Assisting the legal fraternity and individuals.  Report writing for RAF claims, divorce profiling for settlement purposes, coaching and compiling of reports for individuals being constructively dismissed, wrongful arrests and mitigation before sentencing. Recommendation for the Actuary for quantification of settlements.  Strategist, mediator, life coach, personnel evaluator with an interest in ethics and the effective utilising of personnel.  Assisting individuals to realise their full potential and thus live successfully in their professional and personal lives. Corporate companies benefit from employing ethical and the correct personnel.

Diverse experience gained >40 years. I did psychotherapy as part of my internship - making my scope of experience unique.  Court appearances for RAF reports, wrongful arrests, mitigating pre-sentencing reports and reports for constructive dismissals. As a strategic business partner I recognise the link between talented/engaged people & organisational success.  Coach Executives & Individuals as part of intervention.  Thus contributing to reaching their potential e.g. to become true leaders within their social/work environment.  As facilitator enjoys the opportunity to be a catalyst of change.  The statement "a happy individual is a productive individual" holds true for overall well-being.  Most of us spend more than a third of our lives at our daily task.  It makes sense to ensure that we are "happy" at our daily task.  I am concerned with activity aimed at bettering the performance of individuals/groups in all life’s settings.

CONTRIBUTION TO THE CORPORATE

Utilising qualifications, knowledge, experience and skills acquired during my career in diverse environments.  My proven track record in Human Resource Management coupled to a strong bottom line orientation, contribute to the development and success of general management.  Key attributes include strong management skills, an ability to develop and implement pragmatic solutions to problems and capable of working without supervision.

Specialities:

• Individual Executive Coaching
• Organisational Strategy
• Organisational Development
• People Capital Risk Management
• Performance Consultation
• Change Management
• Performance Management
• Project Management
• Personnel Selection

Skills and experience base includes:

• Deputising for the Managing Director at both the CSIR and ATNS.
• Member of the Executive Team.
• Implementation of a participative management programme to take advantage of collective input of all levels of employees.
• The development and implementation of a full human resource management system which included:

• Appraisal
• Hay Job Evaluation and Remuneration System
• Union Negotiations
• Succession Planning
• Affirmative Action Programme
• Training and Development
• Manpower Provision

  EXPERIENCE GAINED WITHIN THE CORPORATE / STATE ENVIRONMENT

  PRIVATE PRACTICE AS INDUSTRIAL PSYCHOLOGIST

  1994 TILL DATE

• Compiling Medicolegal reports for RAF, Medical Negligence, Wrongful Arrests, IOD Claims, Disciplinary Hearings, Divorce Cases, Appointments and Psycho-Legal reports for litigation in employee-related issues as well as criminal cases.
• Coaching leaders on various management issues. Recent examples include:
• The president and executive manager of a well-known labour union.
• Managing Director of a prominent architectural firm.
• Operational executive manager of a data storage company and chairman of a legal firm.
• Scrutinise job requirements of newly created positions and advising the CEO / MD on the appropriate character needed for, e.g. a National Executive Marketing Manager and the most suitable candidate.
• Consult with Executives and other staff when burnout occurs, redirection/redeployment after redundancies, and midcareer job changes.
• Assist with drug/substance abuse cases within the work environment.
• Assist individuals with advice and coaching when complex work environments develop or an individual is mistreated or bullied.  
• Assist individuals with advice and coaching for individuals that experience midcareer doubts on where they actually want to end their career at retirement.  
• Assist individuals with coaching during divorce proceedings on how to regain self-worth.  
• In recently divorce cases, coaching is provided on where and how to start a career after being a caregiver.
• Provide advice to corporate HR Managers on various personnel-related issues.
• Provide guidance, profiling and debriefing when a sexual harassment accusation is made.
• Provide guidance to labour Brokers on HR-related matters.
• Compile selection batteries for companies, e.g. engineering consulting firms.  
• Was involved in Creative Divorce Projects in association with Senior Advocate Francis Bosman (First Family Advocate in South-Africa and now in private practice specialising in Family Law). Its mission was to provide support groups, literature, and workshops for divorced parents.
• Assessments of parents for the Family Advocate's office regarding custody and access.
• Evaluation for the Commissioner of the Children's Court.
• Mitigating reports compiled, and testimony was given in court
  • R7.3 million stolen from Silverlakes Golf Estate; 
  • R3.2 stolen from SABS; 
  • Lawyer that misused Trust funds;
  • SAPS brutality
  • Wrongful arrests.
  • RAF
  • Divorce recommendation regarding maintenance – including the ability to be gainfully employed
• Providing assessment for abused orphaned/removed children with behavioural problems.
• Consultations at Vista Psychiatric Clinic focusing on patients with work-related issues and Post Traumatic Stress Disorder.
• Debrief of SAPS members.
• Provide coaching for a broad scope of dysfunctional work relationships that result in stress and eventually depression.
• Debrief and PTS alleviation for victims of the C Max hostage/murder incident.
• Debrief and PTS relief for victims of the Modder Bee Prison hostage/murder incident.
• Coaching (motivating) some of SA's top (Springbok) sportsmen and –women.

