HR VOICE FROM EMPLOYMENT EQUITY TO YOUTH EMPOWERMENT - SABpp?
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THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
HR VOICE JUNE 2018 · ISSN 2304-8573
FROM
EMPLOYMENT
EQUITY TO
YOUTH
EMPOWERMENT
SABPP IS NOW REGISTERED AS AN NPO 117218
INSIDE
HR VOICE JUNE 2018
BOARD DESK PAGE 3 CONTACT US
• From Employment Equity to Youth Empowerment
LEARNING & QUALITY ASSURANCE
Naren Vassan
naren@sabpp.co.za
COO’s DESK PAGE 6 KNOWLEDGE & INNOVATION
• SABPP Staff Affairs hrri@sabpp.co.za
• Profiling a Professional Member MARKETING & STAKEHOLDER
RELATIONS Ceanne Schultz
events@sabpp.co.za
LQA PAGE 15 HR AUDIT Annetjie Moore
• This month we share the following highlights: annetjie@sabpp.co.za
HR STANDARDS
hrstandards@sabpp.co.za
INDUSTRY NEWS PAGE 17
PROFESSIONAL SERVICES &
PROFESSIONAL REGISTRATIONS
• Hire Me Zanele Ndiweni
• Unemployed voice: Social enterprises and “the registrations@sabpp.co.za
or Tebogo Mahesu
unemployed” professional@sabpp.co.za
• The evolving Human Resource Profession: A career
option for the youth SOCIAL MEDIA Jaco du Plessis
• Empowering the Youth in society jaco@sabpp.co.za
• Youth Development in support of the President’s
ADDRESS 223 Jan Smuts Avenue,
Initiative Rosebank, Parktown North,
PO Box 2450 Houghton, 2041, South Africa.
T: 011 045 5400 / F: 011 482 4830
STUDENT CHAPTER PAGE 27 010 007 5906
www.sabpp.co.za
• SABPP has always been at the forefront of Youth celebra-
tion and acceleration DESIGN BCORE
www.bcore.co.za
ADVERTISING HR Consultants and providers
EVENTS PAGE 32 who want to advertise their products and
• June Events services in the HR Voice, should please
contact Ceanne Schultz from SABPP.
T: 011 045 5413
events@sabpp.co.za
EDITORIAL SUBMISSIONS Please send
editorial submissions to Ceanne Schultz
ceanne@sabpp.co.za
CONTRIBUTORS
Marius Meyer
Xolani Mawande
Naren Vassan
Leoni van der Vaart
Lihle Mndebele
Karen Rademeyer
Malebo Maholo
Derisha Pillay
Boipelo Molelengoane
Bongi Ndaba,
Amanda Pukwana,
Theo Nomazibulo Tshanga
INSIDE · PAGE 2
HR VOICE JUNE 2018
BOARD DESK
FROM EMPLOYMENT EQUITY TO
YOUTH EMPOWERMENT
Siphiwe Moyo and Marius Meyer
The SABPP Board is proud to announce the winners of our
inaugural Employment Equity, Diversity and Transformation
(EEDT) Awards and Summit held in May 2018. This event was
arranged in support of the Employment Equity Commission
Report and therefore constitutes our effort in mobilising HR
Managers in accelerating employment equity in South Africa.
Our audience consisted of HR Managers and Employment
Equity specialists from leading companies throughout South
Africa. We were also honoured by the presence and participation
of the Managing Director of the Black Management Forum
(BMF), Thabile Wonci, The CEO of Business Leadership South
Africa, Bonang Mohale, as well as one of the Commissioners
of the Employment Equity Commission, Thembi Chagonda.
Says Bonang Mohale, the keynote speaker at the EEDT Awards
evening:
“It all starts with ethical leadership. It is unacceptable that women
earn 73% of what men earn. We need to transform the workplace.
We have to drive sustainable economic progress. If the economy Bonang Mohale
grows, we can create jobs.” CEO: Business Leadership SA
BOARD DESK · PAGE 3
HR VOICE JUNE 2018
A special word of congratulations to the overall winner, Nedbank, as well as all the entrants, finalists and category winners. We
salute the following organisations for their sterling efforts in making employment equity work at their companies, they received
the awards from SABPP below:
AWARD CATEGORIES WINNERS
EEDT Overall Award Nedbank
HR Enabling Environment Award Anglo Platinum
Diversity and Inclusion Award Umsinsi Health Care
Affirmative Action Measures Award Nedbank
EEDT Change Agent Award
Disability Employer Award Nedbank
Gender Equity Employer Award Ethekwini Municipality
BOARD DESK · PAGE 4
HR VOICE JUNE 2018
SABPP would like to thank and acknowledge our HR month, called “Unemployed Voice”. Following a successful
professional community for the good work they are doing meeting between SABPP and the research team members of
in employment equity. However, we have noticed that there Optentia at North-West University, it was agreed to provide a
appears to be a lack of commitment in certain industries to voice to the unemployed. As active citizens, the HR professional
empower staff from designated groups. We want to encourage and academic community will share their research and invite
HR professionals in their employment equity efforts, and the unemployed, in particular the youth, to be featured as part
where problems occur, we would like to create platforms for of “Unemployed Voice.” Let us give a voice to the unemployed
additional support and capacity-building. And of course, as and start to work towards reducing unemployment in South
a national community of HR professionals, we need to reach Africa. A special word of thanks to Prof Ian Rothmann and
out to those lagging behind to accelerate the implementation Dr Leoni van Der Vaart from the Optentia team for their
of employment equity plans in creating workplaces that leadership in this regard. We look forward to any comments
are representative of the population. For instance, Richard from HR Professionals and any other contributions on the
Khumalo from Nedbank, as the winner of the Change topic of unemployment.
