Director/Owner
CK HR Consultants
Total years of experience :46 years, 3 Months
Work as an independent Consultant/contractor. Main areas of responsibilities and speciliazation include:
• Learning and Development (from needs analysis, program design, presentation and training impact studies, )
• Talent Management
• Succession Management
• Performance Management Systems
• Organizational Development and Change Management
• Surveys-Engagement, internal customer satisfaction
• 360-degree assessment questionnaires
• Job Architecture (Job design/descriptions, job families, competency frameworks, career paths
• Organizational Design (including structuring and re-structuring)
• Workforce Planning
• Facilitation of Strategic Planning Sessions/other difficult issues
(Director Level) Organizational Design and Effectiveness
Takamol is a young organization, only 3 years old when I joined. Many HR systems and processes were not in place and it was my task to develop and implement it.
Main Achievements since April 2015:
•Developed and implemented a best practice Performance Management system-aligned with other HR Processes and systems
•Design and successfully implemented an Employee Engagement Survey, manage the change/improvement processes.
•Design a Management Development and Leadership framework for Takamol
•Developed a 360-degree assessment questionnaire for the the Executive Committee and Middle Management. Used to create Individual development plans (
Developed and implementing an Integrated Talent Management process, (Succession management) the process includes the assessment and identification of high potentials, the establishment of a Talent Review Committee for governance, identification of successors as well as developing Individual Development Plans for High Potentials.
•Developed and implemented Performance Management System in line with best practices and align with other systems and processes, including High Potential identification, L&D, Compensation and Benefits, Workforce planning
* Train and implement an in-house job evaluation committee-Hay method
*Developed a competency framework (technical and functional) for different job families
•Project leader of the internal team that developed and start a Learning Academy for the organization, developed a strategy for all development, starting to focus on Leadership Development
•Managed a small team that developed a set of Leadership Competences for Ma’aden-competencies integrated into Performance Management System and all L&D programs
•Managing all aspects of Organizational Design and Organizational Structures, structural changes and re-structuring.
• Lead a Zero Based workforce planning project. Proposed a reduction of 22% of employees at HQ
Director, Organizational Design and Development
• Implement a best practice Performance Management System, measuring both Objectives and Core Behaviours
. Implement best practice Talent and Succession Management Systems
• Integration of Performance and Behaviours to identify high potential
• Robust Talent Review discussions
• Assessment tools including 360 degree and Assessment Centers
• A leadership council to discuss successors
• Individual Development Plans
• Succession Planning
• Development and presentation of Leadership programs
• Career Development; Developed a Competency Framework, ( Leadership, Technical/Functional and Core competencies) used for career development, career paths, competency assessment
• As part of the above mentioned project, re-write all job descriptions
• Lead a Global team that developed a set of Values and Leadership competencies for the whole of SABIC. All leadership development based on these values and Leadership Competencies
• Successfully done an Employee Engagement survey and implement positive changes based on results
• Lead a global team that developed job titles for three Entities (KSA, Europe and America’s) after the Acquisition of GE Plastics- successfully implemented (Involved a lot of Change Management processes)- save the organization more than $1.5 m Consulting fees
• Re-structure/design different large organization Units. Reducing the number of EVP’s (Executive Vice President) by one through a re-structuring.
• One of 4 members responsible for the re-staffing of the SABIC top management (levels 2 and 3) after the re-structuring and integration exercise in 2009
• Lead a global team who assessed the effectiveness of the 1 SABIC restructuring process- save the organization $1.2m in Consulting fees
• The main focus was on Learning and Development, doing needs analysis, developing programs, presentation and evaluation ( I do have 16 accredited Learning programs registered with the SA Government, meeting all standards)
• Developed a highly successful Middle Management/Leadership program for the South African Government based on state of the art methodology and interventions.
• Developed and implement a Talent Management processes/systems, including succession planning for medium size organization
• Developed and presented a Management/Leadership strategy for an organization, from Supervisory level to senior Leadership
• Organizational re-structuring and workforce planning for an Electrical Company, was part of a feasible study
• Did Training Impact study for the Senior Leadership Program of a large organization based on Kirkpatrick’s 4 levels of evaluation. Study showed the actual effectiveness of the program- very well received by management- recommendations introduced
• Organizational Health Studies
• Engagement Surveys
• Facilitation of Strategic Planning sessions
• Developed two Performance Management systems for different organizations
• Developed a Competency Framework for a Medium size organization
• Recruitment and Selection (Talent Acquisition)
• Managing Diversity
reporting to VP HR, 6 direct reports, 21 indirect
Company: South African Post Office (26 000 employees)
Main Responsibilities and achievements: It was a Corporate position responsible for the whole organization as far as Vision, Strategy and Policy is concerned.
•Supply strategic direction for Training and Development, align it with Business Strategy and to ensure employee commitment.
•Curriculum design and implementation (We did all training in-house, including course design and development)
•Identification of High Potential candidates and develop a Succession Planning strategy
•Manage Accelerated Development groups
•Manage Change and Diversity within the group
•Performance Management- develop and implement the system
•Industrial Relations- negotiations with Unions
•Senior level Recruitment and Staffing
•Workforce Planning and organizational design
•Accreditation of the organizations Learning programs with the relevant SETA-
•Introduce e-learning (One of the earliest companies to do it
for Western Natal Region (3000 employees) 25 direct and indirect reports
Company:
in different departments, Staffing, Training and development, Industrial relations.
Completed my studies in Industrial Psychology and Human Resources management. Done the one year Senior management diploma at University of Pretoria Consulting course, Cass Business School London
Honors
2 years theory completed- research study outstanding)
