The Official Communication for all HR Professionals - SABPP

HR o ce
ISSN 2304-8573
The Official Communication for all HR Professionals
December 2012
The SABPP would like to thank the outgoing board members for their dedication and contributions to the
HR professional body over the years. The organisation would not be where it is today if not for the time and effort
these members had put into the organisation. We wish them well in their future endeavours to the HR profession.

Inside:
Contact us
Learning & Quality Assurance
Naren Vassan
naren@sabpp.co.za
Research
Penny Abbott
penny@sabpp.co.za
Professional Services
Peta Broomberg
peta@sabpp.co.za
Professional Registrations
Tshwarelo Mothopeng
professional@sabpp.co.za
Social media
Jaco du Plessis
voice@sabpp.co.za
1st Floor,
Rossouws Attorneys Building
8 Sherborne Rd, Parktown
PO Box 2450, Houghton, 2041
South Africa
T: +27 11 482 8595
F: +27 11 482 4830
Twitter: @SABPP1
www.sabpp.co.za
PUBLISHED BY
BusinessBrief Publishing (Pty) Ltd
57a Second Avenue,
Inanda, Sandton
T: (011) 788 0880 / F: (011) 788 2807
PO Box 1546, Parklands,
South Africa, 2121
www.bbrief.co.za
DESIGN
Design Bandits / T: 083 460 3633
www.designbandits.co.za
3 HR in the workplace
• The year 2012 in review
5 Professional services
• News from the registrations
department
• Update on the SABPP Knowledge
Centre
6 Learning & quality assurance
• Accreditation of UNISA short HR
programmes
• SABPP Summit in the Free State
• Plans for 2013
7 Stakeholder relations
• Linked-In: Top tips for HR
• The top 10 mistakes people make on
Linked-In
9 Research
• Book Review
• SABPP Job opening
• Growing your leadership influence and
impact
• How green are you – survey on HR
and environmental governance
• HRRI during 2012
11 Events
• HR Excellence in the Vaal region
• Are you ready for the HR and labour
market in 2013
• SABPP visits the Northern Cape
2
ADVERTISING
HR Consultants and providers who
want to advertise their products
and services in the HR Voice, should
please contact James Scott from
BusinessBrief on +27 11 788 0880 or
james@bbrief.co.za
EDITORIAL SUBMISSIONS
Please send editorial submissions
to Jaco du Plessis at
voice@sabpp.co.za
CONTRIBUTORS
Marius Meyer, SABPP CEO
Penny Abbott, HOD, Research
Peta Broomberg, HOD, Professional
Services
Naren Vassen, HOD, Learning and
Quality Assurance

hr in the workplace
THE SABPP WELCOMES THE NEW BOARD FOR 2013 – 2015
Chairperson: Mr Siphiwe Moyo (CHRP)
Vice Chairperson: Dr Linda Chipunza (MHRP)
Vice Chairperson: Mrs Kate Dikgale-Freeman (HRP)
• Mrs Christine Botha (CHRP)
• Dr Cookie Govender (MHRP)
• Mr Saki Makume (MHRP)
• Mrs Valencia Vuyelwa
Lupondwana (MHRP)
• Mr Frank de Beer (CHRP)
• Mr Michael Honnet (CHRP)
• Mr Dennis Coetzee (CHRP)
• Mr Dean Retief
• Professor Sonia Swanepoel
(CHRP)
THE YEAR 2012 IN REVIEW
The year 2012 was an exciting year for SABPP. Not only was
it our 30th anniversary, but we also managed to implement
some significant changes to advance the HR profession.
