The time is now to realise what is being offered to young peo- and allow me to fish in a broad and diverse talent pool?
ple. There needs to be a focus on their sense of purpose in 2. Are the levels of attainment I expect commensurate with
their work as well as giving them an opportunity to learn and the jobs I am recruiting for and do I really need any aca-
grow. In 2018 (6 June) Marius Meyer (former SABPP CEO) demic criteria for my most basic entry level jobs?
wrote an article on “The Role of HR profession in Youth Em- 3. Do I do enough to help young people transition and pre-
powerment”. He stated 20 things that HR can do to assist pare themselves for my workplace and in particular those
youth (for more information visit SABPP website). In that arti- with a disability
cle, he encouraged HR Managers to become more directly in- 4. Is our CSR strategy joined up with our HR strategy so that
volved in the programmes as set out by the professional body we can turn philanthropy into opportunity for young peo-
in addition to their own youth development programs at their ple?
companies and communities; and that “it will be wonderful to 5. Do my assessment processes help me judge the “whole
receive any feedback about the progress of HR Professionals person” rather than just one aspect of the individual
in doing youth development work”. namely their academic achievement?
6. Should I recruit based on attitude aptitude and motivation
I take pride to applaud individuals and organisations as well rather than achievement?
as NGO’s who have been on the lead in uplifting the youth of 7. How do I treat someone who has made a mistake and fall-
this country as well as driving youth programmes, such as en foul of the criminal justice system? Is my policy flexi-
“Yes” and other bespoke ones, as per organisational needs. ble enough to discriminate between minor offences and
My wish was that some of them could have shared the pro- those that are more serious?
cess, successes even challenges they have in pursuing this
initiative. Although, no report could be shared from organi- Finally, I would like to encourage HR Professionals to be inno-
sations I contacted, there is however, those leaders who are vative in business. Let’s give young people hope, courage and
doing great in this area, one person who shared his story with instil a sense of self-worth in them.
HR Professionals during the L&D Conference, was Dr Wyn-
and Goosen (Pendula Group) who is indeed engaged with rural Let’s together instil the vision of seeing more South Africans
youth, where business is not usual; thus difficult situations but being informed about opportunities that lie ahead. Together,
families and young people doing it and achieving tremendous we can make a difference. HR Professionals, you are leaders
results. I can only urge leaders who are doing their best, es- in the making; live your legacy!!!
pecially in HR to share such insights with other professionals
as a way of building the legacy and thus, “our duty to society”! “Education is the most powerful weapon which you can use to
change the world “(Nelson Mandela)
As we face a brighter future, we need to continue sharing
the sacrifices the youth of 1976 went through and live the I came across an article by Pamela Maringa; and this except
same legacy to better the lives of young people. They need stood out for me: “ The Bible tells us “do not conform to the
HR leaders to nurture them, guide and be in the forefront to pattern of this world, but be transformed by the renewing of
lead organisations. Young people need to know their sense your mind” (Romans 12:2). We are encouraged to be innovative
in the society and this, they can’t do alone. We are dealing in our businesses. We should not try to be like anyone else. As
with millennials, who have their own needs, mind-set and be- people of faith, it is important that we spread the messages
havioural patterns; they cannot do it on their own, although of hope, courage, and self-worth. We need to pray that young
they perceive things differently, they need guidance. Let us people will start to see things differently. I believe if, as young
not let the youth to sit around with qualifications and play the people, we follow the example given us by Christ, we will be
blame game; lets help to re-shape their future by communi- able to reduce most of our social problems”.
cating opportunities and possibilities.
FEATURED· PAGE 23You can also read
