Wilhelm Crous and Marius Meyer highlight the findings of Knowledge Resources’, 3rd annual, HR Survey 2011. The objectives are to determine the general trends in the HR discipline; establish needs and priorities of HR practitioners, HR departments and organisations; determine the general competency levels; the use and application of HR Metrics; the capacity levels of HR practitioners; as well as future challenges that are posed.
by Wilhelm Crous and Marius Meyer
Wilhelm Crous, Managing Director, Knowledge Resources - http://www.kr.co.za/ Marius Meyer, CEO, South African Board for People Practices (SABPP)
The survey was distributed to the HR database of Knowledge Resources, compromising over 22 000 individuals as well as to the South African Board for Personnel Practice, representing 4 675 registered members. The distribution of the survey was done electronically and respondents completed the survey online.
A total of 432 respondents were received, representing 1,13 million employees and 15 889 people employed in the HR departments. This figure excludes general administration and clerical staff in their HR departments.
The respondents were mainly from the following industries or sectors of the economy: Manufacturing – 13.37%; Banking and Financial Services – 11.58%; Consulting – 10.37%; Education – 9.78%; Mining and Quarrying – 6.79% and Wholesale and Retail Trade – 5.99%.
General Competence Levels of the HR Department The HR fraternity, as represented by these respondents are much more confident about their competency levels than say two years ago. Sixty-five percent indicated that their competency levels are higher than five years ago. That is a substantial increase since 2009 when 57% reported a higher competency level than five years earlier. The most significant change since 2009 is the fact that only 11% reported that the competency levels are lower than five years ago as opposed to 20% in 2009.
At which level is the biggest need for competency building experienced? Although respondents view the existing competency level of their departments as better than before, there is still a substantial need for greater competency building at all levels of HR Practitioners. That need has increased compared to 2010. The biggest need is at Mid-HR Management level. Sixty percent of respondents indicated that there is a great need (4 or 5 on the 5 point scale) compared to 55% in 2010. The biggest increase in need is at entry level, i.e.: 59% in 2011 as opposed to 51% in 2010. This confirms the general perception that new entrants to the profession requires more practical experience and a great deal of mentoring in order to make a productive contribution. Also, the professional bodies in the HR field should provide more and better opportunities for these new entrants to familiarize themselves with the profession and to network and learn more from the leaders and “grey beards” in the field. »