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The value of auditing an organisation’s business processes and management systems is well accepted. Considerations include good governance, adoption of good practices and process improvement. Standards are considered to be “distilled wisdom” and are the result of international expert consensus. Therefore, by implementing an HR management system standard, organisations can benefit from global management experience and good practice.

Global and national standards bodies have developed and implemented standards in major functions such as quality management, environmental management, health and safety, energy and risk management.

The SABPP has developed a comprehensive HR Management system standard with associated assessment and scoring tools to enable HR Auditing.

The SABPP HR Audit is a process that sets the stage for true transformation in the HR strategy and services. It links HR systems and services to organisational objectives while focusing on the business needs of HR’s internal customers.


Since the SA Board for People Practices (SABPP) launched the first set of National HR Standards for South Africa and indeed the world in 2013, the HR Standards journey has progressed, not only within companies but also nationally and internationally.  The purpose of the National HR Standards is to reduce inconsistencies in HR practice,  and to improve the overall quality of HR practice within companies and at a national level.  The National HR Standards have become an overnight success and already expanded to several African  countries.  However, despite its rapid acceptance by employers, in the spirit of professional reflection the SABPP HR Standards team members were confronted with the following questions:

  • What will it help us to have national HR standards if these standards are not monitored, controlled and measured?
  • Is there a possibility that HR functions meet the standard if they do an internal self-assessment, but that the outcome could be different if independent external auditors would audit the HR function?
  • If we continue to lobby for HR professionals to achieve similar status to financial professionals in organisations, surely we could learn from the impact and success of financial audits?
  • If we know exactly what the shortcomings of the HR system within an organisation are, will that enable us to make significant improvements to HR functions over a relatively short period of time?
  • If consulting firms continue to audit HR functions according to their own criteria and methodologies and not according to the National HR Standards, are we perpetuating divergent and inconsistent approaches to HR standards?

Download the full Audit Report



Many companies have been working hard at implementing the Standard and are now ready to be audited against the 13 HRMSS and such audit roll-outs have already commenced.  In addition, we are encouraging organisations new to the Standard to  prepare themselves for audits at a later stage.  Exciting and real opportunities exist in the immediate future for auditing assignments, consulting/preparation work with organisations, conducting gap analyses against the Standard and helping put in place action plans to close those gaps in preparation for a certification audit.

This work could be done internally or by use of external consultants.

The HR Audit training workshops are therefore designed to cater for various categories of people wishing to work with the Standards, whether as an in-house facilitator, external consultant or auditor. 

Learn more about this opportunity in the Audit Report or visit the SABPP website at www.sabpp.co.za


Last modified onTuesday, 10 November 2015 20:11

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Gary Watkins

Gary Watkins

Managing Director


C: +27 (0)82 416 7712

T: +27 (0)10 035 4185 (Office)

F: +27 (0)86 689 7862

Website: www.workinfo.com
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