Agent Award has shown what can be achieved when an HR
Professional takes full responsibility for driving these change Wishing you all a productive month of June - another 30 days
processes in a professional way, and then achieving the for you to deliver your best as an HR professional making a
desired results. difference in the workplace and society at large. Let us really
use our HR professionalism and knowledge this month in
We also want to thank our alliance partners, EES-Siyaka revitalising all efforts in empowering our youth.
and TDCI for partnering with us to make the EEDT Awards
and Summit such a success. For those of you who missed See you at the AGM.
out on the event, you can view the highlights on Twitter
using the hashtags #EEDTAwards #EEDTAwards2018 and
#EEDTSummit. Now with the first EEDT Awards issued,
we have a full year to improve our EEDT practices to enable
participation in the 2019 awards programme. Let us use the
whole year and improving our practices so that the EEDT Chairperson
awards will grow to even greater heights next year. Please help
us in ensuring that the HR profession becomes the leading Siphiwe Moyo
profession in South Africa in driving effective employment
equity.
On behalf of the SABPP Board we would also like to invite
the HR community to join us at the highlight on the SABPP
Calendar, i.e the Annual General Meeting (AGM) on 21 June
in Pretoria. We will showcase our successes and confront
our challenges in taking the HR profession forward when we
table the SABPP Annual Report. This is also an opportunity
for members to engage with the SABPP Board members. We CEO
have invited a new alliance partner, Mercer to present the Marius Meyer
Global Talent Trends Report of 2018 at our AGM. Should you
be interested to attend, please let us know on executiveoffice@
sabpp.co.za
In the spirit of Youth Month, the SABPP team members have
visited several campuses over the last month to interact with
our HR youth. It was wonderful to connect with students from
the University of Pretoria (HR Tuks), Durban University of
Technology and North-West University (both Vaaltriangle and
Mafikeng campuses) during May. The HR Career session held
at the University of Pretoria was a big success and we thank
the HR Tuks team for their excellent leadership in making it
happen, and for our HR Managers who inspired the students
with their presentations.
In addition, to support government’s focus on Youth Month,
the June edition of HR Voice, as well as our June Fact Sheet
is dedicated to the youth. To further expand our “HR Voice”
Strategy, we are proud to launch a new series in HR Voice this
BOARD DESK · PAGE 5
HR VOICE JUNE 2018
COO’s DESK
SABPP Staff Affairs Provincial News
We are proud to welcome our new HR Intern Ms. Boipelo
Molelengoane who joined us from the 7th of May 2018. Boipe- On the 10th of May 2018 SABPP COO Xolani Mawande attend-
lo believes in putting effort into everything you do. She says ed the planning meeting for the KZN Provincial committee
‘it’s either you do it right or not at all’ – what’s the point if chaired by Reuben Dlamini. It was a good interactive session
you’re not doing it correctly? She has a Bachelor of Technolo- where the head office answered and assured the province of
gy Degree in Human Resources and a National Diploma in HR its support for their programmes.
both from Central University of Technology (CUT) Free State in
Bloemfontein. We welcome Boipelo to the ‘A’ team at SABPP. The KZN province is planning a leadership event with Partners
for Possibility on the 14th of June followed by their regional
AGM in July 2018. Good luck KZN.
New member Devini Govender receives her welcome pack
from KZN provincial chair and deputy chair.
KZN Provincial Chair - Reuben Dlamini
Deputy Chair - Thembi Sibiya
Boipelo Lerato Molelengoane
SABPP Article Writing development for Staff
This month we celebrate Youth day and the members of staff
continue their writing training by exploring Youth day as the
development moves to the second month of a six months jour-
ney aimed at developing the staff to be HR Voice contributors.
I welcome your feedback in order to sharpen their skills.
This month I feature four articles from
Boipelo Molelengoane: It’s all about perspective
Malebo Maholo: The ethical test in auditing- Doing
things right!
Bongi Ndaba: What is Youth Day
Derisha Pillay: Quality Assuring your future
KZN Committee members in discussion
COO’s DESK· PAGE 6
HR VOICE JUNE 2018
Student News
• On the 11th of May 2018 University of Pretoria students
hosted an evening with potential employers. SABPP CEO
Marius Meyer was the guest of honour. Several employ-
ers attended and advised students appropriately. Well
done to HR Tuks Chairperson, Frank Wilkinson and team
for organising.
• On the 11th of May 2018, Durban University of Technolo-
gy Sultan campus in Durban had a student chapter pre-
sentation done by SABPP COO Xolani Mawande. Also ad-
dressing students was Reuben Dlamini (Umgeni Water)
and Bokang Molefe (eThekwini municipality). The interest SABPP KZN Chairperson Reuben Dlamini
was great, and we are looking forward to the launch of
a student chapter soon. Thank you, Paul Ramjgemath, Student Awards News
from DUT for organising and taking care of SABPP.
• On the 9th of May 2018, University of Johannesburg APK On the 10th of May 2018 the University of Pretoria had
campus had HR debate competition organised by the stu- an awards evening. SABPP sponsored the best student
dent chapter. award in the Maters of commerce in Industrial and Organ-
isational Psychology. The award went Ms Alice Slabbert.
Congratulations and well done. SABPP CEO Marius Meyer
handed over the award.
Marius Meyer, Prof Arien Strasheim, Alice Slabbert and
Prof Karel Stanz
Profiling a professional member feature
We continue presenting the monthly feature where we
profile a member. This month we feature Ms Theo Tshan-
ga. If you have a story to share, please send an email to
xolani@sabpp.co.za. Please note we do not plan to feature
a company but rather individual members in order to mo-
tivate other members.
Until next time, let’s keep the SABPP engine of HR profes-
sionalism running smoothly.
COO
Xolani Mawande
Durban University of Technology Students attending the Stu-
dent Chapter presentation by SABPP COO Xolani Mawande
COO’s DESK· PAGE 7
HR VOICE JUNE 2018
Article 1 :
Boipelo Molelengoane
It’s all about perspective!
More often than not you will hear the working class saying, not what you do today or in this moment, leadership is what
“the real world is not like your classroom” or “what you are you have done leading up to this moment. You first lead your-
doing in class and what you are going to be doing at work are self before you can lead others.
two different things”. Well, I agree, but I also beg to differ – I
will tell you why. While I am no Immanuel Kant, but like every- To you my fellow youth, you have shown leadership in getting
body else I have my philosophies that I live by. where you are right now. The classroom equipped you, the
real world is not going to take anything from you – you can
Firstly, the real world is not like your classroom. That much I take a lot from it. The only difference between the classroom
concur. This is why, classrooms are restrictive. Yes, at school and the real world is that the real world is better. It is there for
it is your operative point and I am not taking away what getting you to brush up yourself and flourish. But remember, you have
an education does for you – how much more the importance of to start in the classroom!
sitting in that classroom. I too would not have had the oppor-
tunity to even write to you had I not sat in that classroom. To Boipelo Molelengoane
the matter at hand, classrooms are restrictive yes, but for an HR Intern
integral part of your life, they serve a purpose. Once you leave
the classroom and enter “the real world”, you have an oppor-
tunity to grow, to develop yourself, to work towards attaining
your goals.