With a clear and sound strategic business model in place,
the board and staff of SABPP started to pursue some small
wins in showing the HR market how we intent to deliver
value. However, there were also sad moments, such as the
Marikana tragedy. Reflecting on 2012 and in celebration of
our 30th year anniversary, I want to highlight SABPP’s 30
achievements over the last year:
1. Adoption of a more visible and high impact strategy called
“HR Voice” and the relaunch of the SABPP newsletter in a
new format carrying the name HR Voice;
2. Successful implementation of SABPP rebranding with
excellent feedback from the HR market;
3. Formalising the SABPP restructuring process, including
the appointment of high level professionals to drive
service delivery and standards;
4. South African National HR Standards and Metrics
Initiative;
5. Development of South African National HR Competency
Model;
6. Distribution of digital version of South Africa’s leading HR
magazines, HR Future and Human Capital Review.
7. Forming 29 value-adding alliances with HR and other
institutions to advance the HR profession;
8. Several submissions to government and other agencies to
influence policy-making and national developments, e.g. the
new QCTO system, SAQA policy on professional bodies, as
well as the Green Paper on post-school education;
9. Two chapters on the HR profession written for the book
Human Capital Trends; two chapters on People Skills for
Engineers published in an Engineering Textbook and two
chapters for a new book on Mentoring and Coaching;
10. Several articles about SABPP in leading magazines and
newspapers;
11. Included in the SAQA pilot project on the recognition
of professional bodies (part of first 10 out of 74
applications);
12. Embarked on a process to establish visibility throughout
the country with visits to all 9 provinces, and rolling-out
of provincial HR Excellence summits in 8 provinces and
provincial committees set up in these provinces;
13. Visits to more than 60 companies to get closer to HR
teams;
14. Meetings at 17 universities to build relationships
in pursuit of student empowerment, curriculum
development and accreditation and two universities
accredited;
15. Preparing for the QCTO, the transformation of the ETQA
into a new department called “Learning and Quality
Assurance”. The ETQA achieved “green status” for
upload of learner data on the National Learner Records
Database, and developed a more enabling accreditation
system;
BUSINESSBRIEF MAGAZINE
As a professional service benefit SABPP has negotiated online copies of
BusinessBrief magazine at no charge.
This falls in line with the fact that BusinessBrief has been accredited by SABPP
for CPD/E (Continuing Professional Development/Education) purposes.
For your information, BusinessBrief is a Business Management magazine that
provides decision-makers in business with the information they need to
make better business decisions.
There are ten regular sections that contain articles dealing with the
management issues that affect and influence business decision-making.
In order to take advantage of
this offer, please click on the
following link:
CLICK HERE
http://www.bbrief.co.za/voucher
and then insert the following
voucher number: SAB1201
NOTE: This voucher is only valid
until 31 January 2013
3

hr in the workplace
THE YEAR 2012 IN REVIEW continued...
16. Several seminars, workshops, exhibitions and
conferences arranged throughout South Africa;
17. Release of the 3rd annual HR Survey with Knowledge
Resources;
18. Distribution of HR Ethics Guide with clear guidelines for
HR Professionals and Line Managers, as well as an HR
Ethics Position Paper;
19. A 100% increase in new professional registrations during
2012;
20. Launch of SABPP social media strategy and platforms;
21. A formal process of benchmarking with other
professional bodies in order to generate ideas and
actions on how we can improve our relevance and
impact as a professional body;
22. Launch and roll-out of SABPP student membership
model;
23. Launch of Women Empowerment Second Annual Paper;
24. Release of SABPP Remuneration Best Practice paper;
25. Improved governance and tangible outputs from SABPP
committees, including establishing a Labour Market
Committee to address labour market issues.
26. Redesign of a new website;
27. Presenting the HR profession in Parliament at the
debate on amendments to the labour laws;
28. Participation in radio and television shows;
29. Awarding 16 Life-Time Achievement Awards;
30. Successful transition from the 10th to the 11th Board of
SABPP.
