| DESCRIPTION: |
The Institute of People (IPM) is SAQA recognised Professional Body for the purpose of NQF Act 67 2008, IPM aims is to provide appropriate, relevant knowledge and information on effective leadership.
IPM Vision: The portal to thought Leadership in People.
Mission: To be the Leading and Trusted HR Professional Body of choice and Aims to achieve this through:
Being a Portal to Thought Leadership in People Management issue.
Enhance and building the reputation of the HR Profession.
Contributing to the national agenda through critical skills development program as well large scale societal impact programs.
Building capacity and capability of HR professionals and ensuring that they operate in terms of the highest professional and ethical standards. |
| AWARDING CRITERIA |
| For the Professional Designation to be awarded, professionals must comply with the following minimum requirements: |
| Underlying Registered Qualification or Part Qualification: |
Professional Membership of the Institute of People Management is critical requirement for practicing HR professionals. Professional Membership eligibility is determined by satisfying the minimum education and/or knowledge, management, leadership and functional skills and experience requirements as laid out in the IPM Membership Criteria for membership. IPM Members must adhere to the IPMs Professional Code of Conduct and follow the guidelines of the IPM Continuing Professional Development Policy.
Academic Component:
Executive Professional Member (IPMEP) Qualification: Holds a minimum of an IPM (SAQA) recognised Masters degree level qualification or Masters equivalent or the equivalent knowledge, skills and experience as laid out by IPM in terms of knowledge. |
| Experiential Learning or Experience |
| Has at least 12 years of practical experience in human resource management and development.
Ability to work with a variety of organisational leadership styles to build consensus around HR strategy and tactics.
Demonstrated background in talent management and leadership management.
Proven ability to attract and retain outstanding talent and assemble and motivate high performance teams.
Ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity.
Superior interpersonal communication and presentation skills as well as proven organizational skills.
Skills should include organizational development, personnel management, budget and resource development, and strategic planning.
Excellent people skills, with an ability to partner with a dynamic leadership team.
Personal qualities of integrity, credibility, and commitment to the mission of the organisation.
Flexible and able to multi-task; can work within an ambiguous, fast-moving environment, while also driving toward clarity and solutions; demonstrated resourcefulness in setting priorities and guiding investment in people and systems. |
| Competency Assessment |
| N/A |
| 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) |
The Institute of People Management strongly supports Continuing Professional Development for all professionals. Members of the Institute are required to reflect on and review their knowledge and skills levels and requirements regularly. This allows them to uphold their professional commitment to providing informed and insightful information, advice and guidance on effective human resources management and development (HRM & D) for all stakeholders, including employers and employees.
Continuing Professional Development establishes and maintains good practice within the HR profession and helps to build forward looking approaches which ensure HRM & D remains relevant and effective into the future. In this way, Continuing Professional Development builds the Profession and adds value for organisations, in addition to opening up new career opportunities for individuals.
The Institute's Code of Conduct, which members undertake to abide by, states that members must demonstrate a steadfast commitment to enhancing individual learning and development and to establishing the processes and structures that will assist the organisation to meet its current and future business objectives. This commitment should be well-evidenced through the care taken to ensure those working for them have the appropriate level of competence, supervision and support.
The IPM holds the strong view that maintaining and enhancing professionalism and competence through CPD activities is of strategic importance.
Members must take individual responsibility for their own professional development.
They must maintain a record of CPD activities undertaken throughout the year. The Institute of People Management has provided a log for this purpose.
A range of activities should be undertaken in order to build up CPD over the year. Activities can be broken down into verifiable and non-verifiable activities.
Verifiable activities include formal face to face learning on courses and programmes, structured online learning, membership and participation in relevant professional discussion forums. For verifiable activities, evidence of attendance and or completion must be supplied such as a certificate of attendance or an assessment of work.
Non-verifiable activities include coaching, mentoring, seminars, delivering lectures, conferences, networking events, webinars, reflection notes detailing on the job learning, reflection notes on participation in new initiatives or project work, inside and outside of the organisation. Activities can also include reading articles and books.
The lists of verifiable and non-verifiable activities are not inclusive and further guidance on activities can be sought from the Institute.
Broadly 70% of activities should focus on areas of human resources, and 30% on other business relevant areas.
Members at Associate and Professional Membership level are expected to complete a CPD log evidencing a minimum of 6 days of development each year.
The Institute operates from a position of trust and accords each member with responsibility for their own professional development. We will not ask you to submit your CPD when applying to renew your membership. We do however reserve the right to request to review your log as part of our quality assurance processes. We will randomly ask Associate and Professional members to submit their log to date. We will provide you with a period of 7 working days to ensure your record is full and complete and reflects all the activities you have undertaken. |
| Fees |
| Ensure that the annual membership fee is paid. |