If you are registered with SABPP you are even one step clos-
er with programmes such as our Candidate programme. Only
there is no one spoon-feeding you, you have to push yourself,
you have to know what you want and go for it. Plan for it, ask
yourself “how will I get there’’, “what am I doing today that is
ensuring I get there tomorrow”. You have to have a vision and
mission – see, if you had not been in the classroom you would
not know what I am talking about.
Secondly, what you are doing in class and what you will be do-
ing at work are different. They are not mathematics and Chi-
nese different, but they are different by degrees. If you think
that exam you wrote was hard, come sit in a meeting where
you must address critical company issues. It is doable, it is
just advanced. You were scared about that exam, that test, but
you wrote it, you aced it, you will succeed here too! It is all
about leadership.
More often than not, when we hear the word ‘Leadership’, we
think of CEOs and Managers – but what you did today, waking
up, showing up, getting your work done, that was leadership.
Getting a copy of the HR Voice was leadership. Leadership is
COO’s DESK· PAGE 8
HR VOICE JUNE 2018
The act of enticement: Layman terms bribery or corruption for
lack of a better word, usually occurs when expectations are set,
and exceptions are made, resulting in ignoring or bending certain
controls of the process. This means that the findings or results of
that audit are subjective rather than objective. The findings and
results are thus not a true reflection of the current state of the
organisation due to the artificial augmentation or compression of
information and reporting, Modugu, Ohonda, & Izedonmi (2012,
p. 79) are of the view that corruption hinders the quality of audit
service and weakens the practice of good corporate governance.
How does that relate to HR Auditing? Because HR Auditing is
more of a Performance Audit, findings and results are based on
the evidence delivered and presented. In the event where the HR
Auditors have had dealings with the auditees, probabilities of the
findings and reporting being accurate are unlikely and bias, un-
less the HR Auditor is indeed a professional of integrity and trans-
parency. To validate the above-mentioned statement, the views of
Article 2 :
Aizsila & Ikaunieks (2014, p. 628) state that professional verdict
is a procedure used to reach a well-reasoned conclusion that is
founded on the appropriate facts and circumstances accessible at
Malebo Maholo the time of the conclusion.
The inability to set the tone to client/auditees: This point is di-
rected to organisations that are not assertive enough to commu-
The ethical test in auditing- Doing things right! nicate the do’s and dont’s of how the audits or HR audits will be
conducted to their clients or auditees. This could be as a result
Ethics is one word that is continuously reiterated, generally of vertical pressures in the organisation’s forcing auditors or the
part and parcel of the values that are developed in organisa- individual responsible for signing key account/HR Audits to seal
tions. These values provide internal professionals and ex- the deal no matter the cost.
ternal clients with a clear and binding direction of where the
organisation is going and the foundation of how organisations This type of managerial attitude compromises the organisation’s
will operate to ensure unquestionable and authentic sustain- values and standards. To remedy the slightest occurrence of such
ability. Al qtaish, Baker, & Othman (2014, p. 248) state that conduct, research conducted by Aizsila & Ikaunieks (2014, p.
“Auditors, like other professionals, need these principles or 629) suggests that audit firms have to make qualitative changes
more as the results of their work affect their customers, com- in making the audits more effective and efficient and improving
munity and others. So, there must be commitment to the rules the communication with the clients, while at the same time fully
of ethics and professional conduct in order to have construc- meeting the requirements set by legislation and standards.
tive impact.” That, in essence, is a duty to society, to uphold
complete integrity building trust that organisations are exer- Reputational risks and losing major clients/auditees: When
cising total due diligence. it comes to audit services, clients select their service provid-
ers based on the organisation’s credible reputation. Reputation
Ethics is a term easily defined and understood; however, one comes with three major components above and beyond compe-
unethical conduct and decision could cost organisations dear- tence which is an inevitable must. The major components are in-
ly. Reputations of the perpetrator and the firm are on the line. tegrity, transparency and independence. Now when issues of un-
This has been evident, more especially in the auditing profes- ethical conduct emerge, damage to the organisation’s reputation
sion as they are governed by stringent standards. leaves little to no recovery to gain clients’ trust and demand of
the organisation’s services. Opportunties of being one of the most
Major auditing firms in South Africa are in hot water follow- recommended service provides in auditing becomes fruitless.
ing the recent investigations and findings that were conducted
and reported, due these firms ignoring the red flags related to Lessons learnt for HR Audit
some of the practices and management of certain controver-
sial accounts. All these news have been making the rounds • Establish strict policies that are adhered to, policies that
throughout the press. One cannot help but to keep abreast stipulate the disciplinary actions that will be taken for the
whilst all these headlines are printed in bold and circulated slightest unacceptable conduct. It is always recommended
week after week as the news break, to capture our attention that we treat the situation at the grass root level.
as to what is currently transpiring in our country. • Continuously sensitise HR Auditors on issues that are in-
dustry related. By doing so, this creates a platform to have
So, what is the crisis that the auditing profession is facing, collaborative efforts of a proactive culture to develop an HR
subsequently, how does this crisis affect HR Auditing? audit risk register and actions to mitigate and remedy possi-
ble occurrences that might be of detriment to the HR Audit.
COO’s DESK· PAGE 9
HR VOICE JUNE 2018
Conclusion
As millennials are on the journey of climbing ladders to more
senior positions, it is of grave importance to take into consid-
eration and cognisance the impact their conduct will have on
organisations. Instilling core foundations of ethics in our fu-
ture leaders provides hope for more influential game chang-
ers.
As part of the youth of our country interested in what is cur-
rently happening, it is always highly recommended to keep up
with the latest news with immediate effect. What is the point
of having future leaders who do not have the necessary infor-
mation and an educated practical opinion of value?