Despite the above small wins, it is critical to continue
building momentum and ensuring strategic alignment and
focus in moving forward. Over the next year, five key priorities
will form the basis for leveraging the SABPP rebranding and
transformation strategy:
• Increased visibility in the market and aggressive
marketing campaign to mobilise HR practitioners towards
professionalism;
• Further roll-out of social media strategy to engage with HR
professionals;
• Delivery of professional products and services, in particular
HR competencies, standards and metrics;
• Leveraging all the new alliance partners to advance the HR
profession;
• Innovating the HR profession through knowledge created by
research.
While we will continue to focus on the above priorities, the
biggest challenge remains to raise the standard of HR practice
from a professional perspective. It is time for HR to rise to the
level of other professions as far as standards are concerned.
There are clear standards for accounting, engineering and
other professions, but the same cannot be said of HR. By and
large, accountants present their companies and clients with a
consistent approach to the financial aspects of a company. For
example, balance sheets and income statements are done in
the same way, no matter the type of company or industry, and
this consistent approach is prevalent throughout South Africa
and most other parts of the world.
However, there are many inconsistencies in the standard of
HR work within organisations, between organisations, within
and across sectors and nationally, as well as globally. These
inconsistencies are based on a variance in standards at best,
and the absence of standards at worst. This results in poor
people management practices at most organisations costing
them dearly, despite some pockets of excellence at leading
companies. Setting and raising HR standards is therefore
the top SABPP priority over the next year. Thus, registering
the masses of HR professionals who are still not part of their
professional body, and then supporting them with capacitybuilding
and continuous professional development based on an
explicit HR competency model, is a key step towards gaining
HR professional status and credibility.
There is only one thing more important than our previous
30 years, and that is the next 30 years. Over the medium
term, our energy and resources will be focused on strategic
implementation over the next 30 months. Moving forward
with our transformation strategy towards a high impact HR
professional body with a focus on setting HR standards,
SABPP plans to play a meaningful role in championing the
HR profession. The new national HR competency model will
provide a central focus in building HR capability, as well as the
pursuit of national HR standards and metrics for South Africa.
In essence, HR Voice steers us forward with key strategic
initiatives in raising the bar on HR professionalism and outputs.
I want to thank the thousands of HR and other professionals
for their inputs and encouragement during our stakeholder
engagement process throughout the country and other key
global markets when conceptualising the SABPP rebranding
and crafting of our HR Voice strategy. Your inputs were
extremely valuable during the transition phase and we invite
you to continue engaging with us during the roll-out of our HR
Voice strategy. A special word of thanks to the outgoing Board,
and in particular the leadership provided by our chairperson,
Elizabeth Dhlamini-Kumalo and vice-chair Michael Glensor. I
also want to welcome our new Chairperson, Siphiwe Moyo, and
vice-chairpersons, Linda Chipunza and Kate Dikgale-Freeman
to the SABPP Leadership team. With our focus on 2013, let
us continue building a profession we can all be proud of in the
years to come.
I wish all HR professionals, learners, learning providers, our
alliance partners and other key stakeholders a blessed festive
season. Let us reconnect in 2013.
Marius Meyer, CEO
4

professional services
NEWS FROM THE REGISTRATIONS DEPARTMENT
HR professional registrations have been on the rise since the beginning of the
year. Due to the HR Voice strategy being implemented through the regional
summits, awareness has been created on the benefits of registering as an HR
professional. The Professional Services Department has through its professional
registration committee evaluated over 800 new applications this year. The
committee consisting of dedicated and loyal people has met every month to
assess the new applicants, assigning them with a designation appropriate to their
working experience and qualifications achieved over the years of their HR career.
The SABPP would like to take this opportunity to thank the following committee
members for assisting the HOD of Professional Services in the evaluation of
applications.
• Ray Eberlein (Chair)
• Delane Hundermark (Vice Chair)
• Mochabo Moerane
• Jake van der Wilden
• Sydwell Shikweni
• Marius Pheiffer
It needs to be mentioned that these HR professionals have been visiting the
SABPP every last Wednesday of every month to assess applications, some of
them not missing a day in all the years that the SABPP has been in existence.
