adolinda ann naicker - profile updated 3

Miss Adolinda Ann Naicker (MBA, PG Dip Business Management, B Soc.Sci, Dip: HRM) [email protected] 079 108 8154

PROFILE SUMMARY :

Ann Naicker has worked across multiple industries within her 17year working career. This includes both the private sector and the public sector (locally and internationally). Oracle (SA), MTN, Edcon, Woolworths, SABC , Hollard, Mutual and Federal, MultiChoice, Eskom and Transnet (Pipelines) are amongst the highly successful companies that she has contributed to their success, managing diverse and multiple portfolios at stepped levels within her corporate career, namely from junior management levels to executive management.

As a firm believer in academic empowerment, she has studied various disciplines within the commerce fraternity (marketing, business administration, finance, technology, law), social science (sociology, psychology, gender studies, human resources) and medical fraternity (sexology). Ann Naicker holds a Diploma in Human Resources Management (Dip:HRM), a degree in Social Science (B.SocSci), a Post Graduate Diploma in Business Management(Post Grad: Dip: Bus Mgt) and a Masters in Business Administration(MBA). She is currently reading her Doctorate in Leadership – Leadership and Change.

Ann believes that ‘Service to Mankind, is Service to GOD”, as such, she spends her private time by contributing to the economic and social development of communities, girls and women in particular. Having been the Executive Director of the Business Women's Association (BWA), she has successfully piloted an empowerment camp for underprivileged girls. She has now partnered with the ‘Business Professional Women’s” Network (BPW) to further her empowerment goals of youth development and has hosted 6 successful youth empowerment camps within which she had trained 550 young ladies to date. She has also adopted a rural community of 10 000 people (Limpopo) and through her interactions with various corporates', she is developing the community economically and socially.

Ann Naicker is currently mentoring 5 professionals within the HR/OD/Business fraternity and she enjoys seeing the growth in her students and them advancing in their careers. She also has a mentor and coach to guide her as she believes that she should also be on top of her game in order to remain relevant and abreast of current practices.

Ann Naicker is also an international speaker and has represented the country and the continent in International Conferences in advancing the female agenda of empowerment as well as corporate social responsibility.

Though Ann Naicker values intellectual versatility and appreciates diversity, her corporate focus is centered within the IT and Human Resources disciplines at senior to executive management level. Her areas of focus are: Leadership Development, Change Management, Culture, Organization Design and development, Transformation, Systems and Structures, Strategy Formulation, Performance Enhancement, Process engineering,

"Apart from LOVE, there is no greater gift than the gift of GROWTH"(Unknown)

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mailto:[email protected]

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FORMAL EDUCATION - BALANCE SHEET

COMPLETED - QUALIFICATIONSQualification Period Institution MajorsMaster's in Business Administration (MBA)

2001 - 2003 UKZN Technology: E-Commerce StrategiesInternational Human Resources

Post Graduate Diploma in Business Management

1999 -2000 UKZN E-Commerce, Information Technology, Human Resources, Marketing, Finance, Strategy

B.Soc Science 1995 - 1998 UKZN MarketingBusiness Administration

National Diploma: HRM

1992 - 1994 DUT Human Resources, Industrial RelationsTraining ManagementLabour Law/EconomicsBusiness Economic

CERTIFICATE STUDIESQualification Period Institution Majors

Certificate in Global Information and Telecommunication Regimes

Jan 2004 - Dec 2004

Michigan University/Wits university

Telecommunication Regimes and Regulations

Certificate in Computer Networking

Jan 1991 - Dec 1991

Compu-Tek NetworkingComputer Data Processing

WORK IN PROGRESSQualification Period Institution MajorsPhD – Leadership & Change Management

March 2013 to date

UKZN Future of Corporate Social Responsibility in relation to the SA national development plan

B. Sexology Aug 2010 to -date

Academy of Sexology

Human Sexology (two modules to complete)

MATRICQualification Period Institution SubjectsMatric Exemption Dec 1990 Umkomaas

Secondary School

Mathematics, Physical Science, Biology, Home Economics, English & Afrikaans

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CORPORATE CAREER JOURNEY - BALANCE SHEET