Remember to stay informed and stay involved.
For those who are not fully informed about the auditing firm
crisis and challenges, the link below contains the full story of
what is currently on every South African’s lips https://www.
dailymaverick.co.za/article/2017-09-11-op-ed-the-kpmg-
failure-ethical-test-for-sa-business-and-company-direc-
tors/#.WvdtJIiFPIU.
Renate Scherrer who is a clinical psychologist wrote a pow-
erful piece on the Accountancy SA website that came at the
right time when this topic was of significant interest to the au-
thor of this particular article https://www.accountancysa.org.
za/9720-2/#2
Bibliography
Aizsila, I., & Ikaunieks, R. (2014). Changes and challenges fac-
ing the audit profession in Latvia. Procedia - Social and Behav-
ioral Sciences, 627 – 632.
Al qtaish, H. F., Baker, A. M., & Othman , H. O. (2014). The Eth-
ical Rules Of Auditing And The Impact Of Compliance With The
Ethical Rules On Auditing Quality. International Journal of Re-
cent Research And Applied Studies, 18(3), 248-262.
Modugu, P. K., Ohonda, N., & Izedonmi, F. (2012). Challenges
of Auditors and Audit Reporting in a Corrupt Environment. Re-
search Journal of Finance and Accounting, 3(5), 77-82.
Malebo Maholo
HR Audit Officer
COO’s DESK· PAGE 10HR VOICE JUNE 2018
Article 3 :
Bongi Ndaba
What is Youth Day?
It is a big day where we honour Soweto School children who
died in a protest on the 16 June 1976. On this day, Hector Pi-
eterson history tells us that he was the first child identified
dead, at the age of 12 years. They were also protesting over
Bantu Education, where Afrikaans was made the compulsory
language in black township schools throughout the country.
Whilst the constitution supported that Afrikaans and English
be made the official languages of the country, the use of local
languages was forbidden.
It is now 42 years since the youth of 1976 fought for education
in the apartheid time. However, it always feels like 2 years
ago each year we recall what really transpired back then. We
should always know that education is the key to success, be-
cause without education we will not prosper.
HR Candidate Programme promoting work readiness
among HR Youth
FACEBOOK/SABPP
The SABPP has taken initiative by looking at the rate of the JOIN THE DISCUSSION
youth unemployment and considered to develop the HR Can-
didate programme together with the Mentoring and Coaching
Committee. The programme is aligned with the competency
model. The programme is developed to groom the HR grad-
uates in the HR field, as it allows the candidate to convert
the theoretical knowledge into activities related to HR pro-
fessional practice under the guidance of a SABPP registered
supervisor. However, the candidate should be working in the
HR environment/ field as either an intern, contract or unpaid
volunteer.
Bongekile Ndaba
Customer Service Officer
TWITTER/SABPP
JOIN THE DISCUSSION
COO’s DESK· PAGE 11HR VOICE JUNE 2018
Article 4 :
Derisha Pillay
Quality Assuring your future: Protecting the youth against
poor quality learning
2018 is the year of great change in the South African Technical
Vocational Education and Training (TVET) sector. The Quality
Council for Trades and Occupations has over the past years
built extensive capacity to formalise its operational proce-
dures whilst working closely with Sector Education and Train-
ing Authorities (SETA) and Quality Assessment Partners (QAP)
to achieve legislated mandates. All stakeholders working to-
wards one purpose: The QCTO’s vision of qualifying a skilled
and capable workforce. Talented youth who are practical and
skilled and not entirely academic studying through TVET col-
leges are building a workforce supply for jobs that require
technical or practical skills that cannot be obtained through
university equivalent qualifications.
How can such a young learner studying towards a professional
or vocational qualification be assured that their qualification
deems them competent, skilled and capable? The answer is
simple: Accredited and Quality Assured! South African learn-
ing and development legislation as well as South African
businesses demand for greater accountability in education
and training. We have moved from traditional practices and
approaches of quality assurance towards those of increased
Derisha Karishma Pillay
bureaucracy and control favouring external auditing and in-
SABPP Learning and Quality Assurance Officer
terventions thus placing the emphasis on quality assurance
and consistency. Accreditation of the learning provider and
associated facilities, a South African Qualifications Authority
(SAQA) registered qualification and a QAP are the three most
important factors that learners entering the TVET band need
to investigate.
The primary aim of Quality Assurance is to protect and em-
power the youth with credible qualifications ensuring that
learning and assessment principles are adopted and imple-
mented throughout the qualification roll out process. This is
done through extensive and in-depth evaluation of learning
material that will be taught or conveyed to the learner, the
expertise of the facilitator and the quality and quantity of
physical resources available. An accredited training provider
offering a registered qualification lays a solid foundation for
lifelong learning and progression. The bottom line is the ethos
of commitment to the highest standards and continuous de-
velopment and improvement. All learners should make sure
that their selected learning providers are accredited to ensure
that they obtain legitimate and credible qualifications.
COO’s DESK· PAGE 12HR VOICE JUNE 2018
#MemberVoice
PROFILING A
PROFESSIONAL
MEMBER
Ms Theo Nomazibulo Tshanga
Nomazibulo Theo was born in the Eastern Cape, Port Eliza-
beth. She is the first-born daughter of Nomonde (her mom)
and Mbulelo (her late father) who passed away in 2009.
Being the first born came with a lot of responsibilities, one of
which was to live by the values her parents instilled in her. Her
father who was an entrepreneur taught her discipline, ded-
ication, self-sufficient and excellence, however her mother
taught her God, love, meekness and giving. It used to irritate
her that her mother would sacrifice her last cent to buy ex-
tended family members Christmas clothes and School uni-
form. Now she truly appreciates the value of giving without
expecting anything in return.
She is a registered HR Professional by the SABPP. After ma-
triculating in the year 2000 her parents did not have sufficient
financial means to take her to varsity. In 2001 she registered to
study National Diploma in Human Resources and immediately
after completion she did a B Tech: HRM at the Nelson Mandela
University. She also holds a Post Graduate in Business Admin-
istration from the University of Cape Town: Graduate School
of Business. In 2014 she successfully completed an Executive
Development Programme from the Wits Business School.
