HR Professional Practice Standards guide daily HR work
by Marius Meyer
During 2013, the National HR Management System was developed by the SA Board for People Practices (SABPP). The HR Management System consist of 13 Standards Elements as depicted on the next page. The purpose of the HR Standards Initiative is to professionalise the field of HR Management with clear standards of professionalism and thereby reducing inconsistencies and poor HR work. As Jennifer Stephen, HR Manager at Renault SA said: “The creation of HR Standards contributes to the value of HR within an organisation as management can measure against these standards.”
The first audit against the HR Management System was conducted in November 2014, and almost 200 auditors were being trained over the last two years. Likewise, a National HR Academy is being set up to build capacity in the application of the HR standard implementation process.
During the HR standards consultation process, thousands of HR professionals from all nine provinces participated. The final HR standards document was subsequently improved by incorporating the comments from the market. However, some of the inputs could not be integrated into the National HR Management System Standard, given the fact that these remarks did not refer to the overall HR Management System, but to specific HR practices. For instance, the following questions were raised:
- Where is succession planning in the system?
- Where is employment equity covered?
- What about mentoring and coaching?
- Where is career management?
- What about recruitment and selection?
These and other questions received from the HR market, helped SABPP to do further standards planning work by converting the overall HR management system to specific HR practices. In other words, the focus now is on reworking the overall system into particular HR practices. These practices refer to the day-to-day professional work of HR professionals as part of the HR functional architecture. In fact, all the above questions have now been answered with clear Professional Practice Standards addressing recruitment, selection, mentoring, coaching, career management and succession planning.
HR practices such as career development and diversity programmes are needed to strengthen the HR Management system, and to ensure that the 13 Standards elements are implemented in practice through targeted HR practices. Thus, these practices do not duplicate the 13 HR standards elements, rather they strengthen and reinforce the overall system. In addition, the professional practice standards ensure that the needs of all HR professionals are catered for, despite their area of specialisation. While the three strategic HR standard elements, i.e. strategic HR Management, talent management and HR risk management are the responsibility of HR Directors, and the seven functional HR standard elements the domain of Heads of HR specialisations such as OD, Reward and Learning, the professional practice standards take the system down to the level of all HR practitioners, irrespective of their seniority. For instance, an OD specialist will now have clear professional practice standards. Similarly, Learning and Development Specialists have several standards guiding L&D work, e.g. learning needs analysis, learning design and development and learning evaluation. Typical Professional Practice Standards used by OD practitioners are as follows:
- Organisation design
- Succession planning
- Mentoring and coaching
- Workplace learning culture
- Performance appraisals
- Change Management
To demonstrate the transition from the overall HR system standard to the Professional Practice Standards, we have developed a diagram depicting the alignment. The first figure shows the HRM System Standard developed in 2013, and the second figure shows the transition to HR professional practice standards developed in 2014 and 2015.
For ease of reference and to demonstrate alignment, the HR professional practice standards have now been grouped under the elements of the HR Management System Standard. Although these professional practice standards may be categorised differently at certain organisations, the idea was to provide a logical grouping against the 13 standards elements. Organisations are welcome to group it differently according to their needs, as long as the practice standards are applied at their workplaces. The next table illustrates the differences between the two sets of standards.
|HR MANAGEMENT SYSTEM STANDARD||HR PROFESSIONAL PRACTICE STANDARDS|
|· Developed in 2013 by more than 500 senior HR Managers.
· Covers the overall system of HR.
· Consists of 13 standard elements.
· Provides a broad view of the strategic and functional management of HR.
· Does not prescribe methodologies.
· HR Directors and senior HR Managers own the system standard.
|· Developed in 2014 and 2015 by 300 HR professionals and subject specialists.
· Covers all HR practices.
· Consists of 23 HR practices.
· Provides specific details of the HR practices underpinning the HR system.
· Prescribe certain methodologies.
· HR functional heads or subject matter experts own practice standards.
While the HR Management System Standard was developed in 2013, since then the focus was on the HR professional practice standards. These standards were developed in 2014 to provide practical guidelines for HR professionals and line managers in applying these standards. Most of the HR professional practice standards were developed in 2014, the process continued last year with a further four standards developed:
- Incapacity management
- Change management
- Employment branding
- Workplace learning culture
In conclusion, this year the standards journey continues. SABPP is building on the HR Management System Standard by developing further HR professional practice standards to ensure that all specific HR practices are standardised for the purpose of reinforcing the HR Management System. This will create a renewed focus on consistency and standardisation of HR practices in support of the National HR Management System. Three of the new standards (employment branding, change management and workplace learning culture) will be launched at the 4th Annual HR Standards Conference on 27-28 July 2016.
Marius Meyer is CEO of SABPP. He can be contacted on firstname.lastname@example.org or on twitter @MariusSABPP. The 4th Annual HR Standards Roll-out Summit will be held on 27 July 2016 at Vodacom World in Midrand. For more information, contact SABPP on email@example.com