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Professionalism in HR:

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'Maintain a high standard of professional conduct and integrity' ... A professional accreditation will ... Promoting and living our Codes of Conduct / Ethics ... – PowerPoint PPT presentation

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Title: Professionalism in HR:


1
  • Professionalism in HR
  • What do we want?
  • and
  • How do we get it?
  • By Gary Taylor

2
What does the HR body Want?
  • to be valued as strategic business partners
  • to be paid like other executives!
  • to professionalise our image
  • to define the profession and determine who is
    in

3
So What Have We Done?
  • Established professional bodies (e.g. IPM, SABPP,
    HRCOSA)
  • Enhanced our education and training
  • Codes of Conduct
  • Drafted an Human Resource Profession ACT

4
What Might Accreditation Deliver?
  • Achieve better status for HR, such as with C.A.s
  • SABPP to set standards for Registration levels
  • Protect the public from unethical HR practices
  • Maintain a high standard of professional conduct
    and integrity

5
Concerns With Regulatory Approach
  • Cannot legislate HRs value to the CEO or
    shareholders
  • Scope of HRs role is impossible to define (e.g.
    transformation, people management)
  • Cannot prescribe to businesses who to employ in
    HR roles. Therefore, cannot make HR exclusive
    (hence revisions to Draft 1)
  • Shifts the focus from qualitative (value add) to
    quantitative (CVs)
  • Process followed in driving the Act thus far

6
Strategic vs Professionalism
  • A professional accreditation will attest to my CV
    (inputs)
  • But only my performance will attest to the value
    I add (outputs)
  • Does an HR practitioner need a ticket to
    perform?
  • NB My electrical compliance certificate must be
    issued by a qualified electrician, but that
    does not make the electrician strategic to my
    business

7
Problems With The ACT
  • Not demanded by society (for protection)
  • Not demanded by business (for value)
  • Not demanded by Dept of Labour (for
    conduct)Therefore
  • Driven by HR bodies for their own purposes
    (funding, membership, status, internal
    regulation, positioning vs other HR bodies))
  • Advocates CPD, which has failed the medical
    fraternity
  • Only 2 sentences deal with Conduct

8
Remember
  • s 70. The SABPPs Code of Conduct governs
    members of the SABPP and Regulations issued from
    time to time in the Government Gazette.
  • s 71. Matters of correction (disciplinary)
    actions are governed and executed according to
    the LRA.
  • Essentially, there are no details as to how
    the public will be protected, from what, or how
    high standards of conduct and integrity will be
    maintained
  • Enforced registration is impractical and
    undesirable
  • Voluntary registration doesnt require an Act of
    Parliament

9
So What Should We Be Doing?
  • Promoting voluntary professional association
  • Promoting voluntary professional accreditation
  • Promoting and living our Codes of Conduct /
    Ethics
  • Encouraging HR Professionals to champion national
    issues e.g. transformation
  • Encouraging HR professionals to deliver value
    added HR services which are relevant to business
    strategy

10
Conclusion
  • True professionalism is not about a ticket or
    license (except psychometrics)
  • Yet even Psychology has been regulated and
    registered for years. achieving what strategic
    relevance for HR or business?
  • We earn (not regulate) our role as strategic
    partners
  • Our status is a by-product of our performance in
    the organisation

11
THANK YOU
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