Nomazibulo Theo is currently self-employed, running her own
HR Consulting and Training company called Ziyana Business
Consulting and Training.
The company’s focus areas are:
• Recruitment
• Psychometric Assessments
• Training and Development
• Payroll Management
• BBBEE Consulting
As a young girl growing up, Nomazibulo Theo wanted to be-
come a Psychologist. She was always passionate about peo-
ple. However, because she excelled in accounting she then
developed an interest in B Com while in High School. After
attending a career expo in 2001, she discovered Human Re-
sources. This is how the course was introduced to her “If you
like working with people and you are passionate about people
this is the course for you”. She jumped at the opportunity and
that’s how she ended up in Human Resources. People are the
COO’s DESK· PAGE 13HR VOICE JUNE 2018
most valuable assets and therefore treat them as such. It has about what is happening in the environment around her.
been my passion to assist organisations to uncover the true
value in people through people management. As a side hustle and with love for style and fashion, Nomazi-
bulo Theo co-owns a ladies clothing boutique called SheRose
Nomazibulo Theo has experience in working in the FMCG, Boutique.
Manufacturing, Services, Science Council and Hygiene and
Cleaning industries. Her last position in corporate was that of
an HR Director.
Although she has experienced some challenges in her career,
she was very fortunate to be surrounded by positive people
and good mentors. She would like to acknowledge the HR pro-
fessionals (former managers) that played a role in her career
and shaped her to be the person that she is today, Phumeza
Pepeta, Nobuntu Tshem and Aninka Wessels.
Nomazibulo Theo is also passionate about women empower-
ment as well as transformation. Because historically wom-
en have been deprived of opportunities, it is now our time to
shine and take the reins.
Nomazibulo Theo is a typical type A personality, very strong
willed, resourceful, observant, dynamic, competitive, asser-
tive, inquisitive, workaholic and a strong need to achieve.
Nomazibulo Theo is a mother of 2 boys and is married to a
wonderful husband. Her family is what grounds her. She en-
joys spending time at home with her family, cooking for them.
She also enjoys travelling with her husband and their friends.
Theo spends most of her time in front of her laptop trying to You can contact Nomazibulo Theo at
discover the latest trends in the HR space as well as reading info@ziyanaconsulting.co.za.
COO’s DESK· PAGE 14HR VOICE JUNE 2018
LQA
UPDATE
This month we share the following highlights:
1. We have an opportunity to re-align qualifications
towards occupations and meet our Qualifications
Development Facilitator.
Legacy qualification Occupational title
On the 17 April 2018, we were given an official letter from the SAQA ID 67463 - FET Certificate: HR Human Resources
Quality Council for Trades and Occupations (QCTO) to the cur- Management & Practices Support – Clerk - 441601
rent legacy unit standard based and non-unit standard based Learning Program No. 49691 - Credits
qualifications listed below to realign it to occupational qualifi- 140, NQF Level 4
cations that will cover all 3 major components of learning and
that is knowledge, practical and workplace.
SAQA ID 61592 - National Diploma HR Human Resource
and Practices – Learning Program ID Advisor - 212303
49692 - 249 Credits, NQF Level 5
SAQA ID 21063 - Diploma: Commerce:
Human Resources Development –
Credits, NQF Level 5
SAQA ID 21080 - Higher Certificate:
Commerce: Human Resources Devel-
opment - Credits, NQF Level 5
SAQA ID 21081 - Higher Certificate:
Commerce: Human Resources Man-
agement - Credits, NQF Level 5
We will be working with you the Human Resources experts,
professions, industry and Kedibone Matampi (from QCTO). We
will have regular communication with you via the HR Voice.
Naren Vassan (Head of Learning and Quality Assurance) with
Learning and Development Professional, Kedibone Matampi
LQA· PAGE 15HR VOICE JUNE 2018
2. Value of accreditation.
What is accreditation?
•
•
public.
The learning programmes offered by an accredited pro-
vider culminate in NQF credits.
The qualification obtained by learners enjoys national and
Accreditation means the course is nationally recognised and international recognition.
that a registered training organisation (RTO) can issue a na- • Accreditation serves as a surety that the provider has the
tionally recognised certificates and Statements of results that necessary capacity and resources pertinent to the deliv-
are recognised by employers, SETA’s and BBBEE institutions. ery of quality education and training.
Accreditation is a process of validation in which colleges, uni- • Accreditation compels the provider to constantly remain
versities and other institutions of learning are evaluated on on the cutting edge of quality education provision.
various criteria such learning material, assessment process, • When a provider is accredited by Quality assurance Part-
legally compliant to mention a few elements. And these ele- ner (QAP), the users know that:
ments are verified by a team of experts.
1. The provider meets all QCTO and Quality Assurance Part-
Why is accreditation important? ner (QAP) requirements for quality delivery of education,
Companies want to know that you have a quality education and training, assessment, design and management.
that you will have something to bring to the table when you 2. The credits and qualifications offered by that provider are
join their team. For this purpose, accreditation enables com- nationally registered.
panies to filter those individuals who have obtained a degree 3. Qualifications that learners achieve are nationally and in-
from an accredited institution from those who have not. The ternationally recognised.
accreditation process also offers students a better chance of 4. The provider has access to many forms of support and
having their credits transfered to other reputable institutions. capacity building offered by the Quality Assurance Part-
ner (QAP).
What is the benefits of Accreditation?
Accreditation serves multiple purposes for different constitu-
ents. In general, specialised accreditation attests to the qual-
ity of an educational program that prepares for entry into a
recognised profession.
• For the public, accreditation promotes the health, safety
and welfare of society by assuring competent public pro-
fessionals.
• For prospective students and their parents, accreditation
serves a consumer protection purpose. It provides assur-
ance that the school or program has been evaluated and
has met accepted standards established by and with the
profession.
• For prospective employers, it provides assurance that the
curriculum covers essential skills and knowledge needed
for today’s jobs.
• For graduates, it promotes professional mobility and en-
hances employment opportunities in positions that base
eligibility upon graduation from an accredited school or
program.