This is an amazing achievement of commitment and dedication to the HR
profession, the registrations committee is the core of the SABPP and we honour
the time and effort that these few people offer to the professional body.
The SABPP is proud to announce the following registrations for 2012:
MHRP CHRP HRP HRA HRT HRC
14 84 320 177 56 56
It should be noted that there will be no new registrations of HR professionals
taking place over the month of December; the department will re-open in early
January 2013. However new applicants are more than welcome to send through
their application forms together with their proof of payment in order to be ready for
the next registration committee meeting taking place on the 30th January 2013.
UPDATE ON THE SABPP
KNOWLEDGE CENTRE
Are you working in the HR field and
have access to books based on HR
topics that you are not currently using?
The SABPP is currently trying to fill their
Knowledge Centre with interesting and
exciting books for the HR professionals
that are members as well as for
students that have registered with the
professional body as an extra resource
for the work that each is doing in HR.
If you have these books and you would
like to donate them to the SABPP
Knowledge Centre, please contact
Naren Vassen on naren@sabpp.co.za
for further information.
A reminder that the SABPP Knowledge
Centre will be hosting book reviews in
2013, authors are welcome to contact
Penny Abbott in order to set up a
session to discuss your book.
Penny may be contacted on
penny@sabpp.co.za for further
information.
The following table indicates new registration fees for HR Professionals for 2013.
NEW REGISTRATIONS – 2013
Master HR Professional R2750
Chartered HR Professional R2250
HR Professional
R1750
HR Associate
R1200
HR Technician
R1000
HR Candidate R 550
RENEWALS – 2013
Master HR Professional R1453
Chartered HR Professional R1253
HR Professional
R1053
HR Associate
R783
HR Technician
R593
HR Candidate R 393
All HR Professional members are reminded to register on the SABPP website
for further information on products and services reserved for HR professional
members only. Create your own login and enter the world of HR to enhance
your position as an HR leader in your specific organisation, www.sabpp.co.za
or contact Bongi Ndaba for further information on bongi@sabpp.co.za
5

learning & quality assurance
LEARNING AND QUALITY ASSURANCE
ACCREDITATION OF UNISA –
SHORT HR PROGRAMMES
A team of academics, business (industry)
and Head of SABPP Quality Assurance
were invited on 27th November to evaluate
UNISA – Centre for Business Management’s
Short Programmes on Human
Resources at UNISA CAMPUS in Pretoria.
The evaluation was a rigorous process
whereby the programme leaders, students,
lecturers, administrator and librarian were
interviewed and the learning material was
evaluated within five hours. A report was
generated and circulated to the panel for
comments. The final outcome was signedoff
and communicated to the head of the
CBM – HR Program Manager.
ACCREDITATION COMMITTEE
Seated: Dr P Joubert – VUT; Dr C
Govender – UJ; Dr C Bothma – Telkom
Standing: Mr P Loedolff, Ms S Warnich,
Dr I Potgieter – UNISA Team; & Dr N
Carrim – UP; Ms S Tloubatla – Telkom
SABPP SUMMIT
IN THE FREE STATE
SABPP visited Bloemfontein on the
7th of November and found a very
welcoming and enthusiastic audience
of academic faculty from both CUT
and UFS, students and local HR
practitioners.
Registered HR Assessors and Moderators with SABPP
Registered Assessors Current Assessors De-registered Assessors
257 134 123
Registered Moderators Current Moderators De-registered Moderators
141 92 49
Accredited/Learning Programme Approval Registrations
Registered – 64 Providers Current – 48 Providers De-registered – 16
Providers
Numbers of Learners Enrolled for 2012 for the HR Diploma and Certificate
1916
Number of Learners Achievements for 2011 - 2012: Qualification Only
Qualification 2011 2012
HR Certificate – L4 138 314
HR Diploma – L5 119 132
Productivity Certificate - L5 19 2
HR Learnership – L4 145 89
HR Learnership – L5 10 26
To register as an HR Assessor/Moderator contact us on kathleen@sabpp.co.za
PLANS FOR 2013
• To run 2 workshops per region based on the critical needs of the region.