1. Transnet (Pipelines) SOCDesignation Culture/EE/Wellness/EAP/Change Manager/Acting Capacity Building

ManagerTenure September 2014 – March 2015 (6month contract)EE/Wellness/EAP/Culture/ChangeImplementation of Culture Chart Scoring/ Roll out the Chief Executive Awards,Implementation of EE Plan and Control FrameworkFacilitate EE/Disability and Diversity TrainingImplementation of Transnet Change Management MethodologyCapacity BuildingCo-created draft training plans (Recovery Plan (Q4) and 2015/2016 Training Schedule) so as to service business with the necessary planned training required and avoid any form of controlled risk.Successfully managed the collection of the 7 day Vendor payments (October 2014 – December 2014 payments – so as to manage the reputational risk of Transnet and to comply with the supplier/vendor contract as well as BBBEE arrangements (ED)).Co-created the Training / Procurement strategy and the execution thereof, to facilitate the procurement of preffered suppliers – so as to manage the risk of not providing training services to the business due to supplier unavailability.Focus on the implementation of the Capacity Building strategy, which includes current programs underway (preparation and partial implementation), namely: Depot Manager program, Mentoring and Coaching, Operations Learnership, RPL within Operations, Techno-Girl Initiative, HR Capacity building.

Competencies Labour Law/Transformation (EE, Disability Management), Disciplined Execution, HR Product Design, Process Mapping, Integration, Systems Thinking, Mentoring & Coaching, Governance, Attention to detail, People Management practices, Intellectual versatility, Cross Cultural skills, Change Leadership/Resilience, Project management, Strategic thinking,

Achievements Co-created and managed a successful culture/change road-show, Formulated the

Culture Charter Analysis and interventions, Formulated a Change and

Implementation plan for EE together with the revision of the EE Control

Framework, Facilitated the BBBEE Verification process with the BBBEE

Manager, Trained in Transnet Change Methodology and MDS Leading for

Change as well as revision of the Change Management Control Framework.

Capacity Building Governance (Enterprise Development Payments, co-created

Training Schedule, Depot Manager Program/Mentorship program initiatives,

Disability Initiatives, HR Capability Initiatives).

Challenges Lack of autonomy within TPL. No delegation of Authority resulting in delayed delivery of HR service offerings. Lack of HR Professional practices and protocols -

Direct Report/Indirect Reports

4 Direct reports, 5 Indirect Reports.

Budget for the Project

Managed a 7MIL Budget for Change, Culture and Transformation,Managed a 13 MIL Budget for Capacity Building(Staff compliment of 630).

2. ESKOM Holdings SOCDesignation Project Manager: Leadership Development & Process Integration ManagerTenure February 2012 to February 2014 (2yrs)

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Miss Adolinda Ann Naicker (MBA, PG Dip Business Management, B Soc.Sci, Dip: HRM) [email protected] 079 108 8154 Project Management :Managed the entire process to deliver on the implementation of the following management programs, namely Senior Management Program (SMP), Middle Management Program (MMP) and Supervisory Development program (SDP). Managed process from research, to design, through to the commercial process, contracting, vendor selection, vendor management, marketing of program and change management vendor performance and feedback to implementation of program. Delivered the project before scheduled time.On-Boarding: Provided professional advice and assistance on the process and principles of On-boarding as per experience from other organizations.Talent Management: Provided professional guidance, advise and consultation in managing and plotting the Top 100 executives. Contributed to the thinking and practice of Talent Management at Executive Level.Coaching: Coached colleagues in Talent Management/ On boarding/Project Execution and other relating business matters.Process Integration: Co-create efficiencies and points of integration to be aligned to SAP system.Secretariat of Back-2-Basic's program: Define governance and project administration of the program. Facilitate financial and project reporting to EXCO. Management of projects

Competencies Project Management' Leadership, Strategy Development, Disciplined Execution, Process Mapping, Integration, Systems Thinking, Coaching, Governance, Attention to detail, People Management practices, Intellectual versatility, Cross Cultural skills, Change Leadership/Resilience, Project management, Strategic thinking

Achievements Exceeded the Leadership mandate of staff development targets by 25%. Adopted on-boarding program. Governance aligned to Prince2. Process integration as per system.

Challenges Up skilling of organizational leadership in order to effect a change in culture through Leadership Development – I delivered on the assignment one month before the due date and negotiated additional offerings which were not included in the budget.Co-created and introduced Talent Management strategy and approach at executive level as well as trained the staff in Talent Management.