• For public service employees, it involves practitioners in
3.
the establishment of standards and assures that educa-
tional requirements reflect the current training needs of
the profession. Monitoring visits
• For the profession, it advances the field by promoting
standards of practice and advocating rigorous prepara- So what is monitoring in terms of learning? Monitoring is the
tion. regular observation and recording of activities taking place in
• For the school or program, accreditation enhances its na- a project or programme. It is a process of routinely gather-
tional reputation and represents peer recognition. ing information on all aspects of the project. To monitor is to
check on how project activities are progressing. It is observa-
What are the benefits of being an accredited skills develop- tion; systematic and purposeful observation.
ment provider? (according to SASSETA)
The accreditation of an education and training provider bene- We do this regularly to give you the potential client and learn-
fits the various stakeholders in the following ways: ers that the training providers meet minimum standards.
• An accredited provider has credibility in the eyes of the We will give a further update in the next newsletter.
LQA· PAGE 16HR VOICE JUNE 2018
INDUSTRY NEWS
Connecting people.
Creating opportunities for the youth
and employers
We live in an amazing age, where technology is driving
transformation. We are constantly changing how we sell,
buy, market, educate, train, communicate and collaborate
– but there are some areas of business that still require a
human touch…
Like many great ideas, HireMe (Pty) Ltd came about as a re-
sult of frustration with the status quo. At the time, founder
Jaques Barnard was putting all his energy into finding a new
job for himself – only to be met with one automated response
after another.
“It occurred to me how impersonal the job-seeking process
has become,” recalls Jaques. “There I was, putting myself
‘out there’, getting my hopes up, constantly checking my
phone and e-mail for messages. I wasn’t even sure whether
my CV was getting to the decision-makers.”
It soon became apparent to Jaques that technology had caught
up with the industry, and that online job applicants had been
reduced to numbers, their livelihood dependent on algorithms
and agents. The result? A disconnect from employers – the
people who have the most insight into the company’s culture
and its specific needs. And along with that: lost opportunities,
wasted money and misaligned resources.
With a background in IT and business process management,
Jaques saw the opportunity to turn his frustration into some-
INDUSTRY NEWS· PAGE 17HR VOICE JUNE
DECEMBER
2018 2017
thing positive. It didn’t take much to convince his brother, *SMS costs are subject to change with changes in service pro-
Francois Barnard, a successful entrepreneur, and together vider costs.
they set about developing a marketing platform that would Why use HireMe?
challenge conventional thinking. Where jobseekers at all lev-
els would be given: HireMe is not a labour broker or an agency. There are no ad-
a) the opportunity to take back control of representing and ministration fees or commissions payable on placements. It
promoting themselves, and is easy to use, embraces the individuality of every jobseeker,
b) an equal opportunity to be seen by all possible employers. and supports equal opportunity for all. Notably, it provides
non-professional jobseekers with prospects that extend be-
Three years later, hireme.today is live, connecting people with yond the next street corner.
people, and creating opportunities.
HireMe provides immediate access to a pool of resources,
What is HireMe? across all skillsets, at no cost to the employer. No more wait-
ing for candidates – or wading through mounds of applica-
HireMe is an online “hub” where all South African jobseekers tions.
can promote themselves, regardless of qualification or expe-
rience. From financial analysts to part-time gardeners, every- More than 5000 jobseekers already registered!
one is welcome.
HireMe’s objective is to become one of the biggest, all-inclu-
How it works sive, accessible and trusted jobseeker databases in South Af-
rica. Within a short five months of launching the site, more
Jobseekers complete and validate a jobseeker profile on than 5000 jobseekers (professional and non-professional)
HireMe, with the option to upload a CV and samples / imag-
es of their work. The first two months are free, whereafter a
monthly fee of R25 becomes payable via premium rated SMS.
Deductions do not recur automatically. Payment of the month-
ly fee is therefore in the full control of the jobseeker - or his
HIRE ME
or her sponsor, which could be a corporate or any individual
wanting to help make a difference.
Although most of the R25 is used for administration and
marketing of the system, HireMe also believes in giving back
through our Skills Development programme, which contrib-
utes R5000 per month to upskilling active jobseekers.
How to hire
No jobs are advertised. Instead, employers are able to search,
within geographical areas, for particular skillsets. Results
are instant and employers have full access to the profiles and
CV’s of all jobseekers who appear in their search results. (The
monthly fee paid by jobseekers prevents “abandoned” profiles
- jobseekers who have already found permanent work - from
popping up in search results.)
Registration and searching is free for employers. Should the
employer wish to make contact with a jobseeker, an SMS with
the jobseeker’s mobile number is sent to the employer at a
cost of R3*. This cost is to ensure that the jobseekers’ infor-
mation is protected from online hacking.
In order to help build an environment of trust, employers are
encouraged to rate and review jobseekers who have worked
for them, thereby thanking recommendable jobseekers in a
way that provides real benefit in terms of future work oppor-
tunities.
INDUSTRY NEWS· PAGE 18HR VOICE JUNE
DECEMBER
2018 2017
have created their profiles and are currently available for It’s easy - and you will be helping us drive the change that
work. South Africa so desperately needs.
Uplifting communities As a young company, we are continuously evaluating feedback,
enhancing the system and optimising our process flows in or-
Unemployment impacts the whole community. The HireMe der to improve user experience whilst ensuring sustainability.
platform now provides the perfect opportunity for part-time Please visit www.hireme.today, try it out, and feel free to share
employers, former employers, family and friends to help your feedback and suggestions. If you can’t find the particular
those who need assistance in promoting themselves. skillset you’re looking for, or need any assistance whatsoever,
please let us know! Our e-mail address is: info@hireme.today
Creating job opportunities and you can also follow us on Facebook @hireme.todaySA or
instagram @hiremetodaysa.
Many employers rely on staff recommendations from their
immediate network - and often end up simply doing the work By Karen Rademeyer
themselves (or not doing it at all). With HireMe’s rating and Digital Compy Writers
review functionality, the employer’s network is significantly in-
creased, thereby fast-tracking the process of finding jobseek-
ers who are recommended and available. www.hireme.today
The HireMe challenge
info@hireme.today
As much as employers need to trust the quality of jobseekers
on HireMe, jobseekers need to trust the quality of employers!
