ADOLINDA ANN NAICKER - PROFILE Updated 3

Miss Adolinda Ann Naicker
(MBA, PG Dip Business Management, B Soc.Sci, Dip: HRM)
Ann.naicker@vodamail.co.za 079 108 8154
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PROFILE SUMMARY :
Ann Naicker has worked across multiple industries within her 17year working career. This includes
both the private sector and the public sector (locally and internationally). Oracle (SA), MTN, Edcon,
Woolworths, SABC , Hollard, Mutual and Federal, MultiChoice, Eskom and Transnet (Pipelines) are
amongst the highly successful companies that she has contributed to their success, managing diverse
and multiple portfolios at stepped levels within her corporate career, namely from junior management
levels to executive management.
As a firm believer in academic empowerment, she has studied various disciplines within the commerce
fraternity (marketing, business administration, finance, technology, law), social science (sociology,
psychology, gender studies, human resources) and medical fraternity (sexology). Ann Naicker holds a
Diploma in Human Resources Management (Dip:HRM), a degree in Social Science (B.SocSci), a Post
Graduate Diploma in Business Management(Post Grad: Dip: Bus Mgt) and a Masters in Business
Administration(MBA). She is currently reading her Doctorate in Leadership – Leadership and Change.
Ann believes that ‘Service to Mankind, is Service to GOD”, as such, she spends her private time by
contributing to the economic and social development of communities, girls and women in particular.
Having been the Executive Director of the Business Women's Association (BWA), she has successfully
piloted an empowerment camp for underprivileged girls. She has now partnered with the ‘Business
Professional Women’s” Network (BPW) to further her empowerment goals of youth development and
has hosted 6 successful youth empowerment camps within which she had trained 550 young ladies to
date. She has also adopted a rural community of 10 000 people (Limpopo) and through her interactions
with various corporates', she is developing the community economically and socially.
Ann Naicker is currently mentoring 5 professionals within the HR/OD/Business fraternity and she
enjoys seeing the growth in her students and themadvancing in their careers. She also has a mentor and
coach to guide her as she believes that she should also be on top of her game in order to remain
relevant and abreast of current practices.
Ann Naicker is also an international speaker and has represented the country and the continent in
International Conferences in advancing the female agenda of empowerment as well as corporate social
responsibility.
Though Ann Naicker values intellectual versatility and appreciates diversity, her corporate focus is
centered within the IT and Human Resources disciplines at senior to executive management level. Her
areas of focus are: Leadership Development, Change Management, Culture, Organization Design and
development, Transformation, Systems and Structures, Strategy Formulation, Performance
Enhancement, Process engineering,
"Apart from LOVE, there is no greater gift than the gift of GROWTH"
(Unknown)

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FORMAL EDUCATION - BALANCE SHEET
COMPLETED - QUALIFICATIONS
Qualification Period Institution Majors
Master's in Business
Administration
(MBA)
2001 - 2003 UKZN Technology: E-Commerce Strategies
International Human Resources
Post Graduate
Diploma in Business
Management
1999 -2000 UKZN E-Commerce, Information Technology,
Human Resources,Marketing, Finance,
Strategy
B.Soc Science 1995 - 1998 UKZN Marketing
Business Administration
National Diploma:
HRM
1992 - 1994 DUT Human Resources,Industrial Relations
Training Management
Labour Law/Economics
Business Economic
CERTIFICATE STUDIES
Certificate in Global
Information and
Telecommunication
Regimes
Jan 2004 - Dec
2004
Michigan
University/Wits
university
Telecommunication Regimes and
Regulations
Certificate in
Computer
Networking
Jan 1991 - Dec
1991
Compu-Tek Networking
Computer Data Processing
WORK IN PROGRESS
PhD – Leadership &
Change Management
March 2013 to
date
UKZN Future of Corporate Social Responsibility
in relation to the SA national development
plan
B. Sexology Aug 2010 to -
date
Academy of
Sexology
Human Sexology (two modules to
complete)
MATRIC
Qualification Period Institution Subjects
Matric Exemption Dec 1990 Umkomaas
Secondary
School
Mathematics, Physical Science, Biology,
Home Economics, English & Afrikaans

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CORPORATE CAREER JOURNEY - BALANCE SHEET
1. Transnet (Pipelines) SOC
Designation Culture/EE/Wellness/EAP/Change Manager/Acting Capacity Building
Manager
Tenure September 2014 – March 2015 (6month contract)
EE/Wellness/EAP/Culture/Change
Implementation of Culture Chart Scoring/ Roll out the Chief Executive Awards,
Implementation of EE Plan and Control Framework
Facilitate EE/Disability and Diversity Training
Implementation of Transnet Change Management Methodology
Capacity Building
Co-created draft training plans (Recovery Plan (Q4) and 2015/2016 Training Schedule) so as to
service business with the necessary planned training required and avoid any formof controlled risk.