Direct Report/Indirect Reports

As a Project Manager, I had the project team reporting to me as well as persons from other entities which was more of a matrix report. I had 8 direct reports and 5 indirect reports as well as all the successful service providers.

Budget for the Project

R 65 MILLION for Leadership Development

3. MULTICHOICE Pty (Ltd)Designation Group OD Manager ( Remuneration& Benefits)Tenure May 2011 - Nov 2011Group OD Strategy: Co creation and co-ordination of Group OD/Company Strategy, inclusive of Change Management projects (400Million project), Revision of Competencies Management, Revision of Talent Management and Succession Management and development of Team Effectiveness interventions based on Diagnostic outcomes. Implementation of Organizational Effectiveness and Engagement Surveys with the impact on Customers (Qualitative Approach).Business Consulting for African Operations: Provision of HR/OD Business Consulting advice for African restructure (Regionalization – 2,5 Million), Ex-pat management (development of Transition process and management of the process. Provision of Mediation services for internal matters. Advise on co-created Culture initiative.Wellness Strategy: Co-creation and co-ordination of Wellness Strategy for MultiChoice SA.AIDS Strategy: Co-creation and co-ordination of AIDS Strategy for MultiChoice SA.Competencies International OD/Structuring and business management, Change Management,

Wellness, Remuneration &Benefits, Financial Management, Customer Services,

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Strategy Development, business consulting, business acumen, employee engagement, Talent Management, process and systems engineering, Employee engagement, Team Effectiveness, OE suite of competence.

Achievements Development of Group OD strategy and frameworks(Greenfields environment), Talent Management Framework, Developed & trained on all Change Management initiatives specific to environments, Survey management post engagement, Organizational diagnostics, International restructuring strategy and the implementation approach. Implementation Change plan for Customer and employee engagement.

Challenges Multichoice had been undergoing multiple changes and in the absence of an OD professional and department, the organization had managed changes which impacted negatively on the employee morale and employee value proposition and other people management process – having introduced the OD and Wellness function within Multichoice gave rise to managing many changes eg; International restructuring, Customer Orientation focus and employee morale and engagement interventions. Culture issues , systems and legislative matters in structuring within different countries.

Direct Reports/ Indirect Reports

I had 5 direct reports and matrix reports by virtue of me being the change management expert on multiple projects. I had at least 10 indirect reports on projects.

Budget The OD budget was R 7 Million – there had been a multiple de-centralized budget for OD interventions which were paid for by the respective departments. OD was managed as “business”.

4. PRIVATE/INDEPENDANT CONSULTINGDesignation Independent ConsultantTenure July 2009 - May 2011Clients List:

- Department of Education ( Training and Development)- Department of Transport ( Business Strategy)- Bushbuck Ridge Water Board (Business Strategy)- Video Vision (Business Strategy and Radio License Application)- Fuse Consulting (HR, OD & Business Strategy)- Strawberry Worx ( Business Strategy and Marketing)- Annday Traders (Marketing, Finance and HR)- Mining (Procuring Investors for Prospecting and Mining)

Competencies Strategy development, Facilitation, Training, HR & OD People Management , Intellectual Versatility, Cross Cultural Skills, Thinking Skills, Innovation, Business Acumen, Communication, People Management Skills, Resilience

Achievements Strategy and plans all signed off and adopted.

5. HOLLARD INSURANCEDesignation GM:OD/Change/HR InternationalTenure May 2008 – July 2009HR Strategy co-creation and co-ordination (Development of 12 : 24 month strategy – current and future oriented) which included the co-creation and alignment of Business Unit HR/Learning strategies aligned to Talent Management and Competencies and legislation for local and international.

Co-create the development of and implementation of the Hollard Change Management Philosophy and Toolkit for the business. Educate the business on Change Management and train Change Agents. Conduct Change Management initiatives on business Initiatives ( Mergers and Acquisitions/Joint

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Miss Adolinda Ann Naicker (MBA, PG Dip Business Management, B Soc.Sci, Dip: HRM) [email protected] 079 108 8154 Ventures/ Partnerships, Design/ Structural changes

Co-creation of Global Talent Management Strategy and Implementation. Conducted Talent Management process and practice (Namibia, Botswana, Mozambique, Pakistan, India, Nigeria) – (Attraction to Retention to Engagement).

