Memberships

HISTORY OF IPM

Established in 1945, the Institute of People Management (IPM) is a membership-based organization dedicated to equipping HR professionals, business leaders, and managers with the skills, tools, and mindsets necessary to achieve desired outcomes in both work and life.

OUR VISION

Our vision is to serve as a beacon of Thought Leadership in people management. We strive to integrate the best practices and practical applications gleaned from our members' experiences, evidence-based research, and field studies into all our learning and development initiatives. These endeavors are guided by seasoned practitioners, consultants, and academics, whose research serves as the cornerstone of our vision and propels our mission forward.

OUR MISSION

IPM's mission is to elevate the human resources and people management profession as a significant contributor to the sustainable performance of its members, organizations, and stakeholders in the economy. In doing so, IPM aims to become the premier and most trusted professional body for human resources and people management in South Africa and beyond.

OUR MANDATE

IPM's mandate encompasses several key objectives:

*Represent and govern a distinguished community of expert practitioners, specifically Human Resources and people management professionals.

*Promote public protection from malpractices in fulfilling professional duties and responsibilities, as expected of all Professional Bodies.

*Cultivate a sense of pride in association with all professions, including traditional trades and occupations.

*Develop professional designations for members, with the capability to monitor and revoke them when necessary.

*Establish and implement a Code of Conduct.

*Demonstrate a commitment to fair practices in awarding professional designations.

*Enhance public understanding of and trust in the profession.

*Encourage global best practices and elevate professional esteem.

*Facilitate access to and analysis of profession-related data for compliance with the National Qualifications Framework (NQF) Act.

*Support the development of a national career advice system.

*Promote continuous professional development (CPD) initiatives.

*Play a pivotal role in identifying suitable workplaces for work-integrated learning and assessing workplace experiences.*

*Take a leading role in identifying suitable education and training providers, including tertiary institutions.

*Advance the profession and the competencies of its members by administering Board examinations.

*Further the objectives of the NQF.