Successfully managed the collection of the 7 day Vendor payments (October 2014 – December 2014
payments – so as to manage the reputational risk of Transnet and to comply with the supplier/vendor
contract as well as BBBEE arrangements (ED)).Co-created the Training / Procurement strategy and
the execution thereof, to facilitate the procurement of preffered suppliers – so as to manage the risk of
not providing training services to the business due to supplier unavailability.
Focus on the implementation of the Capacity Building strategy, which includes current programs
underway (preparation and partial implementation), namely: Depot Manager program, Mentoring and
Coaching, Operations Learnership, RPL within Operations, Techno-Girl Initiative, HR Capacity
building.
Competencies Labour Law/Transformation (EE, Disability Management), Disciplined
Execution, HR Product Design, Process Mapping, Integration, Systems Thinking,
Mentoring & Coaching, Governance, Attention to detail, People Management
practices, Intellectual versatility, Cross Cultural skills, Change
Leadership/Resilience, Project management, Strategic thinking,
Achievements Co-created and managed a successful culture/change road-show, Formulated the
Culture Charter Analysis and interventions, Formulated a Change and
Implementation plan for EE together with the revision of the EE Control
Framework, Facilitated the BBBEE Verification process with the BBBEE
Manager, Trained in Transnet Change Methodology and MDS Leading for
Change as well as revision of the Change Management Control Framework.
Capacity Building Governance (Enterprise Development Payments, co-created
Training Schedule, Depot Manager Program/Mentorship program initiatives,
Disability Initiatives, HR Capability Initiatives).
Challenges Lack of autonomy within TPL. No delegation of Authority resulting in delayed
delivery of HR service offerings. Lack of HR Professional practices and protocols
-
Direct Report/
Indirect Reports
4 Direct reports,5 Indirect Reports.
Budget for the
Project
Managed a 7MIL Budget for Change, Culture and Transformation,
Managed a 13 MIL Budget for Capacity Building
(Staff compliment of 630).
2. ESKOM Holdings SOC
Designation Project Manager: Leadership Development & Process Integration Manager
Tenure February 2012 to February 2014 (2yrs)

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Project Management :
Managed the entire process to deliver on the implementation of the following management programs,
namely Senior Management Program (SMP), Middle Management Program (MMP) and Supervisory
Development program (SDP). Managed process from research, to design, through to the commercial
process, contracting, vendor selection, vendor management, marketing of program and change
management vendor performance and feedback to implementation of program. Delivered the project
before scheduled time.
On-Boarding: Provided professional advice and assistance on the process and principles of On-
boarding as per experience from other organizations.
Talent Management: Provided professional guidance, advise and consultation in managing and
plotting the Top 100 executives. Contributed to the thinking and practice of Talent Management at
Executive Level.
Coaching: Coached colleagues in Talent Management/ On boarding/Project Execution and other
relating business matters.