Custodian of Talent Management (Career Counseling and Succession Planning Initiatives). Co-determining and c o-ordination of the Talent Balance Sheet for the Hollard Group. Developing strategies around Talent management eg: HIPO Management and Retention thereof

HR Technology rolling out HR Technology and automating the entire HR Values Chain from Recruitment and Selection, Talent Management, Performance Management, Career Development, Payroll, Leave management, ESS, MSS

HR International: Co-create and formulation in the development of host-country HR and business Strategy. Custodian of all HR policies, practices, protocols and procedures within International. Look after the following countries, Botswana, Mozambique, Namibia, Nigeria, Kenya, UK, India, PakistanCompetencies Strategy development & execution, Change Management, Talent Management,

HR Technology, Cross Cultural Skills, OD/OE skill suite, Performance, Cross cultural skills, Intellectual Versatility.

Achievements Talent Management Culture/Employee Engagement, HR Technology, Merger & Acquisition People Model strategy adopted.

Challenges Hollard had been undergoing multiple changes and in the absence of an OD professional and department, the organization had managed changes which impacted negatively on the employee morale and employee value proposition and other people management process – having introduced the OD within Hollard, multiple operational challenges were addressed namely: HR Technology roll-out, Talent management, HR strategy development.In order to improve on “back-end” efficiencies, Hollard merged with a US organization on Project EXIGEN which I played a pivotal role in Change management and the staffing model.

Direct Reports/ Indirect Reports

I had 2 direct reports and in country HR representatives as reports, as well a matrix reports by virtue of me being the change management expert on multiple projects. I had at least 10 indirect reports on projects

Budget The OD budget was R 5 MILION as each department would budget for OD/Change costs.

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6. EDCON Pty (Ltd)Designation Group OD ManagerTenure October 2005 – June 2008

HR Strategy co-creation and co-ordination (Development of 12: 24: 36 month strategy – current and future oriented) which included the co-creation and alignment of Business Unit HR/Learning strategies aligned to Talent Management and Competencies and legislation.

Metric’s Management – Co-creation of Business and HR Metric’s aligned to strategy , with service providers, namely: Saratoga Benchmarks/ Accenture Team. Education and training of all HR/Line Managers on metric’s within the Performance Management and Strategy Framework. Compilation of all OD& Assessment Metric’s – conducting the interpretation, evaluation and monitoring of issues together with providing business solutions for issues experienced. Eg: Loss of Merchandise Skills, Project Management, and Store Managers.

Development and Implementation of Transformation Strategy which includes sub-strategies: Diversity Management/Disability Management and Employment Equity Reports – include the establishment of forums and being a member, either chairing or OD representation within forums.

Co-create the development of and implementation of the Edcon Change Management Philosophy and Toolkit for the business. Educate the business on Change Management and train Change Agents. Conduct Change Management initiatives on business Initiatives (EWOM/ Edgars restructuring/ EWOSO).

Provision of Subject Matter Expert (SME) and Change Expert advise and implementation plans on numerous HR Technology Projects, namely: Hiring Management, Competency Management, Succession Management , Performance Management, Leave Management, Learning Management etc

Co-creation and implementation of improved Performance Management System per chain (Edgars, Jet, C N A, Financial Services). Educated and trained all Executives/ Line Managers and Staff as well as facilitators.

Co-creation of Global Talent Management Strategy and Implementation. Conducted Talent Management process and practice (Namibia, Botswana, Swaziland, Nigeria, Lesotho) – (Attraction to Retention to Engagement).

Custodian of Talent Management (Career Counseling and Succession Planning Initiatives). Co-determining and c o-ordination of the Talent Balance Sheet for the Edcon Group. Developing strategies around Talent management eg: HIPO Management and Retention thereof

Advise, consult, conduct and implement Organization Design and Development (Organizational Structuring and Profiling) with stakeholders ranging from MD, executives, senior managers, managers, supervisors and staff, while developing the Competency Model and managing Competency Development – integrate with Talent, Performance Management and Learning Strategy, for current and future needs.