• To get approval from training providers to centralise FISA (Board Exam Basis)
with SABPP
• Apply as Assessment Quality Partner (AQP) with QCTO for 2 curriculums.
• A drive to increase the current pool of Assessors and Moderators per region to
accommodate for above.
• To schedule monitoring visits with all training providers.
• To schedule visits with corporate companies in conjunction with training providers
to arrange for learners to
– get workplace learning via an internship, job shadowing, mentoring and sitevisits
• Introduce “best training practice awards” for accredited providers.
• Arrange an annual summit for accredited providers.
• Invest in technology to improve SABPP systems and website.
• Increase the Learning and Quality Assurance foot print across all regions.
• Schedule “Open days” for new and existing providers.
• Promote programmes that are not credit bearing to be registered towards CPD
(Continuing Professional Development).
Excellently organised by Miemsie
de Jager and chaired by Celestine
Brummage, a series of speakers
highlighted important areas affecting
the practice of HR in the province.
A summary paper will be posted on
Twitter and the SABPP website shortly.
6

stakeholder relations
LINKEDIN: TOP TIPS FOR HR
The HR world seems to be divided when it comes to LinkedIn. There are those who regard it as a valuable recruitment,
networking and personal development tool – and others who are wary of encouraging employees to embrace it for fear their
best people will be poached or valuable commercial information will leak out into the public domain.
But whichever side of the fence you sit on, LINKEDIN has over 175 million members as of August 2012 and more than
1.6 million LinkedIn users in South Africa alone, the business opportunities that LinkedIn provides are immense.
So how can HR professionals benefit from developing a presence for themselves and their business on LinkedIn? Here are
the top five reasons you should make it an integral part of your HR strategy:
1. Invaluable for recruitment:
LinkedIn can be a great recruitment tool and an increasing
number of companies are using it to help source talented
employees. The real beauty of the network is that it gives
you access to ‘passive’ candidates as well as those who are
actively job-seeking. You can use LinkedIn to support your
recruitment strategy at a fairly basic level for free.
You can, for example, ask your network to spread the word
about vacancies and to refer any contacts they think might be
useful. You can post information about job vacancies in any
industry or special interest groups you might be involved in and
ask your employees to do the same.
2. A great way to showcase your company:
Your website is no longer the only digital shop window to your
company. LinkedIn is now a place where job-seekers interested
in a role in your business will automatically go to ‘vet’ the
organisation to see if they are likely to be a good fit.
Of course, the company page is also likely to be the first port
of call for any prospective clients, suppliers or partners too. A
company page allows you to present basic information about
the business and what it does. But LinkedIn also has a range of
features designed to help companies promote their brand and
build relationships with customers and potential employees.
Ensuring your company profile is exciting and up to date
is a good place to start. But, there is other information that
prospective employees can see that you don’t have so much
control over.
3. A source of learning and development:
Being part of a professional body or local networking group is
not the only way to meet like-minded people and build your
skills and knowledge. If you want to improve your HR practice
and get even better at what you do, LinkedIn can help.
For example, you can:
• Expand your skills and knowledge by looking at presentations
and papers uploaded by other HR professionals
• Tap into the latest thinking by searching for blogs written by
fellow practitioners
• Test new ideas by asking for feedback from members of your
network
• Post a question about a pressing issue on the LinkedIn
Answers facility
• Seek best practice advice via industry groups from others
who have faced the same challenges as you
• Find information about forthcoming conferences/ events/
training sessions in your specialist field.
Of course you can encourage your employees to widen their
knowledge in this way too, in their own specialist fields or areas
of practice. And if you want to encourage knowledge-sharing
within the business, there’s even a free platform you can use
on LinkedIn to create your own employee community.