Process Integration: Co-create efficiencies and points of integration to be aligned to SAP system.
Secretariat of Back-2-Basic's program: Define governance and project administration of the
program. Facilitate financial and project reporting to EXCO. Management of projects
Competencies Project Management' Leadership, Strategy Development, Disciplined Execution,
Process Mapping, Integration, Systems Thinking, Coaching, Governance,
Attention to detail, People Management practices, Intellectual versatility, Cross
Cultural skills, Change Leadership/Resilience, Project management, Strategic
thinking
Achievements Exceeded the Leadership mandate of staff development targets by 25%. Adopted
on-boarding program. Governance aligned to Prince2. Process integration as per
system.
Challenges Up skilling of organizational leadership in order to effect a change in culture
through Leadership Development – I delivered on the assignment one month
before the due date and negotiated additional offerings which were not included in
the budget.
Co-created and introduced Talent Management strategy and approach at executive
level as well as trained the staff in Talent Management.
Direct Report/
Indirect Reports
As a Project Manager, I had the project team reporting to me as well as persons
from other entities which was more of a matrix report. I had 8 direct reports and 5
indirect reports as well as all the successfulservice providers.
Budget for the
Project
R 65 MILLION for Leadership Development
3. MULTICHOICE Pty (Ltd)
Designation Group OD Manager ( Remuneration& Benefits)
Tenure May 2011 - Nov 2011
Group OD Strategy: Co creation and co-ordination of Group OD/Company Strategy, inclusive of
Change Management projects (400Million project), Revision of Competencies Management, Revision
of Talent Management and Succession Management and development of Team Effectiveness
interventions based on Diagnostic outcomes. Implementation of Organizational Effectiveness and
Engagement Surveys with the impact on Customers (Qualitative Approach).
Business Consulting for African Operations: Provision of HR/OD Business Consulting advice for
African restructure (Regionalization – 2,5 Million), Ex-pat management (development of Transition
process and management of the process. Provision of Mediation services for internal matters. Advise
on co-created Culture initiative.
Wellness Strategy: Co-creation and co-ordination of Wellness Strategy for MultiChoice SA.
AIDS Strategy: Co-creation and co-ordination of AIDS Strategy for MultiChoice SA.
Competencies International OD/Structuring and business management, Change Management,
Wellness, Remuneration &Benefits, Financial Management, Customer Services,

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Strategy Development, business consulting, business acumen, employee
engagement, Talent Management, process and systems engineering, Employee
engagement, Team Effectiveness, OE suite of competence.
Achievements Development of Group OD strategy and frameworks(Greenfields environment),
Talent Management Framework, Developed & trained on all Change
Management initiatives specific to environments, Survey management post
engagement, Organizational diagnostics, International restructuring strategy and
the implementation approach. Implementation Change plan for Customer and
employee engagement.
Challenges Multichoice had been undergoing multiple changes and in the absence of an OD
professional and department, the organization had managed changes which
impacted negatively on the employee morale and employee value proposition and
other people management process – having introduced the OD and Wellness
function within Multichoice gave rise to managing many changes eg;
International restructuring, Customer Orientation focus and employee morale and
engagement interventions. Culture issues , systems and legislative matters in
structuring within different countries.
Direct Reports/
Indirect Reports
I had 5 direct reports and matrix reports by virtue of me being the change
management expert on multiple projects. I had at least 10 indirect reports on
projects.
Budget The OD budget was R 7 Million – there had been a multiple de-centralized
budget for OD interventions which were paid for by the respective departments.
OD was managed as “business”.
