At Catalyst Sellout, I specialize in implementing and integrating various technologies to streamline and automate the recruitment and discipline processes. By collaborating closely with application developers, I played a key role in enhancing the time and attendance system, successfully reducing the time spent on manual tracking by 2 hours per week. This improvement not only optimized operational efficiency but also freed up valuable time for other critical tasks. In addition to technical advancements, I also developed a comprehensive philosophical framework for performance management. This framework was designed to foster more effective and meaningful performance management sessions, particularly for our team of brand ambassadors. By aligning performance evaluations with clear, strategic goals, I was able to facilitate constructive feedback sessions that focused on continuous development, accountability, and improved overall performance.

Engagement in training for disciplinary hearings with senior management. Greater interaction with the entire Disciplinary process by going to CCMA - full Engagement from first written warning ending at the CCMA.Creating learning content that can be placed on our online learning platform.Oversight over junior administrators that specialize in recruitment.

At Iram my skills where further enhanced. The selection and recruitment for sales orientated environment. Performance management of multiple employees that needed to make sales targets. Developing work process flow charts that allow for greater effectiveness for employees of multiple departments. Adminstratively assisting with the section 189a retrenchment process. Administratively assisting with payroll for the Psiber system.

At Popcorn people I was introduced to working with multiple clients while learning the fundamentals of human resources. The fundamentals including Recruitment, selection, Performance management, succession planning, Employee wellbeing initiatives as well as managing the administrative capacity that comes along when dealing and handling 3 - 4 clients. At Popcorn people I focused mainly on the disciplinary process and I cultivated a firm understanding of Disciplinary hearing has as well as the issuing of warnings.

A job that required that a child was stimulated on two levels. The first was the mental level. At this level programmes were developed in conjunction with the parents in order to advance learning. The second was physical this involved creating a competitive environment were there child was encouraged to primarily compete with themselves in order to improve.