4. A place to forge new partnerships
Just as you would expect your sales team to be using LinkedIn
to find new customers, you can also use it to look for people
who provide the services you need. Simple search tools allow
you to use keywords to find prospective suppliers – and of
course once you’ve drawn up a short list you can use your
network to get feedback from others about the quality of their
goods and services.
LinkedIn is also a great way to find companies whose services
or products complement your own. So if you’re looking to
identify opportunities for collaboration or cost-sharing, for
example, you can identify suitable partners through industry
or specialist groups or just simply by asking your network for
recommendations.
Don’t forget that others may be looking at your company
as a potential supplier or partner too – so make sure your
company page represents the business well and that you are
encouraging your people to be active on LinkedIn.
5. Support your Own Career Development
Maintaining an active presence on LinkedIn can be a great
help when the time comes for you to move on to another role.
Taking part regularly in discussions in your industry groups can
help raise your profile and build your professional credibility.
You also need to spend time actively growing your network.
Just taking five minutes each day to add people you’ve had
contact with and to look at the suggested contacts the system
throws up for you can pay real dividends.
7

stakeholder relations
THE TOP 10 MISTAKES PEOPLE MAKE ON LINKEDIN
- by Christine Pilch
1. Unprofessional photo. LinkedIn is not Facebook. This is not a place where you should have on a baseball cap or be
dressed inappropriately for your position. You should be represented exactly as people see you in your day-to-day work
environment. If you’re a police officer, you should be in uniform, and a banker better be in a suit and tie.
2. Not using a custom URL. You can change your URL where it says Public Profile/edit. Use your name, because this is a
public link that you can use in marketing materials. Do this now before somebody else takes it.
3. Incomplete employment history. Your employment history is a powerful tool for people to find you. It is common for
people to search employees of companies they worked for in the past to reconnect with old friends and associates. If
you’re not there, you can’t be found as easily
4. Not listing your specific URLs. Don’t be satisfied with the default, “My Company,” or “My Blog.” By simply dropping
down to “Other,” you can customize these links to read your company’s name, for example, “Grow My Company.”
5. Not adding your LinkedIn profile address to your email signature. You’ve done all this work, flaunt it. Let everybody you
email have easy access to the most complete info they could possibly find about you.
6. No recommendations. This makes people wonder why nobody has recommended you. Let friends, co-workers, clients,
and employers sing your praises. These recommendations are extremely valuable insight for anyone considering hiring
you for any reason.
7. Incomplete educational information. Like former employment, this is a strategy to be found. People search for people
they went to school with. It’s an instant bond and common ground.
8. Neglecting your connections. A critical key to your network is a robust and diverse list of connections. LinkedIn is built
around establishing connections, so you are of little value to the LinkedIn community as a whole if you don’t actively
and consistently mine connections. This is not something that just happens. They won’t come just because you built it.
Work it, work it!
9. Not monitoring the answers component. Answering and asking intelligent questions provides an opportunity of you to
raise awareness of yourself.
10. Building your network in an unhealthy manner. Upload your contacts from Outlook, webmail like Hotmail, Gmail, Yahoo,
AOL or other address books. While true business opportunity is within your second degree network, you still need
a first degree network to be able to reach those second degree connections
So remember, no matter how big or
small your organisation, LinkedIn can
play an important role in helping you
build your brand and attract and retain
the best talent. It’s definitely worth
thinking about your approach to the
network and how you can empower
(rather than restrain) your employees to
make better use of it in 2013.
Ref: www.cezanneondemand.com
If you would like to take your Linkedin
engagement to the next level by
educating your staff on the basics
of how to communicate with their
stakeholders, please contact
Jaco@sabpp.co.za Head of Social
Media to organise a session at the
SABPP offices in Parktown, or we can
even arrange a session at your own
workplace.
To link-up on the SABPP Linked-in
discussion group, please contact us on
voice@sabpp.co.za
8

esearch
BOOK REVIEW
Strategy, Leadership and Change
by Terry Meyer MHRP.
