Industrial & Organisational Psychologist at https://sydsenconsult.com/Pragmatically apply systemic principles to create long-term solutions for business growth.Embracing artificial intelligence (AI), the Internet of things (IoT), and the impact thereof on individuals and organisations in an Industry 5.0 also referred to as the Fifth Industrial Revolution (5IR) to ensure exponential change and growth for the organisation being part of the bigger systemic environment.Managing a high-tech Assessment and Development Centre with psychometric assessment support and green screen recording for higher-end placements and development simulations.Apply “Altitude” change management principles – change to enhance improvements – from "passenger to pilot", as a pragmatic methodology for engagement and application of change leadership behaviour.Applying a client centric perspective in consulting with clients, and like an architect, build custom made pragmatic and robust solutions to challenges.Conducting employee engagement surveys (EES), corporate culture audits (OCAI), 360-degree performance management surveys, employee value proposition (EVP) surveys, etc., all with simplistic dashboard reporting abilities to support pragmatic implementation of findings.

External examiner of doctoral theses submitted at Faculty: Economic and Management Sciences (EMS), Department: Human Resource Management (Programme name: PHD HRM);Research collaborator;Curriculum developer

Moderator/Examiner: Masters of Business Leadership (MBL); Masters of Business Administration (MBA);• Prepare for moderation by reviewing all module study material and the SBL Assessment Manual;• Complete the pre-assessment moderation report;• Moderation of Module Overviews;• Complete post-assessment moderation reports;• Assess exam papers against learning and assessment outcomes;• Review and approve examination question papers;• Moderation of exam scripts; and• Submit a detailed report on post assessment moderation.Examiner: Doctor of Business Leadership (DBL);Peer Reviewer: African Journal of Employee Relations (AJER) (formerly known as South African Journal of Labour Relations)

• Peer Reviewer: African Journal of Employee Relations (AJER);• Peer Reviewer: SA Journal of Human Resource Management (SAJHRM); • Develop and facilitate OD & Change processes (individuals; teams; business units; system);• Leadership development; Team coaching & development;• Team dynamics and conflict resolution; multiple teams interaction and collaboration;• Provision of end to end HR Business Partnering and\or HR Generalist services;• Integration of HR functions with organizational strategy to support business objectives;• Direct OD culture and development studies to initiate continuous performance improvement;• Identify project goals to develop & execute effective organizational structuring;• Develop and direct talent management and succession planning initiatives;• Address identified organizational skill-set requirements to drive individual and organizational performance through training, development, recruitment, onboarding & induction strategies;• Develop employee wellness, employee relations’, and HR policies, procedures and practices evaluations aligned to organizational objectives and industry standards;• Research, support, guide and interact with students, researchers’ and organizations to enhance organizational strategic requirements and conduct benchmarking exercises;• Presenting study methodology and mind mapping training;• Drive reward and remuneration strategies in collaboration with business leaders and teams;• Lead performance management functions;• Lead strategic management, and HR planning initiatives;• Lead Psychometric assessments and conducting of assessment centres;• Conduct medico-legal assessments, reporting and testify in a Supreme Court of Law;• Executive coaching and mentoring activities;• Lead OD and Change Management Projects.

Online / Virtual / e-LearningMASTERS OF LEADERSHIP AND CHANGE MANAGEMENT (MLCM10)Performance Management (PMM911S)• Design and develop appropriate curricula and learning / teaching materials;• Prepare teaching / lecturing material;• Present / lecture (virtual) and engage with students in learning and understanding;• Create rapport with students and maintain discipline;• Develop student’s critical and innovative thinking, relevant to course outcomes and level of study;• Actively engage with students’ learning progress;• Tutor, mentor and coach students;• Plan, develop and implement a clear and appropriate / accountable assessments plan;• Develop memoranda/rubrics/marking scheme;• Assess through test, assignments and/or tutorials;• Develop examination papers and memorandums;• Mark assignments, tests, examinations/scripts and projects;• Correct test papers; and• Provide formative feedback to students.