HireMe is therefore challenging HR practitioners to break
away from what have become the new traditional methods of @hireme.todaySA
recruitment, and to opt instead for an approach that acknowl-
edges jobseekers as more than “just a number”. At the same
time, increased usage and awareness of the platform will help
@hiremetodaysa
drive employment in the non-professional sector.
Before you place your next recruitment ad, consider sourcing
your employee directly from our pool of resources. It’s quick.
INDUSTRY NEWS· PAGE 19HR VOICE JUNE
DECEMBER
2018 2017
#UnemployedVoice
Unemployed voice:
Social enterprises and
“the unemployed”
- Leoni van der Vaart
President Cyril Ramaphosa’s recent call, for organisations
to support the Youth Employment Service (YES) Initiative,
coincides with the 2018 Human Capital Trends published by
Deloitte. The trends indicate that organisations should move
beyond business enterprises, with corporate social responsi-
bility programmes as marketing or HR stints, to true social
enterprises that incorporate relationships with their com-
munities into their strategy (Deloitte, 2018). The need for this
transformation transpires from a growing frustration with A social enterprise is still concerned with performance.
political solutions to socio-economic ills and is echoed in Hence, the return on investment in interventions is important.
the South African realm. Social enterprises outperform their Knowing what we are dealing with (different types of unem-
competition in terms of reputation, talent management, and ployed and their prospects) enhances the likelihood of inter-
customer loyalty (Deloitte, 2018). ventions being effective, economically and socially.
Unemployment is one critical challenge that shapes the fu- Read the next edition of Unemployed Voice for more informa-
ture of individuals, families, communities and the country. De- tion on different types of unemployed people.
signing and implementing initiatives aimed at alleviating the
burden of unemployment is an avenue through which organi- Source: Deloitte. (2018). Deloitte human capital trends sur-
sations can do social good. vey. Retrieved from https://www2.deloitte.com/content/dam/
insights/us/articles/HCTrends2018/2018-HCtrends_Rise-of-
Before designing these interventions, it is important to con- the-social-enterprise.pdf
sider whether the unemployed are one big heterogeneous
group (i.e. “the unemployed) or whether they represent differ- Dr Leoni van der Vaart is a lecturer at the North-West Uni-
ent homogeneous groups (i.e. different categories or different versity, Vaaltriangle Campus in Vanderbijlpark. She recently
types of unemployed). This knowledge is important because it completed her PhD on unemployment in South Africa.
means that we either design “one size fits all” interventions
or we tailor interventions for different types of unemployed. The title of her study was: “The experiences and motivation of
If different types of unemployed are identified, we can pro- unemployed people in South Africa: A person and variable-cen-
ceed to determine the consequences of being a certain type. tered perspective.”
May it be that certain types have more positive outcomes than
others, we can classify them as more resilient. Interventions Welcome to our new series #UnemployedVoice
are then aimed at optimising their well-being. The types with
more negative outcomes are classified as “at risk” and they
necessitate early identification and remedial (curative) inter-
vention.
INDUSTRY NEWS· PAGE 20HR VOICE JUNE
DECEMBER
2018 2017
THE EVOLVING
HUMAN RESOURCE PROFESSION:
A CAREER OPTION
FOR THE YOUTH
This is a profession where strategies and mechanisms on how an organi-
sation should utilise its resources referred to as people to increase effec-
tiveness, productivity and sustainability within organisations are conceived.
Previously Human Resource Management has not been considered as a
strategic component of business; however it has been regarded as a means
of getting people in and out of the organisation without thinking about the
long term repercussions that could be detrimental to the effectiveness,
productivity and sustainability of the organisation.
Having regard of this, it has placed a responsibility to HR to claim its right-
ful professional space through the manner in which the HR business side of
things is managed to uplift its credibility and importance.
It is critical for Human Resource professionals to possess HR intelligence
to help them strike a balance between maintaining employee’s welfare to
improve productivity and at the same time ensuring strategic deployment of
capable employees to achieve the strategic objectives of the organisation.
Taking into cognisance the above-mentioned fact, the SABPP has launched
the National HR Standards as a strategic approach to Human Resource
Management and its key focus is getting the human resource side of busi-
ness right to effectively deal with all other problems that we have seen in
Employee Relations and unethical business practices.
The National HR standard is a clear framework for sound Human Resource
practices that has been identified and it is based on 13 very clear standards.
Moreover an HR audit framework has been developed where organisations
can be audited against the National HR standards according to Marius Mey-
er the Chief Executive Officer of SA Board for People Practices (SABPP).
Getting the right people is equally important and articulating the values
very clearly is significant as well so that everybody would understand the
INDUSTRY NEWS· PAGE 21HR VOICE JUNE
DECEMBER
2018 2017
kind of drumbeat to which the organisation marches. welfare of Stellenbosch employees who are from the commu-
nity of Die Vlakte. The University as an employer has decided
Ethics is a key issue and the role of Human Resources is to to contribute meaningfully in uplifting the community of Die
drive the ethical culture in the organisation through conduct- Vlakte whom they are doing business with and at the same
ing training and coaching on ethics as well as the implemen- time they are making a direct contribution to their employees
tation of proper processes such as ensuring among others quality of life.
adherence to recruitment and selection policies so that the
right ethical culture is created in the organisation. Yes most psychosocial problems cannot all be addressed by
employers, however when employees realised the organisa-
HR should be very instrumental in assisting the organisation tion’s willingness to go an extra mile in contributing meaning-
to create and enforce a culture that is based on sound prin- fully to its employees’ wellbeing outside of employment, that
ciples so that people who are not comfortable with that cul- can significantly uplift the level of employees’ loyalty to the
ture, should eventually ship out. Such emphasis turns into a organisation. A step in this direction can create more value for
natural process of weeding out those who do not contribute. HR in all organisations.
Once the organisation succeeds in doing this, it makes a fair
contribution to the development of its people also weaves in Lihle Mndebele, ITAC
some mechanisms to deal with unwanted behaviour and at Senior Manager: Human Resources Management
the same time promotes a culture that is needed.
As indicated earlier on people are the most important assets
in any organisation and it is therefore important to ensure that
their welfare is the main priority that the organisation main-
tains.