Provide end-to-end Survey Management Services for the business (Design of survey, administration of survey, analysis of survey, interpretation and presentation of results of survey). The following surveys have been successfully run within Edcon: HIV/AIDS; Disability Declaration; CLC Engagement Survey; Organizational Perception Survey; Crèches Survey, BCTWF, CRF Survey, HR Best Practice Survey (CLC).

Conduct OD Diagnostic’s and Intervention within different business units to ensure effective and optimal performance and culture alignment.

Development and management of Culture Strategy which includes: Management of Ethics; Diversity Management; Exit Analysis; Resilience Training; EQ Training; On boarding Executive Coaching. Co-Custodian of Policy Audits and Development.

Leadership Development – Co-creating competencies, job profiles, individual needs analysis and project managing Executive Coaching – evaluation of Leadership Modules. Co-creating Leadership Development suite.

Management of Departmental Budget (Compilation and management) for OD and Learning Initiatives.

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Miss Adolinda Ann Naicker (MBA, PG Dip Business Management, B Soc.Sci, Dip: HRM) [email protected] 079 108 8154 Competencies Strategy development, Metric's Management, Transformation, HR Technology,

Competency Development, Survey Management Services, OD Diagnostic's, Culture Strategy, Employee Engagement, Policy Audits and Development, Leadership Development, Financial Management

Achievements Design, Development and Deployment of OD Tools to management HR and Business Initiatives, Development of Metric Framework, Change Framework, Surveys, Implementation of Transformation strategy, successful diagnostic's

Co-creation of Competency Framework and the alignment of competencies to Learning Initiatives.

Creating a Talent Centric Culture underpinned by Performance Management. Successful Implementation of HR Technology Roll-out and Change Management within HR Technology – following Modules rolled out, namely:

Leave Management, Hiring Management, Performance Management, Output Competency Library, Job Profiling, Organogram, Library System

Integration and co-ordination of all HR processes with the business strategy and processes.

Recognition for the outstanding contribution I had made with my field of work (received financial and non-financial rewards)

Coached specialists and generalists on HR practices. Custodian of all Industrial Psychologists with the OD environment.

Successful CNA Transformation - 20% increase in market share

Challenges Successfully partnered with C N A to gain the 25% market share that it had lost over a period of time –implemented the C N A Transformation Journey which had brought C N A back on track gaining its market share.

Edcon had financial challenges and wanted to reduce their operational cost within the Human Resources environment in particular training – I successfully project managed the purchase of Technikon SA and transformed it into the successful Edcon Retail Academy which reduced the operational training cost (venue hire, food and other logistics’) by approximately 50%.

Direct Reports/Indirect Reports

I had 8 direct reports and 15 indirect reports across all 14 brands. The international operations would seek advise and use my services for their environment eg: Swaziland and Namibia

Budget R 20 MILLION – departments would have a budget for OD services. The 20Million represents the Group Initiatives which needed to be undertaken.

7. MTNDesignation OD & Design, HR Technology and Wellness (EAP) ManagerTenure August 2001 - February 2005

Advise, consult, conduct and implement Organization Design and Development (Organizational Structuring and Profiling) with stakeholders ranging from MD, executives, senior managers, managers, supervisors and staff.

Development of Strategy and Implementation of Diversity Management Development of Strategy and Implementation of Disability Management Development of Global Strategy and Implementation of HIV/AIDS Development of Global Wellness Program and Care Portfolio Strategy and Implementation Repositioning of Employment Equity – reporting and monitoring of EE within the organization. Conduct Change Management Session of Company Interventions (Co-created MTN Change

Management Methodology) Custodian of Organizational Employee Performance Management – including the design ,

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development and delivery of High Performance Culture. Co-custodian of Employee Relations Activities (Discipline/Grievance/Disputes) Co-create strategy for Training and Development (Skills Development) Leadership and Staff

Development Co-created and customized the Succession Planning and Model for MTN-SA (Building of Career

paths/career counseling) Custodian of Employee Performance Management (Design of Application System, Training of

Staff, Design and Implementation of setting KPA’s and KPI’s linking to the Balance Scorecard) Project Management on Special and Ad-Hoc companywide Project, management of HR

Technology Initiatives Conduct OD Diagnostic’s and Intervention within across the business. Development of HR and Business Policies, Procedure and Practices Management of Departmental Budget (Compilation and management) Management of Executive Coaching and being a coach/mentor on all HR and people management

matters/issuesCompetencies Strategy development, Performance Management, Transformation, Employee