4. PRIVATE/INDEPENDANT CONSULTING
Designation Independent Consultant
Tenure July 2009 - May 2011
Clients List:
- Department of Education ( Training and Development)
- Department of Transport ( Business Strategy)
- Bushbuck Ridge Water Board (Business Strategy)
- Video Vision (Business Strategy and Radio License Application)
- Fuse Consulting (HR, OD & Business Strategy)
- Strawberry Worx ( Business Strategy and Marketing)
- Annday Traders (Marketing, Finance and HR)
- Mining (Procuring Investors for Prospecting and Mining)
Competencies Strategy development, Facilitation, Training, HR & OD People Management ,
Intellectual Versatility, Cross Cultural Skills, Thinking Skills, Innovation,
Business Acumen, Communication, People Management Skills, Resilience
Achievements Strategy and plans all signed off and adopted.
5. HOLLARD INSURANCE
Designation GM:OD/Change/HR International
Tenure May 2008 – July 2009
HR Strategy co-creation and co-ordination (Development of 12 : 24 month strategy – current and
future oriented) which included the co-creation and alignment of Business Unit HR/Learning strategies
aligned to Talent Management and Competencies and legislation for local and international.
Co-create the development of and implementation of the Hollard Change Management Philosophy and
Toolkit for the business. Educate the business on Change Management and train Change Agents.
Conduct Change Management initiatives on business Initiatives ( Mergers and Acquisitions/Joint

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Ventures/ Partnerships, Design/ Structural changes
Co-creation of Global Talent Management Strategy and Implementation. Conducted Talent
Management process and practice (Namibia, Botswana, Mozambique, Pakistan, India, Nigeria) –
(Attraction to Retention to Engagement).
Custodian of Talent Management (Career Counseling and Succession Planning Initiatives). Co -
determining and c o-ordination of the Talent Balance Sheet for the Hollard Group. Developing
strategies around Talent management eg: HIPO Management and Retention thereof
HR Technology rolling out HR Technology and automating the entire HR Values Chain from
Recruitment and Selection, Talent Management, Performance Management, Career Development,
Payroll, Leave management, ESS, MSS
HR International: Co-create and formulation in the development of host-country HR and business
Strategy. Custodian of all HR policies, practices, protocols and procedures within International. Look
after the following countries, Botswana, Mozambique, Namibia, Nigeria, Kenya, UK, India, Pakistan
Competencies Strategy development & execution, Change Management, Talent Management,
HR Technology,Cross Cultural Skills, OD/OE skill suite,Performance, Cross
cultural skills, Intellectual Versatility.
Achievements Talent Management Culture/Employee Engagement, HR Technology,Merger &
Acquisition People Model strategy adopted.
Challenges Hollard had been undergoing multiple changes and in the absence of an OD
professional and department, the organization had managed changes which
impacted negatively on the employee morale and employee value proposition and
other people management process – having introduced the OD within Hollard,
multiple operational challenges were addressed namely: HR Technology roll-out,
Talent management, HR strategy development.
In order to improve on “back-end” efficiencies, Hollard merged with a US
organization on Project EXIGEN which I played a pivotal role in Change
management and the staffing model.
Direct Reports/
Indirect Reports
I had 2 direct reports and in country HR representatives as reports,as well a
matrix reports by virtue of me being the change management expert on multiple
projects. I had at least 10 indirect reports on projects
Budget The OD budget was R 5 MILION as each department would budget for
OD/Change costs.

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6. EDCON Pty (Ltd)
Designation Group OD Manager
Tenure October 2005 – June 2008
 HR Strategy co-creation and co-ordination (Development of 12: 24: 36 month strategy – current
and future oriented) which included the co-creation and alignment of Business Unit HR/Learning
strategies aligned to Talent Management and Competencies and legislation.
 Metric’s Management – Co-creation of Business and HR Metric’s aligned to strategy , with
service providers, namely: Saratoga Benchmarks/ Accenture Team. Education and training of all
HR/Line Managers on metric’s within the Performance Management and Strategy Framework.
Compilation of all OD& Assessment Metric’s – conducting the interpretation, evaluation and
monitoring of issues together with providing business solutions for issues experienced. Eg: Loss of
Merchandise Skills, Project Management, and Store Managers.
