Chris Jacobs (Phd) Email & Phone Number

Formulate, develop and implement and models and principles of (industrial) psychology to issues related to the world of work in order to understand, modify, enhance individual, group and organizational behavior effectiveness, well-being, and performance. Applications include psychological interventions, human capital models, people strategies, organisational change, well-being models and career development and services.Conduct and utilise assessment practices; facilitating job analysis and development needs; facilitating individual and group processes; exercising consumer psychological practices; doing ergonomics evaluations; and performing interventions.Researching specifically the psychological impact of digital job resources and digital job demands on employee engagement within the business process services environment.

Brooklyn, Pretoria

This position entails leading the management, monitoring, and provision of comprehensive Human Capital, HRM services, and WFM inclusive of employee relations (industrial relations) and employment law, of SARS's Group IT and Operational Divisions. This requires application of special knowledge, technical expertise, and aligning systems, processes, and people with strategic direction.

The position entails lecturing and moderation of Performance Management & Organisational Leadership at a Honnours level since 2019. Previously lectured at Tshwane University of Technology from 2010 - 2019: 1) People Management III 2) Customer Relations I (first-year level) & III (third-year level); 3) Contact Centre Management IV as part of the Contact Centre Management qualification; 4) Organisational Behaviour IV, Human Resource Development IV and Strategic Human Resource Management IV as part of the BTEC HRM degree of the Department of People Management and Development; and 5) Managerial Finance IV, Management Practice IV and Advanced Strategic Management IV for the Department of Management & Entrepreneurship as part of the BTEC HRM and Logistics degrees.

Formulate, implement and evaluate paradigms, theories, models, constructs and principles of (industrial) psychology to issues related to the world of work in order to understand, modify, enhance individual, group and organizational behavior effectiveness, well-being, and performance. Applications include human capital models, people strategies, organisational change, well-being models and career services.Conduct and utilise assessment practices (under supervision); facilitating job analysis and development needs; facilitating individual and group processes; exercising consumer psychological practices; doing ergonomics evaluations; and performing interventions.Researching specifically the psychological impact of digital job resources and digital job demands on employee engagement within the business process services environment.

The position required determining of organisational structure and direction, and aligning systems, processes, and people with strategic direction for external clients and the Kelly Group internally. The position focused predominately on specialist human capital, HRM and WFM consulting, inclusive of talent management (planning, recruitment, development, and retention), HRM processes and technology, and HRM strategy and compliance within Business Process Services.

This position entailed voluntary executive management of BPeSA Gauteng's stakeholder relations plan for a one year period.BPeSA Gauteng is the official regional non-profit industry association and co-ordinating body representing the Business Process Outsourcing (BPO) and Call Centre sector in the Gauteng Province, South Africa.

The position entailed directing the activities and contributions of others to achieve organisational goals. Span of control was 11 direct reports. The key purpose of the position was to co-ordinate the overall management and identification of volume business accounts for Kelly’s Corporate Accounts Division, whether permanent, temporary, or outsourcing, with the view to increase business levels and company profitability.

The position predominately featured corporate sales and business development, which involved representing the organisation’s products and services to customers, while using appropriate procedures to determine effective solutions and sales strategies.

This position required the facilitation of transactional HRM activities such as recruitment, industrial relations (IR) performance management, and payroll- and HR administration, with a focus on customer support.

Master Industrial Psychology Cum Laude

Doctor Of Philosophy (Ph.D.), Leadership, Performance, And Change In Human Resources And People Management

Tested a human capital predictive model for employee performance in business processing environments.

Mcom: Leaders Performance And Change (Hrm) Cum Laude, Human Resources And People Management

• Research article entitled ‘A human capital predictive model for agent performance in contact centres’; • Presented paper at UJ.

Matriculated With Exemption

Activities and Societies: Hostel and school prefect - 1994