Towards the development of a substantive professional-in-training model for the human resource profession

Orientation: The Preamble of the Constitution of the Republic of South Africa (South Africa, 1996) states as one of its objectives: ‘to improve the quality of life of all citizens and free the potential of each person’. This would include Human Resource (HR) professionals, regardless of their age, gender, culture, industry or job location and level. On entering the HR profession, candidates should go through a professional-in-training model (PITM) that could feasibly be sustained as a lifelong process, enabling them to progress through a professional registration path and continuing professional development (CPD) for their entire careers. Research purpose: The objective of this study was to develop a substantive PITM for the HR profession. The purpose explores the need, content, governance and limitations of such a model from the perspective of a professional HR governance body in South Africa. The perspectives of other HR stakeholders could form part of further studies. The motivation for this study: There are currently various developmental routes HR professionals may take in South Africa. These include HR learnerships, internships, recognition of prior learning (RPL), tertiary education opportunities to obtain HR qualifications and CPD. However, an overarching, national HR PITM does not exist at present, and a clear entry, progression, exit, and governance framework for the profession is urgently needed. The absence of such a model could have negative effects on the profession in various ways. This study aims to fill this gap in professional HR development. Research approach, design and method: The research approach was qualitative and an in-depth data analysis and semi-structured interview approach was employed. The sample consisted of staff employed by an HR professional governance body in South Africa. The nature of this study is an exploratory analysis of HR professionalism. Main findings: There is a need for a nationally accepted PITM for the HR profession in South Africa. Key aspects of the model should be standardised by means of a multi-stakeholder approach to ensure consistency and credibility in the profession. The model should demonstrate a relationship between legislative intentions and frameworks, such as the National Qualification Framework (NQF). Practical / managerial implications: The proposed model will have theoretical and practical significance for the HR profession. The results of this study support the need for an impact model with a 40- to 50-year professional career path focus. This implies that the model will be founded on HR standards and competencies. Contribution: This proposed model affords noticeable entry and exit levels in the HR profession. The actuality of work-integrated-learning (WIL) and the reduction of unemployed graduates in the HR sector are integrated into this theoretical account. This model provides realistic expectations for HR professionals and will be of practical value for government, professional governance bodies, the HR industry, academic institutions and students. The model is realistic, uncomplicated and will serve as a reliable example of professional conduct.Dissertation (MPhil)--University of Pretoria, 2018.Human Resource ManagementMPhilUnrestricte