Engagement, Financial Management, Project management, OD/OE services suite, Wellness, Change Management, Cross Cultural Skills, Intellectual versatility, HR Technology

Achievements Co-creation and Customization of Succession Planning and Career Path Management

Co-creation and design of MTN Change Management Methodology Departmental representative on the Technology and Information Security

Steering Committee Design of the e-Leave Management Module/ Training Manuals and Change

Management process Repositioning of the EE Committee SA customized design, coaching, training and implementation of Performance

and Consequence Management Strategies Development of the HIV/AIDS Strategy and Implementation Plan from

awareness to VCT – global usage. Repositioning of Executive Health and Wellness in organization. Wellness

benefits for temp staff. Restructuring and reposition of departments to be aligned with corporate

business strategy Trained and active participation in the Re-introduction/rebranding of MTN

Brand Values Development of Policies, Procedures and Practices aligned to international

practices and business strategy Direct Inputs into HR and Organizational Business strategy

Challenges The utilization rate of Wellness Service offering was 5%, which represented a “waste” of HR resources, through my strategic intervention; I had increased the usage from 5% to 30% over a period of a year and had been sustained during my tenure.MTN’s reputation of “poor customer services” needed to be changed. Successfully participated in organizational change interventions which gave rise to co-creating a “Customer orientation” culture which permeated the organization.

Direct ReportsIndirect Reports

I had 5 direct reports and multiple indirect and matrix reports due to all the projects that I had managed or worked within

Budget 5 Million – departments would have a budget for OD interventions. This budget was for corporate projects eg: Roll-Out of Values, Wellness initiatives etc.

8. ORACLE - SADesignation HR Applications Consultant - Oracle SA

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Miss Adolinda Ann Naicker (MBA, PG Dip Business Management, B Soc.Sci, Dip: HRM) [email protected] 079 108 8154 Tenure Jan 1999 - July 2001

Localized the HRMS Product i.t.o Employment Equity and National Qualifications Framework (NQF)/Disability

Conducted business analysis and participated in Scoping exercises (Gathering information on Clients Current Processes - Suitability /Feasibility Analysis) with various clients, namely: UNISA, EDCON, NDS, Old Mutual, SANLAM etc.

Conducted Testing on HP, Sun Solaris, and NT platforms for Localization of HRMS Product Experienced in practicing ISO 9000 Standards Writing of Proposals i.t.o. Design and Solution (Functional Specifications). Knowledge and Practice

of Oracle Business Models Ability to use AIM Methodology, Reviewing of Documentation. Ability to use Visio and Project

Management Applications (PJM) Conduct Research on all SA Legislative practices and Consulting methodologies Conduct and implement Change Management Initiatives Co-create project plans, implementation initiatives and facilitate JAD sessions Writing of business process re-engineering documents and writing of Training Manuals Conduct Training on the system Documenting the understanding, implementation, practices and knowledge of HR processes to

conduct comparative analysis

Competencies Research, Process design, Writing Business Proposals, People Management, Training, Documentation Management, Facilitation, Legislative knowledge and application.

Achievements Award for Localization of HRMS and Payroll Chairperson of Employment Equity Committee (Planned Strategy and Implementation of Employment Equity in Workplace) Member of the AIDS Committee and played an active role in writing of the

AIDS Policy Planning a Diversity Management Program Active role in the Development of Health and Safety Policy Written Functional Design and Specification for the Development of Health

and Safety and Industrial Relations Applications

Challenges Transitioning into the workplace and understanding customer requirements resulted in me being the best Oracle functional specialist in Localizing the HRMS system for SA. Managed to secure many clients for Oracle due to my functional and technical knowledge.

