The role of HR Executives is transforming, positioning them as strategic leaders essential for driving organizational success. By integrating people, data, and financial insight, HR professionals can align their strategies with corporate objectives, enhancing overall performance and fostering a collaborative work environment that cultivates growth and innovation.

08 April 2026 (09:00)

The fast-changing pace of the world of work and its concomitant demands on the HR business partner (HRBP) requires that HRBPs be vigilant about such changes and their related impact on their performance as individuals and the HR function in general. A HRBP who merely spectate these developments in the world of work will soon be irrelevant if not already irrelevant. With the constant and relentless pressures from our stakeholders that HRBPs should continuously deliver sustainable value to business, we must be relevant at all times. The carefully designed and packaged Modules in this Course seek to broaden your thinking horizon and make you aware of the various aspects of HR business partnering within the constantly changing workplace; emerging internal and external organisational trends; and various considerations on reshaping your value proposition towards business and thus emerge as a trusted partner and“ go-to” resource.

14 April 2026 (09:00)

16 April 2026 (09:00)

What a Job Profile is and how it impacts all the other HR and Remuneration processes Overview of Paterson Job Evaluation Foundations, Rules and Principles Basics of Salary Structuring (Pay Scales, Surveys and Equal Pay for Work of Equal Value) Total Package Overview and Benefits Performance Management and Performance Related Pay Overview and considerations when Linking Pay to Performance) Variable Pay (Overview and Basics Long-Term and Short-Term Incentive Design Principles) Basics of Employee Engagement and Career Paths Basics of Remuneration Strategy

20 April 2026 (09:00)

The HR function has in the past faced challenges in organisations where it is seen as merely an administrative function and not necessarily contributing to the achievement of the organisation’s strategic business objectives. The HR function has evolved over the years and is now regarded as a business partner that contributes to the achievement of the HR strategy which in line with the organisation’s strategic business objectives. The HR Service Delivery is an important tool to ensure the HR function delivers on its mandate to assist the organisation achieve its business objectives. HR Service Delivery assists the HR function to improve its effectiveness and efficiency. HR Service Delivery models ensure that the HR function is well suited for the type and size of organisation.

23 April 2026 (09:00)

Building upon the Foundations Ethics workshop, this second workshop in the SABPP series deals with how HR practitioners should lead ethics within their organisation. Organisational ethics is based on sound organisational values and a healthy culture. An ethical culture is one of the governance outcomes contained in the King IV Code of Corporate Governance. The role of the HR leader and the HR function in the organisation in supporting and driving ethical behaviour is critical.

29 April 2026 (09:00)

This special event aims to inspire all practitioners and Executives in the HRM field, offering a valuable platform to expand knowledge, sharpen skills, and explore the latest trends shaping the Future of work in the HR industry. Together, we will learn more about the need for a better understanding of the nature of the new world of work and the competencies expected from employees. It will also consider the challenges of the post-COVID-19 world and offer a futuristic perspective on the competencies needed in the foreseeable future.

30 April 2026 (16:00)

HR Management plays a critical role in the success of an organisation, and this role cannot be played successfully unless the practitioners behave ethically themselves and energetically drive and support the creation and sustenance of an ethical culture in the organisation. The building of an ethical culture is one of the key corporate governance outcomes of the King IV Code of Corporate Governance for South Africa.

05 May 2026 (09:00)

07 May 2026 (09:00) 1495 Setperk Road, Ruimsig, 1724

To obtain maximum value from our two-day course on realigning the HR Strategy and HR policies to the relevant HR standards and the post-pandemic word of work, ideally, you have already attended the SABPP HR Standards Course(but not a prerequisite), and you now want to apply your knowledge and skills in at a higher and more complex level of HR strategy and policy development.

12 May 2026 (09:00)

This course builds the foundation for data-driven HR by focusing on what to measure, how to measure it, and how to align HR metrics with business strategy. What you will learn- • Master core HR metrics across productivity, recruitment, retention, compensation, efficiency, workforce demographics, and learning &development • Design and implement an HR scorecard aligned to organisational strategy • Build compelling business cases using HR metrics • Strengthen executive-level HR reporting credibility

15 May 2026 (09:00)

The PPGS System Model (PPGSSM) incorporate the global best practice in Human Resource Management (HRM) which is aligned to the needs of the South African business context. The Standards are based on a system model that encompasses the four phases of good quality management practices, i.e., prepare, implement, review, and improve, but contextualised for the field of HR Management, whereby organisations can then measure their HR practices through SABPP HR Audit function. The HR audit provides external combined assurance of the quality of an organisation’s HR system.

19 May 2026 (09:00) SABPP  House, 1495 Setperk Road, Ruimsig, 1724 

Building upon the Foundations Ethics workshop, this second workshop in the SABPP series deals with how HR practitioners should lead ethics within their organisation. Organisational ethics is based on sound organisational values and a healthy culture. An ethical culture is one of the governance outcomes contained in the King IV Code of Corporate Governance. The role of the HR leader and the HR function in the organisation in supporting and driving ethical behaviour is critical.

22 May 2026 (09:00)

Disciplinary processes form an essential part of employment or labourrelations management and cannot be isolated from an organisation’s grievance processes. The effective management of discipline relates to communication of expected standards of conduct and performance and the management of transgressions of organisational policies, rules, and procedures through a defined, regulated process whose output is appropriate sanctions or alternative outcomes that are perceived as fair and ethical by all parties to the process.

27 May 2026 (09:00)

HR Management plays a critical role in the success of an organisation, and this role cannot be played successfully unless the practitioners behave ethically themselves and energetically drive and support the creation and sustenance of an ethical culture in the organisation. The building of an ethical culture is one of the key corporate governance outcomes of the King IV Code of Corporate Governance for South Africa.

04 June 2026 (09:00)

The PPGS System Model (PPGSSM) incorporate the global best practice in Human Resource Management (HRM) which is aligned to the needs of the South African business context. The Standards are based on a system model that encompasses the four phases of good quality management practices, i.e., prepare, implement, review, and improve, but contextualised for the field of HR Management, whereby organisations can then measure their HR practices through SABPP HR Audit function. The HR audit provides external combined assurance of the quality of an organisation’s HR system.

09 June 2026 (09:00)

25 June 2026 (09:00) 1495 Setperk Road, Ruimsig, 1724

HR Management plays a critical role in the success of an organisation, and this role cannot be played successfully unless the practitioners behave ethically themselves and energetically drive and support the creation and sustenance of an ethical culture in the organisation. The building of an ethical culture is one of the key corporate governance outcomes of the King IV Code of Corporate Governance for South Africa.

01 July 2026 (09:00)