 Development and Implementation of Transformation Strategy which includes sub-strategies:
Diversity Management/Disability Management and Employment Equity Reports – include the
establishment of forums and being a member, either chairing or OD representation within forums.
 Co-create the development of and implementation of the Edcon Change Management Philosophy
and Toolkit for the business. Educate the business on Change Management and train Change
Agents. Conduct Change Management initiatives on business Initiatives (EWOM/ Edgars
restructuring/ EWOSO).
 Provision of Subject Matter Expert (SME) and Change Expert advise and implementation plans on
numerous HR Technology Projects, namely: Hiring Management, Competency Management,
Succession Management , Performance Management, Leave Management, Learning Management
etc
 Co-creation and implementation of improved Performance Management System per chain
(Edgars, Jet, C N A, Financial Services). Educated and trained all Executives/ Line Managers and
Staff as well as facilitators.
 Co-creation of Global Talent Management Strategy and Implementation. Conducted Talent
Management process and practice (Namibia, Botswana, Swaziland, Nigeria, Lesotho) – (Attraction
to Retention to Engagement).
 Custodian of Talent Management (Career Counseling and Succession Planning Initiatives). Co -
determining and c o-ordination of the Talent Balance Sheet for the Edcon Group. Developing
strategies around Talent management eg: HIPO Management and Retention thereof
 Advise, consult, conduct and implement Organization Design and Development (Organizational
Structuring and Profiling) with stakeholders ranging from MD, executives, senior managers,
managers, supervisors and staff, while developing the Competency Model and managing
Competency Development – integrate with Talent, Performance Management and Learning
Strategy, for current and future needs.
 Provide end-to-end Survey Management Services for the business (Design of survey,
administration of survey, analysis of survey, interpretation and presentation of results of survey).
The following surveys have been successfully run within Edcon: HIV/AIDS; Disability Declaration;
CLC Engagement Survey; Organizational Perception Survey; Crèches Survey, BCTWF, CRF
Survey, HR Best Practice Survey (CLC).
 Conduct OD Diagnostic’s and Intervention within different business units to ensure effective and
optimal performance and culture alignment.
 Development and management of Culture Strategy which includes: Management of Ethics;
Diversity Management; Exit Analysis; Resilience Training; EQ Training; On boarding Executive
Coaching. Co-Custodian of Policy Audits and Development.
 Leadership Development – Co-creating competencies, job profiles, individual needs analysis and
project managing Executive Coaching – evaluation of Leadership Modules. Co-creating Leadership
Development suite.
 Management of Departmental Budget (Compilation and management) for OD and Learning
Initiatives.

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Competencies Strategy development, Metric's Management, Transformation, HR Technology,
Competency Development, Survey Management Services, OD Diagnostic's, Culture
Strategy, Employee Engagement, Policy Audits and Development, Leadership
Development, Financial Management
Achievements  Design, Development and Deployment of OD Tools to management HR and
Business Initiatives, Development of Metric Framework, Change Framework,
Surveys, Implementation of Transformation strategy,successfuldiagnostic's
 Co-creation of Competency Framework and the alignment of competencies to
Learning Initiatives.
 Creating a Talent Centric Culture underpinned by Performance Management.
 SuccessfulImplementation of HR Technology Roll-out and Change
 Management within HR Technology – following Modules rolled out, namely:
Leave Management, Hiring Management, Performance Management, Output
Competency Library, Job Profiling, Organogram, Library System
 Integration and co-ordination of all HR processes with the business strategy and
processes.
 Recognition for the outstanding contribution I had made with my field of work
(received financial and non-financial rewards)
 Coached specialists and generalists on HR practices. Custodian of all Industrial
Psychologists with the OD environment.
 SuccessfulCNA Transformation - 20% increase in market share
Challenges Successfully partnered with C N A to gain the 25% market share that it had lost over
a period of time –implemented the C N A Transformation Journey which had brought
C N A back on track gaining its market share.