In light of that, HR professionals should understand psycho-
social challenges that their employees are confronted with in
different communities they come from so that it can be incor-
porated into the values of the organisation. This can be both
beneficial to the organisation and to employees as well.
Being aware of such, can help the organisation in one way or
another in terms of taking informed decisions on what should
be offered to employees through their wellness programmes,
benefits and corporate social responsibility programmes. As
an example if the issue of education or housing is one of the
pertinent issues among others then the employer should de-
vise some creative means in terms of how it can assist in the
area of education or housing in a manner that can immensely
contribute in this area.
A classic example is the University of Stellenbosch versus Die
Vlakte community where the community was forcibly removed
in the 1960 through the Group Areas Act. Stellenbosch Univer-
sity benefited directly from these forced removals as substan-
tial part of that land forms part of the university.
Education in Die Vlakte was a potent socialising factor that
played an important cohesive role. The closure of schools that
had served the community for years meant that cultural cap-
ital was fragmented and squandered. Especially the closure
of Lückhoff Secondary School in Banghoek Road, which had
been in existence since 1937 and had an excellent reputation
as well as committed teachers, was experienced as a partic-
ularly heavy blow.
Last year the University announced that it would start a bursa-
ry scheme for the descendants of Die Vlakte victims as part of
redress. This initiative could be regarded as a social responsi-
bility programme or part of maintaining or contributing to the
INDUSTRY NEWS· PAGE 22HR VOICE JUNE
DECEMBER
2018 2017
EMPOWERING THE
YOUTH IN SOCIETY
- Naren Vassan
Youth Day on 16 June is a public holiday in South Africa and positive contributions to their communities. The theme for
commemorates a protest which resulted in a wave of protests 2018 is “Greening the Blue”, meaning “Going green”.
across the country known as the Soweto uprising of 1976.[3] It
came in response to multiple issues with the Bantu Education Based on the facts above, we the youth of today make changes
Act and the government edict in 1974 that Afrikaans be used and want to see the world in different perspectives, that cre-
as medium of instruction for certain subjects in black schools. ates opportunity to explore, test new thinking, walk the dis-
The iconic picture of Hector Pieterson, a black schoolchild tance that no one has done, become fit, dress differently (out
shot by the police, brought home to many people within and with traditional ways), use technology that makes life easy/
outside of South Africa the effect of the struggle during the quick/speed/ at a press-click of a few buttons information
Apartheid government’s reign. must be available and much more.
Do you know that Youth Day is celebrated in 18 countries The truth is that today’s youth do not read enough, they just
such as Albania (8th Dec), Angola (14th April) to Zambia (12th want information that meets the bear minimum called “fit-
March) and International Youth Day is 12th August. for-purpose or just-in-time”. We are too busy networking via
So what is the significance of Youth Day? According to the social media, playing games that allow us to explore new par-
United Nations’ (UN), International Youth Day is celebrated on adigms like “Monster Hunter: World” game, which is avail-
August 12 each year to recognize efforts of the world’s youth able via internet (using data) or gaming console “PS4, Xbox,
in enhancing global society. It also aims to promote ways to Nintando” just to name a few enabling ways.
engage them in becoming more actively involved in making
INDUSTRY NEWS· PAGE 23HR VOICE JUNE
DECEMBER
2018 2017
We the youth use the word called entitlement and it’s the 12. Why do I have to be the best in everything I do?
parents’ responsibility to look after the youth/children today. 13. What happened to basic life skills and respect to human-
My comments are “yes”, it’s limited to the basic necessity kind?
called “food, shelter, clothing on your back, basic education/ 14. Do we still have meals with the whole family? Or, do we
mannerism, respect for all life and human being, respect all eat in front of television set, computer or gaming console?
religion, but also know your roots (family, tradition), love for 15. What happened to the education system which providing
one another, treat everyone equal regardless of colour, sex basics of life, engagement in sports, good foundational
education, gender, ability and exposure to life”. The parent knowledge on mathematics, languages, science, relevant
role is to “provide” within their means (keeping one’s life style trade and financial skills that had a pass mark which con-
and basic values shared within the household), but youth of firmed that the youth had a fair basic background to be
today demands according to them what they should get that applied in the world of work?
is money, car, clubbing, drinking alcohol, drugs, sex (with pre- 16. The above questions must be answered by all – youth,
caution), branded clothing, mobility, time for networking, play workplace, educational institution and come with an ac-
games, flexibility, gym for networking, use of social media and tion plan that make you better citizen so that we do not
much more. blame someone for the missed opportunity.
The above is written based on what I have been exposed to, so
my questions are: HR Perspective:
1. What is the responsibility of parents today?
2. What is the role of schools? As HR Consultants/Practitioners we are responsible for sup-
3. What is the role of teachers? (pre-schools, at schools and porting the youth by ensuring that learnerships/internships/
academic institutions) bursary allocated are facilitated by a clear coaching and
4. Do we as parents guide our youth on careers that allow mentoring roles, as well as how we engage with the youth in
them self-sustainable (plumbing, electrician, mechanic, driving business values so that they become ambassadors of
engineer, artist, dancing/graffitist/sculpture), become tomorrow’s workforce. The youth is reliant on a good and pro-
entrepreneurs, be a boss of your own) fessional friendly environment so that they can demonstrate
5. What is the role of the workplace in terms of workplace their skills and knowledge.
learning for the youth?
6. Do we have coaches and mentors at work that provide Youth Perspective:
guidance?
7. What is the role of churches and other religious institutes You are the future of the workforce, you must embrace learn-
in preparing the youth for all the challenges and oppor- ing and share the skills and knowledge with fellow colleagues.
tunities of today? We are competing for employability but empowerment starts
8. What is the role of government by providing basic life with you. The world of work wants youth that is committed and
skills, education and support the to youth? willing to go that “ extra mile” to impress clients and manage-
9. What is the role of training institutions? Do they provide ment by applying the new knowledge for becoming a better
knowledge, skills and practical exposure so that the en- citizen who is ethical and display professionalism.
gaged learner will be able to demonstrate the required
task with confidence? Naren Vassan
10. What is the role of radio, television and social media plat- Head of Quality Assurance
forms to capacitate the youth?
11. What happened to the days when we played sports and
outdoor games?
INDUSTRY NEWS· PAGE 24You can also read