• Overcoming severe adversity through Gracehttps://www.gov.za/news/speeches/minister-blade-nzimande-deregistration-educor-colleges-26-mar-2024

• Develop and facilitate OD & Change processes (individuals; teams; business units; system)• Leadership development; Team coaching & development;• Team dynamics and conflict resolution; multiple teams interaction and collaboration;• Provision of end to end Human Resources Business Partnering and HR Generalist services;• Training, development, skills gaps analysis and Policy reviews;• Strategic business partner across the whole system and employee life-cycle, from recruitment and selection, on-boarding, career progression, succession planning, etc., right up to organizational exit and replacement.

Senior Lector in Industrial and Organisational Psychology (BDO229 and BDO329) related to:Performance ManagementTraining & DevelopmentEmployee Health & Ergonomics• Development of learning/teaching materials;• Developing teaching/presenting material (classroom teaching/lecturing); and• Assessment (examinations)

Alliance OEM leadership facilitation (Motor Industry / Manufacturing) & Process Analysis;Transactional Communication Strategy Development (including EQ and Empathy elements);Leadership Training and Development;Team dynamics and conflict resolution;Organizational culture and climate studies.

• Successfully led a SCOPE and business process-reengineering project focused on integrating new vehicle ordering system with total pipeline view of ordering process for both domestic and export market vehicles.• Successfully managed multiple operational functions including exports, marketing, new vehicle sales planning and after sales service.• Led the integration of continuous improvement strategies by utilizing the 5 S Kaizen strategies.• Successfully directed part sales and export operation across Sub-Saharan Africa maximising operational performance and organisational profitability.• Provided strategic assistance Dealer Network by offering expert advice on Business Plan Management, and year-on-year growth plans in line with the Global Strategic directives.• Led market research initiatives to identify and drive Network business growth opportunities.• Successfully led assessments of Dealer Network overall efficiency and effectiveness against local and global standards.• Established and implemented action plans to correct poor individual and organisation performance.• Successfully monitored market trends and implemented of benchmarking strategies as well as best practice, advertising, and marketing in collaboration with the Dealer Network to achieve sales performance targets.• Collaborated with leadership team to integrate soft skills and best practice guidelines to actively drive customer service objectives.• Established media placement plans to ensure maximum product exposure within given budget framework.

• Collaborated with leadership team to develop and direct the strategic and long-range goals of client organisations.• Strategically supported organisational strategy and performance plans, by auditing and evaluating PWC client’s alignment to HR function as well as strategic HR plans with their organisational vision and values.• Liaised with clients to provide input and solutions into audit findings.• Provided expert strategic HR planning advice to the PWC leadership team aligned to medium and long-term strategic plans to achieve organisational performance objectives.• Collaborated with PWC leaderships and management teams to integrate effective skills audit, establish training and development plans, as well as addressing talent management and succession planning initiatives.• Partner with leadership teams to integrate best practices related to performance management, employee wellness, career and succession planning, whilst addressing scarce skills shortages, reward and remuneration, personnel administration and labour relations functions.

Colonel : Deputy Director - HR Planning and Utilisation, SA Police Service. Adi worked himself through the ranks, and qualified himself as a Fingerprint Expert. As a young officer he worked as a Crime Scene Investigator (CSI) and Photographer. Adi was head-hunted in 1996 to join the Management Services (Organisation & Work Studies) Division, spear headed by the then National Commissioner of Police, George Fivaz, to conduct Special Investigations and function as Project Manager and member (BPR projects, for example, manual to automated fingerprint system and implementation of an Automated Fingerprint Identification System [AFIS], INTERPOL structuring, organised crime and serious and violent crime projects, et cetera). With the establishment of the first Career Management Division in the SA Police Service, the then Deputy National Commissioner of Police, Dr. Mala Singh (now, Executive Director of People and Culture at North-West University (NWU), South Africa), appointed Adi as a Colonel (Deputy Director) in Strategic Planning and Utilization where he functioned as HR Strategist (aligning HR plan with business strategic plan) and ensuring that Recruitment, Selection and Career Progression is in line with budgetary constraints and company strategic direction (ensuring that the establishment management and HR planning is related to the company strategic direction, for example, preparing for the security requirements related to the 2010 World Cup Soccer hosted by South Africa, be sufficiently and effectively addressed), until his voluntary resignation from the SA Police in 2007 as a Colonel, Deputy Director of Strategic Human Resource Planning.