Edcon had financial challenges and wanted to reduce their operational cost within the
Human Resources environment in particular training – I successfully project managed
the purchase of Technikon SA and transformed it into the successfulEdcon Retail
Academy which reduced the operational training cost (venue hire, food and other
logistics’) by approximately 50%.
Direct
Reports/
Indirect
Reports
I had 8 direct reports and 15 indirect reports across all 14 brands.The international
operations would seek advise and use my services for their environment eg:
Swaziland and Namibia
Budget R 20 MILLION – departments would have a budget for OD services.The 20Million
represents the Group Initiatives which needed to be undertaken.
7. MTN
Designation OD & Design, HR Technology and Wellness (EAP) Manager
Tenure August 2001 - February 2005
 Advise, consult, conduct and implement Organization Design and Development (Organizational
Structuring and Profiling) with stakeholders ranging from MD, executives, senior managers,
managers, supervisors and staff.
 Development of Strategy and Implementation of Diversity Management
 Development of Strategy and Implementation of Disability Management
 Development of Global Strategy and Implementation of HIV/AIDS
 Development of Global Wellness Program and Care Portfolio Strategy and Implementation
 Repositioning of Employment Equity – reporting and monitoring of EE within the organization.
 Conduct Change Management Session of Company Interventions (Co-created MTN Change
Management Methodology)

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 Custodian of Organizational Employee Performance Management – including the design ,
development and delivery of High Performance Culture.
 Co-custodian of Employee Relations Activities (Discipline/Grievance/Disputes)
 Co-create strategy for Training and Development (Skills Development) Leadership and Staff
Development
 Co-created and customized the Succession Planning and Model for MTN-SA (Building of Career
paths/career counseling)
 Custodian of Employee Performance Management (Design of Application System, Training of
Staff, Design and Implementation of setting KPA’s and KPI’s linking to the Balance Scorecard)
 Project Management on Special and Ad-Hoc companywide Project, management of HR
Technology Initiatives
 Conduct OD Diagnostic’s and Intervention within across the business.
 Development of HR and Business Policies, Procedure and Practices
 Management of Departmental Budget (Compilation and management)
 Management of Executive Coaching and being a coach/mentor on all HR and people management
matters/issues
Competencies Strategy development, Performance Management, Transformation, Employee
Engagement, Financial Management, Project management, OD/OE services suite,
Wellness, Change Management, Cross Cultural Skills, Intellectual versatility, HR
Technology
Achievements  Co-creation and Customization of Succession Planning and Career Path
Management
 Co-creation and design of MTN Change Management Methodology
 Departmental representative on the Technology and Information Security
Steering Committee
 Design of the e-Leave Management Module/ Training Manuals and Change
Management process
 Repositioning of the EE Committee
 SA customized design, coaching, training and implementation of Performance
and Consequence Management Strategies
 Development of the HIV/AIDS Strategy and Implementation Plan from
awareness to VCT – global usage.
 Repositioning of Executive Health and Wellness in organization. Wellness
benefits for temp staff.
 Restructuring and reposition of departments to be aligned with corporate
business strategy
 Trained and active participation in the Re-introduction/rebranding of MTN
Brand Values
 Development of Policies, Procedures and Practices aligned to international
practices and business strategy
 Direct Inputs into HR and Organizational Business strategy
Challenges The utilization rate of Wellness Service offering was 5%, which represented a
“waste” of HR resources, through my strategic intervention; I had increased the
usage from 5% to 30% over a period of a year and had been sustained during my
tenure.
MTN’s reputation of “poor customer services” needed to be changed.
Successfully participated in organizational change interventions which gave rise
to co-creating a “Customer orientation” culture which permeated the organization.
Direct Reports
Indirect Reports
I had 5 direct reports and multiple indirect and matrix reports due to all the
projects that I had managed or worked within
Budget 5 Million – departments would have a budget for OD interventions. This budget
was for corporate projects eg: Roll-Out of Values, Wellness initiatives etc.