Available from Knowledge Resources at R279.00.
Terry is a well-known and established strategy and
leadership consultant in South Africa. In this short,
pithy and easy to read book he brings his experience
into play and offers practical advice on the topics of
the title. This is not an academic tome but a real
handy guide for line managers and will also be useful
to HR professionals who are rising through the ranks to
strategic positions. The book will help them to understand the context of strategic
decision making and how the implementation of strategy can be improved.
Penny Abbott, SABPP HRRI
If you would like to send in a review of a book you have read recently,
please contact Penny on penny@sabpp.co.za
GROWING YOUR LEADERSHIP
INFLUENCE AND IMPACT
Published by
KNOWLEDGE RESOURCES
The behaviour of the leader influences
the behaviour of many in a positive
and/or negative way. Leadership has
to have a positive, long-lasting impact
and influence on the environment or
context that the leader touches.
This impact is not restricted only to
followers, but includes a wide range
of stakeholders in the leaders’ web
of relationships; write Prof Marius
Ungerer, Johan Herholdt and Dr
Jannie Le Roux.
Knowledge Resources has generously
made a free subscription to this
valuable on-line journal available
to SABPP registered professionals.
Email hrri@sabpp.co.za to sign up.
HOW GREEN ARE
YOU – SURVEY ON HR
AND ENVIRONMENTAL
GOVERNANCE
This survey was launched early in November
and is attracting a lot of interest.
Help us to build a strong database of
HR input on environmental governance
issues by spending 10 to 15 minutes of
your time completing the on-line survey
on https://www.surveymonkey.com/s/
S9YC8DZ.
bbrief.co.za is a portal where business decision makers can access
business resources in South Africa that effect their decision making ...

esearch
A hectic 12 months has seen
some successes for the SABPP’s
Research Initiative and some lessons
learned. We realised early on that a
modernised website would be critical
to the Initiative to allow us to publish
articles, sell our publications and
highlight current research studies.
The new website was successfully
launched in September and has
received excellent feedback.
We have updated all our publications,
which now number 7, to carry our
new branding and these are available
on the Products page of the website,
together with a shopping basket
which gives the member discount to
SABPP registered professionals who
also register on the website.
The Women’s Report, launched in
August, has been an excellent vehicle
for the SABPP and the sponsoring
institution, the University of
HRRI DURING 2012
Johannesburg. We have handed out
copies of this Report at all functions
of the SABPP since August, and Kate
Freeman, our Gauteng chapter Chair,
seized a wonderful opportunity and
distributed 90 copies at a briefing held
by the Ministry of Women, Youth and
People with Disabilities during the
consultation process on the Women
Empowerment and Gender Equality
(WEGE) Bill.
The role of the HRRI in promoting
the SABPP’s HR Voice strategy
was highlighted when we submitted
comments on the Department of
Higher Education and Training’s
Green Paper and the Department of
Labour’s Amendment Bills.
Copies of our comments are available
on the website under our Research
Page.
In addition, the Board approved
the publication of several Position
Papers: Needs and Expectations of
HR Practitioners; Driving Ethics in
the HR Profession; and Contingent
Workforces and Decent Work.
The Papers are also available as
downloads from the website.
Our second Case Study was
completed and published – on
Implementing HR Standards. A third
Case Study on the implementation of
an HR Academy is under preparation.
Our product offerings made a fine
display on our stall at the Star HRD
Expo in October, demonstrating the
real value that registration with the
SABPP offers.
We have ambitious plans for major
sponsored research projects kicking off
in 2013, so the HRRI will continue to
play an important role in the creation
and dissemination of relevant and
current knowledge in our profession.
WHILST GOING ON HOLIDAY PLEASE TAKE NOTE OF THE FOLLOWING SAFETY TIPS
Do:
• Have good exterior lighting, preferably on a timer
• Ensure your alarm’s working properly.
