What is the purpose of the People Practices Champion membership category?
Registration on the professional levels of the SABPP requires qualifications (either in HR or in other related disciplines), plus appropriate experience and a current position within the HR field. This does not provide for people in the following categories who are interested in registering with the SABPP to gain professional knowledge and support:
- With no qualifications at all but working within the HR field
- With no current position in the HR field, no HR experience and qualifications either in HR or other disciplines (this might include for example, line managers who want to gain knowledge in people practices or have a keen interest in them, and it might also include HR graduates who cannot find an entry level job in HR).
A separate category is therefore created, outside the professional levels of the SABPP, of People Practices Champion. This will not carry professional status and may not be used as a post-nominal title.
People Practices Champions will help the SABPP to promote ethical and sound people practices across organisations.
Would People Practices Champions ever become eligbile to register in the professional categories of the SABPP?
Registration on the professional levels remains the preferred option for any person working within the HR field. PPC membership is not intended to provide an alternative to professional registration.
Accordingly, people working in the HR field, but not eligible for professional registration due to lack of qualifications, are encouraged to enrol for formal qualifications in the field, which will enable them to access the professional levels of registration. A PPC who wishes to undertake formal studies is encouraged to change their registration to that of an HR Candidate Professional, and he or she will be allocated a Candidateship Supervisor who will assist them through their study programme.
What benefits are offered to PPC members of the SABPP?
|Open to PPC Members||Not open to PPC Members|
|Discounted publications, products and services, included discounted attendance at SABPP and alliance events||Evaluation of qualifications, experience and levels of work by the Professional Registrations Committee.|
|Newsletters and other emailed information. Access to member-restricted content on the SABPP website.||Uploading of professional designation to the National Learner Record Database.|
|Membership of SABPP committees by invitation based on specific expertise required for the work of the committee.||Mentoring for professional development under the SABPP mentoring programme. (But see the previous section in this document for conversion to Candidate status.)|
|Award of Continuing Professional Development points for attendance at designated events, either for personal development purposes only, or in accordance with the requirements of other professional bodies (the SABPP will negotiate reciprocity with these bodies where possible).|
Will PPC's be expected to sign a code of conduct and be held to it?
SABPP PPCs in HR positions will be expected to adhere to the SABPP’s normal professional Code of Conduct (Appendix 1). Complaints against SABPP PPC’s will be handled in terms of the normal process as outlined in the Code of Conduct.
SABPP PPCs in senior line positions will be expected to champion ethics and sound people practices in their organisations and economic sectors. They will be the “HR Voice” among line managers and the “line voice” among HR people to encourage HR-business alignment. A tailored Code of Conduct will apply to SABPP PPCs in line positions (Appendix 2). The SABPP has no specific jurisdiction over line manager PPCs and therefore no complaints procedure can be put in place.
We would like to register several people as PPC members of the SABPP. Can we apply for corporate registration?
A corporate membership option has been created to offer discounts for organizations seeking to register ten (10) or more members of staff (which may include a mix of HR practitioners to be registered on the professional levels and PPC’s). Corporate members will receive the same benefits as individual members, but will also receive at least one personal visit per year by the CEO, or a SABPP board member or mentor to update them on developments in the HR field. In addition, corporate members have automatic seats at board committees and may influence decision-making and projects. However, each individual still needs to complete an individual registration form, but one person inside the company acts as the central coordinator.
Renewal fees are payable annually. Given the size of large companies, and possible budgetary restraints, companies may either pay the fees for their staff members, or subsidise the fees for individuals as part of its retention or employee development strategies. Members, however, have an individual relationship with the SABPP and retain this if and when they move employer.
The corporate registration fee structure is as follows:
|No.||Number of Registrations||Discount on Registration Fee|
|1||10-20 HR Staff members||7.5%|
|2||21-50 HR Staff members||15%|
|3||51-100 HR Staff members||20%|
|4||101-150 HR Staff members||25%|
|5||151-200 HR Staff members||30%|
|6||201+ HR Staff members||35%|
Who are the SABPP alliance partners and how can I benefit from these relationships?
Formal alliances have already been set up with the following organizations, but other alliances are also under consideration:
|Alliance Partner||Benefit and Contribution|
|Assessment Centre Study Group (ACSG)||Collaborating to improve assessment practices in South Africa.|
|Association for Change Management Practitioners (ACMP)||Collaborating to promote sound change management practices.|
|Association for Skills Development Facilitation of South Africa (ASDSA)||Sharing of knowledge and platforms to advance skills development in South Africa.|
|ASTD Global Network South Africa (branch of American Society for Training and Development)||Access to global training and development best practices applied to South Africa, as well as annual ASTD State of the SA L&D industry report.|
|Chartered Institute for the Management of Assessment Practices (CIMAP)||Collaboration in the interest of promoting sound assessment and moderation practices.|
|Coaches and Mentors of South Africa (COMENSA)||Building the capacity of mentors and coaches in South Africa, and sharing of resources and promoting professionalism.|
|Executives Global Network South Africa||Round table groups of CEOs, CFOs, CIOs and CHROs providing high level strategic information for SABPP.|
|HR Forum||Sharing of information and platform for professional HR electronic discussions.|
|HR Future||Free digital version of HR Future magazine.|
|HRD Universities Forum (HRDUF)||Consortium of 16 universities collaborating to research and enrich HRD curriculum in higher education.|
|Institute of Municipal Personnel Practitioners of Southern Africa (IMPSA)||Advancing the HR profession in local government.|
|Institute of People Management (IPM)||An alliance to advance the HR profession in South Africa.|
|International Society for Performance Improvement, SA chapter (ISPI-SA)||Standards will be set for performance improvement in South Africa.|
|Knowledge Resources||Joint seminars and research, e.g. annual HR survey.
Free digital version of Human Capital Review.
|Productivity SA||Working together to improve productivity and our competitiveness as a nation.|
|South African Graduates Development Association (SAGDA)||Working together in developing HR students, and finding employment for them.|
|South African Graduate Recruiters Association (SAGRA)||Working together to spread best practice in graduate recruitment and development.|
|South African Payroll Association (SAPA)||Sharing of knowledge to advance payroll and HR professionalism.|
Where can I find more information about SABPP?
|General Enquiries, Seminarsemail@example.com|
|Marketing and Stakeholder Relationsfirstname.lastname@example.org|
|ETQA and CPD||LQA@sabpp.co.za or email@example.com|
|HR Research Initiativefirstname.lastname@example.org|
|Inputs on overall Strategy and Governanceemail@example.com|