• Perform motivational group talk at school as part of a team focused on high school students.

• Part of the rehabilitation team for patients with major spinal injuries at the Eugene Marais Hospital Spinal Unit (paraplegics and quadriplegics).
• Discussions with married couples held at Afrox managed hospitals regarding sexual adjustments after significant spinal injury (paraplegics and quadriplegics). 
• Appointed by Insurance companies, e.g. Sanlam, to perform psychometric assessments for insurance claim purposes.
• Appointed by the Compensation Commissioner to perform psychometric and psychological assessments regarding the merits of individuals' continued employment.
• Assessments regarding the Medical Boarding's probability of various Government Departments, Medihelp, Liberty Life, Clicks, SA Reserve Bank, Unisa.
• Assessments for the Medical Boarding of SAPD members.
• Assessments regarding claims against the Road Accident Fund
• Provision of emotional support and rehabilitation to traumatised individuals after retrenchment.
• Medicolegal reports

• AIR TRAFFIC AND NAVIGATIONAL SERVICES COMPANY (PTY) LTD

  1993 to 1994                                                                       Executive Manager Human Resources

  ATNS is a commercialised company to provide a safe and expeditious service to the flying fraternity.  The employees were before commercialisation employed by the Department of Transport.  I was part of the Steering Executive Team tasked with creating the company with the specific mandate to establish the human resources department.

  MAIN ACHIEVEMENTS

• Establish the human resources department to provide support functions such as remuneration administration (QPAC PC) and human resource information administration.
• Responsible for the compiling of the primary conditions of employment for the company.  The legality being checked by an attorney from the firm Hofmeyr Van der Merwe.
• Negotiate remuneration and fringe benefits for employees with the two employee representative organisations and a trade union.
• Responsible for the implementation and management of the Change Management System. Managed the take-over of 450 employees from the Department of Transport.  This included workshop facilitation with a focus on Change Management and Strategic planning (incorporating Vision, Mission and Values) 
• Responsible for the establishment, development and implementation of the human resources department.  Project managed and overseen the development and implementation of the company's HR Policies and Procedures Manual regarding annual leave, sick leave, housing subsidies, and salary package structuring.
• Implement and manage the Performance Management System for the company: Evaluated jobs (Hay job evaluation system) to structure job levels and determine the appropriate market-related remuneration. This resulted in a more streamlined structure
• Provide management training/guidance to senior management on Individual change management tools to be used with their employees.
• Processes and tools used by managers and executives with the project team's support to manage employee resistance.
• Lead and provide guidance to the selection panel and was responsible for the cadet air traffic controllers' psychometric evaluation.  Management of the project till implementing the structured process and ensuring that the tools are secured to achieve the desired outcome.
• Arrange for all employees to be familiarised with the new Occupational Health and Safety Act.

• PRIVATE PRACTICE

  1993 to 1993                                    Industrial Psychologist

  Contract with the CSIR Executive to provide an Outplacement and Support Centre to the CSIR employees.  This comprised the rendering of a support structure to employees whose positions had been made redundant, coaching, job-seeking, interview skills, a compilation of CV's and secretarial services.