• Make sure your house-sitter or anyone with access to
your home knows how to use the alarm and has a list of
emergency numbers to hand.
• Ask a friend or neighbour to collect your post while
you’re away.
• Check electrical equipment to make sure there are no
potential fire-causing bad connections. Turn off your
geyser.
• Park vehicles in a secure place, under lock and key,
preferably somewhere where there’s security guard
protection, too.
• Get your vehicle check-up for battery, brakes, lights,
exhaust system, engine drive belt, tyres, oil and cooling
system.
• Wear a seatbelt.
• Go over your insurance policies or contact your broker to
verify the terms of your policy to make sure everything’s
up to date and you’re neither over- not under-insured.
• Carry a First Aid Kit that covers medication/tools – burns,
bites, stings, sun burns, cuts, liquid to clean wounds, &
bandages.
• Drink lots of water to prevent de-hydration.
• Children: Always tell your parents who you will be with,
where you will be and when you will be home.
Don’t:
• Carry a lot of cash
• Allow to anyone to view your PIN when using the ATM or
Card Machine
• Leave tools like ladders or spades outside, as they can
be used to break into your house.
• Tell the world—on Facebook, Twitter and message on
your outlook —that you’re going away and destination.
• Leave your spare keys under a flower pot or in the post
box.
• Leave your pets behind.
• Drink and drive.
• Drive when you are tired
• Children: Never talk to strangers, no matter how friendly
they seem. Always stay at least an arm’s length away
from a stranger.
10

events
HR EXCELLENCE IN THE VAAL REGION
The SABPP visited Vereeniging for their first Vaal Regional Summit. The purpose of
the summit was to drive HR excellence in the region and to unite various stakeholders
in the region.
Johan Herholdt summarised the National HR 2012 Survey by looking at HR lessons,
trends and opportunities for the Vaal region. The Social Media Interactive Session
was presented by Jaco du Plessis, who gave an overview of Linkedin as a business
and HR tool and the general benefits of using social media in one’s organisation.
Dr Johan Coetzee, MHRP, looked at how HR is driven by people and that HR Managers
should take into consideration the employment conditions in which their staff
are working and take the time to focus on their employee’s needs. The day ended
with Naren Vassan the Head of the Learning and Quality Assurance department
who launched the National HR Competency Model. A cheese and wine get together
followed with an awards ceremony that focused on the SABPP lifetime achievement
awards. The awards recognised HR professionals that have contributed to the HR
profession over the last 30 years. Individuals were honoured in terms of their contribution
to the advancement of the HR profession in South Africa against the following
criteria: For further information on these individuals please refer to www.sabpp.co.za
• Contribution in developing, building and sharing HR knowledge and best practices
• Evidence of creating excellence and best practices in HR management, in particular
from a strategic HR perspective
• Raising the standard of HR practice
• Visibility and impact in the HR profession
• Adding value in building HR competencies
• Championing the four pillars of the HR profession (duty to society, ethics, professionalism,
HR and business knowledge)
ARE YOU READY
FOR THE HR AND LABOUR
MARKET IN 2013?
Come and hear what the experts are
predicting. Speakers include political
analyst Justice Matlala, Chief Economist
at FNB – Sizwe Nxedlana, Remuneration
expert Mark Bussin, Wilhelm
Crous of Knowledge Resources, HR
Researcher Johan Heroldt and SABPP
CEO – Marius Meyer. The event is being
hosted by SABPP, Knowledge Resources
and 21st Century Pay Solutions
in Midrand on the 30th January 2013.
For more information please
call 011 706 6009 or email
Maxine@knowres.co.za or visit
www.kr.co.za
SABPP VISITS THE
NORTHERN CAPE
On the 26th February 2013 SABPP
will visit Kimberley for the HR
Excellence Northern Cape summit.
For more information contact
voice@sabpp.co.za
The SABPP would like to wish all HR Professionals a healthy
and prosperous New Year and a joyous festive season
For all your design requirements....
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