DESIGNATION ID	DESIGNATION TITLE
302	CHRP - Chartered Human Resource Professional
PROFESSIONAL BODY	DESIGNATION STATUS
SABPP - South African Board for People Practices	Reregistered
SAQA DECISION NUMBER	REGISTRATION START DATE		REGISTRATION END DATE
SAQA 156/22	2022-05-10		2027-05-09

DESCRIPTION:

HR Team Effectiveness for HR efficiency: Frame a clear and easily implementable HR Policies. Nurture and develop a motivated HR Team to meet business requirement. Develop the collective knowledge of the HR team to handle complex and crisis situation arising due to dynamic and changing business environment. Create a complementing skills based team such that various HR aspects can be addressed and there are varied competencies and skills the team has to be handle the entire gamut of HR responsibilities ranging from HR design to HR delivery. E.g. recruitment specialist, L and D experts, Business HR. Plan and implement an effective HR Plan that is aligned to Business Plan and overall organisation people agenda. Deliver Business Expectations to attain HR credibility: Execute manpower planning and budgeting to have a road-map for recruitment assignments. Manpower hiring as per the recruitment plan agreed along with the Business heads/department heads. Keep ears to the ground and reach out to all employees through communication with employees at regular intervals to gather insights at workplace and feed them back appropriately to the leadership team of the organisation. Plan and execute suitable interventions to keep the employees motivated. Act as a business partner and provide dashboards/analytics to business heads/department heads to help them have a pulse of their team. Provide employee development and counselling assistance to employees/team members to enhance employee performance and productivity. Take adequate measures to retain good employees, ring fence high potential employees. HR Delivery Agenda to executive effective HR practices: Ensure Statutory Compliant status at all times. In case of a widespread organisation, HR visit calendar to all locations is made and followed. Executing "Employee Engagement" initiatives to keep people together and make the workplace exciting, rewarding and engaging. Drive an effective Learning and development agenda that impacts the employees and the businesses. Evaluate and improvise the current HR Practices to keep with time and external benchmarks. Update HR policies in line with the business and organisation requirement. Keeping and updated Employee Handbook with all relevant details and information. Design, update and share SOPs of all HR processes. Conduct periodical employee surveys to collate insights at workplace and in turn design employee interventions accordingly to address concern areas. Support and counsel business managers to effectively manage teams to ensure higher employee productivity. Have an updated repository of Job descriptions for all roles in the organisation along with measurable performance indicators for each role. Maintain employee records and files in order for ease of reference (both On-line and physical copies of the records). Communicate with employees and business heads for better alignment. Be astute to handle dynamics at the workplace and help employees to overcome crisis situation.

AWARDING CRITERIA

For the Professional Designation to be awarded, professionals must comply with the following minimum requirements:

Underlying Registered Qualification or Part Qualification:

Complete an NQF Level 8 (Honours Degree) qualification in Human Resources.

Experiential Learning or Experience

Must have completed four years of relevant work experience at senior management level within Human Resources.

Competency Assessment

Not applicable however in discussion with the board for implementation various designation levels.

Designation RPL Statement

This Designation may be awarded through Recognition of Prior Learning.

RETAINING CRITERIA

In order to ensure the currency of professional knowledge and to retain the Professional Designation, the professional must comply with the following minimum requirements:

Code of Conduct

Members must adhere to the Professional Body Codes of Conduct and Ethics.

Continuing Professional Development (CPD)

Goal of CPD: The goal of CPD is to facilitate a culture of lifelong learning amongst members of the HR Profession, create learning opportunity and sustained professionalism. It is the Life Blood of the HR Profession. Principles: The following principles guide the actions of the CPD Committee: An understanding among practitioners of the importance of continued professional development is critical to the promotion of HR professionalism in South Africa. The content of the CPD courses and other activities should be based on: > The current needs of the professionals. > Evidence based practice. > Up to date HR knowledge. > Professional standard and competency within SABPP Model. There is an ethical obligation of HR Practitioner to regularly enhance their professional competence by CPD as stated in the SABPP code of ethics. CPD should complement and update knowledge and skills but not replace initial education in HR practices. CPD should eventually be part of the professional accreditation process and career development. CPD seeks to encourage ongoing learning and skill development, in the interests of remaining relevant as a profession. While it does not exclude formal education, it also includes other learning processes including, for example, job-based learning, skill development programmes, seminars, conventions and professional body functions, researching and writing journal and other articles, lecturing and speaking engagements, mentoring and being mentored. HR professional development must be based on actual practice in the real world of work. SABPP will guide professional development and recommend learning activities that support current HR priorities. SABPP CPD Requirements: The SABPP - CPD policy requires the following ongoing learning by members: Awarding 1 CPD Point for every 4 hours of learning: 120 hours (30 Points) in a three year rolling cycle with a minimum of 60 hours (15 Points) being verifiable; a minimum of 20 hours must be recorded each year (these may be verifiable or non-verifiable). Members may under certain circumstances apply for exemptions or reductions in terms of the evidence presented to CPD Committee. CDP Recognition: Continuing Professional Development (CPD) through ongoing learning constitutes both verifiable and non-verifiable evidence: Members are required to provide proof to FPI of their CPD activities. Members are required to accumulate 65 CPD points in a two year period by completing a range of accredited activities such as: > Attendance at workshops, seminars and information sessions. > Giving presentations to inside and outside groups. > Running workshops. > Writing articles for in-house and general publications. The FPI decides on the points each activity is worth. The CPD Committee ensures that CPD activities certification requirements are co-ordinated.

Fees

Ensure that the annual membership fee is paid.

PROFESSIONAL DESIGNATION PROGRESSION PATHWAY (The Designation being reported on here is shown in italics.)

Sequence	Designation ID	Designation Title
1	302	CHRP - Chartered Human Resource Professional
2	303	MHRP - Master Human Resource Professional

PROFESSIONAL BODY WEB ADDRESS:

For more information on this Professional Designation, please visit http://www.sabpp.co.za