  Apart from the CSIR referrals, I also had my own practice as Industrial Psychologisf

  PRODUCTION TECHNOLOGY, CSIR

  1991 to 1993                                     Human Resources Manager

  The Division of Production Technology was one of thirteen subsidiaries of the CSIR.  It provided practical solutions to production-related issues within the South African industry.  

• MAIN ACHIEVEMENTS

• Develop and implementation of elements necessary for the Divisional strategic plan concerning the skilled labour force's utilisation and mix.
• Readiness assessments were used to provide the project team with insights into the challenges and opportunities they may face during the change process.
• Development and implementation of a performance appraisal system, perceived by staff and management to be objective.
• Improvement of productivity and effectiveness through the implementation of management techniques.  This included the facilitation of team sessions – focusing on team norming and performing and guiding them through the change - resulting in a cost-saving of R 450 000 (1992).
• Implementation of a climate audit for the identification of the reasons for low staff morale. Problems were addressed, and productivity levels re-established and improved.
• Introduction of the HAY job evaluation system to determine the market value of individual positions resulting in a reduction of labour turnover by 7%.
• Worked closely with the leadership, project & change teams, and employee groups to design, manage and implement large-scale regional organisational changes to introduce an affirmative action programme.
• Upgrading of the canteen's service, with spin-off benefits of no stock loss and improving hygiene. 

• STATE SECURITY AGENCY

  1985 to 1991                                    Principal Industrial Psychologist

  A Government Department tasked with the provision of information for the Government of the day.

  At the Principal Industrial Psychologist level, I applied organisational design and change management expertise in areas where the organisation had undertaken streamlining operations, developing and implementing corporate solutions that impacted the strategic goals' accomplishment.

  MAIN ACHIEVEMENTS

  Project management on numerous HR-related projects while completing the necessary requirements for the internship as Industrial Psychologist.  It included Organisational Development and effectiveness, and change management implementation:

  STRATEGIC HUMAN RESOURCES MANAGEMENT:

  Development and implementation of a grievance procedure.

  Development of a retirement planning programme for fie

  PERFORMANCE MANAGEMENT SYSTEM IMPLEMENTATION:

• Scrutinising the organisational structure and job descriptions to enhance manpower planning and staff utilisation practices.
• Improvement of the selection process by introducing detailed job descriptions and the implementation of an improved selection method. It reduced the time spent on evaluation and resulted in the selection of even more qualified staff.

• TALENT MANAGEMENT:

• Training on interpersonal relationships for staff in the field.
• Training of fellow Psychologists in the interpretation of some of the psychometric tests used for evaluation and thus career success prediction.

• PSYCHOTHERAPY: 

  As part of the Internship Program, therapy was provided to personnel and their families.  This was done under the supervision of late Professor BP Geldenhuys (Psychology Department of the University of Pretoria).

  SOUTH AFRICAN CORRECTIONAL SERVICE

  1979 to 1985                                    Head: Manpower Selection

  Government Department tasked with the provision of a rehabilitation service.

  MAIN ACHIEVEMENTS

• Research and compilation of a selection battery to identify suitable applicants (all races), thereby contributing to employing more effective employees, reducing disciplinary procedures, and staff turnover.
• Development and implementation of a strategic recruitment programme to match organisation requirements.  Training of Recruitment Officers in the techniques of effective interviewing and the use of psychometric tests.  The training was done through yearly workshops.
• Part of the Development Team tasked with establishing an Evaluation Centre to identify the executive management of the Ciskei Prisons Service.  Project Manager for the evaluation of the Kwandebele Correctional Services Management Team

• PERFORMANCE MANAGEMENT SYSTEM IMPLEMENTATION:

• Scrutinizing the organisational structure and job descriptions to enhance manpower planning and staff utilization practices.
• Improvement of the selection process by introducing detailed job descriptions as well as the implementation of an improved selection method.  This reduced the time spent on evaluation and resulted in the selection of even more suitable staff.

• TALENT MANAGEMENT:

• Training on interpersonal relationships for staff in the field.
• Training of fellow Psychologists in the interpretation of some of the psychometric tests used for evaluation and thus career success prediction.

•