Direct Reports/Indirect Reports

Nil

Budget Nil

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PART TIME EMPLOYMENT

Organisation Designation Competencies DevelopedSABCJul1999 - Dec 2004

Business Coach Strategy development, ResearchPerformance ManagementCoaching, TrainingManagement Skills (PLOC)

Technikon Natal(DUT)Aug -Dec 99

Evening Library Supervisor

Customer OrientationOperations SkillsManagement Skills (PLOC)Training SkillMarketing Skills

Natal UniversityJuly 98 -

Conference Manager Customer OrientationOperations SkillsManagement Skills (PLOC)Training SkillMarketing Skills

Woolworths Jan 96 - Dec 97

Human Resources Officer

Customer OrientationOperations SkillsManagement Skills (PLOC)Training SkillMarketing Skills

EdconJul 91 - Nov 95

Sales Consultant Customer OrientationOperations Skills (merchandising and stock-mgt)Sales Skills\Finance Skills(acquisition of accounts)

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ENTREPRENEURIAL ACHIEVEMENTS

Company DescriptionVodashop Owned three Vodashops in the emerging markets, namely: VC Mabopane, VC

Mamelodi and Silverton dealership from 2007 to 2014. Won a trip to Singapore and Malaysia for the highest sales in emerging markets in 2010.Member of Vodacom Franchise Council in 2008. Overcome several challenges, robbery (brutal crimes), fraud, lack of support from Vodacom, changing staff due to pilferage, safety of staff and self in emerging markets, product inappropriateness for market segmentation etc.

Risana Communications Training cc

Owned a training company. Trained over 1000 students from 2000 - 2005

Radiobiz Co-owner of an online radio magazine named Radiobiz from March 2013 to date.

LEADERSHIP ROLES

Role Institution PeriodFounder of "Future Leaders Development Program"

BPW Dec 2010 to date

Chairperson NISSA Dec 2012 to dateBoard member BPW (Business Professional

Women's Network)Jan 2012 to date

COUNTRY REPRESENTATION

Role Institution/Date TopicSpeaker at Women's Conference Women's International

Network(WIN) Italy - 2011Corporate response to Diversity and Inclusivity

Corporate Director (Academy of Sexology)

World Annual Sexual Health Conference(WAS) - 2011 Scotland

BDSMMarketing and Networking

Speaker World Conference on Corporate Social Responsibility (BPW) - 2012 - Tunisia

SA's corporate lessons in Corporate Social Responsibility (CSR)

Speaker International Women's Conference - 2013

Succession - Preparing the female talent pipeline

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COMMUNITY SERVICE

Role Activity OutcomeFounder and Host Future Leaders Empowerment

Camp (Winter/Summer)National

Trained approximately 550 females aged from ages 16 -21yr (with various sponsors) from 2010 to date

Community Development Consultant

Limpopo (Pheeha Community)(Thakalani)

Trained 100 rural female youth on life-skills and entrepreneurshipEstablishing four libraries in Molemole village with NedbankEstablishing three nursery schools in Molemole villageFacilitating career expo and financial management with ABSA BankFrom 2011 to date

Fundraising and networking development officer

Re-imagine Reiger Park Project (REI) (Gauteng)

Trained 30 female youth on life-skills and entrepreneurshipFacilitating career expo and financial management with ABSA Bank

Community Development Consultant

Kwa-Zulu Natal Trained 30 female youth on life-skills and entrepreneurshipFacilitating career expo and financial management with ABSA Bank

REFRENCES

Referee Name Company Designation Contact DetailsDr. Andrew Johnson

Eskom Holdings SOC

GM: Eskom Leadership Institute

Work: (011) 800 8000

Cell: 083 209 1002

E-mail: [email protected]

Dr. Urin Ferndale Edcon COO: EdconEx-HR Director

Work: (011) 495 7070

Cell: 082 858 9033


Mr. Paul Norman MTN HR Director Work: (011) 912 4040

Cell: 083 212 6117


FUTURE AMBITIONS (Next 3-5yrs)

Dimensions AmbitionPersonal Spiritual growth, focus on personal health and well-being, pursing academic

studies, improvement change leadership skillsWriting academic books on practical and applied HR/BusinessCreate a positive work-life balance for family ambitions

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Continue representing SA and speaking at international conferenceCareer Focus on obtaining HR Executive roles and business/operational management

roles to use my diverse skill based developed over the years.Work abroad in Africa, Middle East and Europe - additional International exposure , Focus on leadership knowledge transfer,Coaching/mentoring other and being coached/mentored. Participating in private sector board representation.

Community Continue with female youth future leader camps, Pilot male future leader campContinue establishing libraries and crèches in rural areasContinue with the growing "veggie gardens"Publish the children's' book that I have written

"Apart from LOVE, there is no greater gift than the gift of GROWTH"(Unknown)

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adolinda ann naicker - profile updated 3

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