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8. ORACLE - SA
Designation HR Applications Consultant - Oracle SA
Tenure Jan 1999 - July 2001
 Localized the HRMS Product i.t.o Employment Equity and National Qualifications Framework
(NQF)/Disability
 Conducted business analysis and participated in Scoping exercises (Gathering information on
Clients Current Processes - Suitability /Feasibility Analysis) with various clients, namely: UNISA,
EDCON, NDS, Old Mutual, SANLAM etc.
 Conducted Testing on HP, Sun Solaris, and NT platforms for Localization of HRMS Product
 Experienced in practicing ISO 9000 Standards
 Writing of Proposals i.t.o. Design and Solution (Functional Specifications). Knowledge and Practice
of Oracle Business Models
 Ability to use AIM Methodology, Reviewing of Documentation. Ability to use Visio and Project
Management Applications (PJM)
 Conduct Research on all SA Legislative practices and Consulting methodologies
 Conduct and implement Change Management Initiatives
 Co-create project plans, implementation initiatives and facilitate JAD sessions
 Writing of business process re-engineering documents and writing of Training Manuals
 Conduct Training on the system
 Documenting the understanding, implementation, practices and knowledge of HR processes to
conduct comparative analysis
Competencies Research, Process design,Writing Business Proposals,People Management,
Training, Documentation Management, Facilitation, Legislative knowledge and
application.
Achievements  Award for Localization of HRMS and Payroll
 Chairperson of Employment Equity Committee
 (Planned Strategy and Implementation of Employment Equity in Workplace)
 Member of the AIDS Committee and played an active role in writing of the
AIDS Policy
 Planning a Diversity Management Program
 Active role in the Development of Health and Safety Policy
 Written Functional Design and Specification for the Development of Health
and Safety and Industrial Relations Applications
Challenges Transitioning into the workplace and understanding customer requirements
resulted in me being the best Oracle functional specialist in Localizing the HRMS
system for SA. Managed to secure many clients for Oracle due to my functional
and technical knowledge.
Direct Reports/
Indirect Reports
Nil
Budget Nil

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PART TIME EMPLOYMENT
Organisation Designation Competencies Developed
SABC
Jul1999 - Dec 2004
Business Coach Strategy development, Research
Performance Management
Coaching, Training
Management Skills (PLOC)
Technikon Natal
(DUT)
Aug -Dec 99
Evening Library
Supervisor
Customer Orientation
Operations Skills
Training Skill
Marketing Skills
Natal University
July 98 -
Conference Manager Customer Orientation
Operations Skills
Training Skill
Marketing Skills
Woolworths
Jan 96 - Dec 97
Human Resources
Officer
Customer Orientation
Operations Skills
Training Skill
Marketing Skills
Edcon
Jul 91 - Nov 95
Sales Consultant Customer Orientation
Operations Skills (merchandising and stock-mgt)
Sales SkillsFinance Skills(acquisition of
accounts)

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ENTREPRENEURIAL ACHIEVEMENTS
Company Description
Vodashop Owned three Vodashops in the emerging markets, namely: VC Mabopane, VC
Mamelodi and Silverton dealership from 2007 to 2014. Won a trip to
Singapore and Malaysia for the highest sales in emerging markets in 2010.
Member of Vodacom Franchise Council in 2008. Overcome several
challenges, robbery (brutal crimes), fraud, lack of support from Vodacom,
changing staff due to pilferage, safety of staff and self in emerging markets,
product inappropriateness for market segmentation etc.
Risana
Communications
Training cc
Owned a training company. Trained over 1000 students from 2000 - 2005
Radiobiz Co-owner of an online radio magazine named Radiobiz from March 2013 to
date.
LEADERSHIP ROLES
Role Institution Period
Founder of "Future Leaders
Development Program"
BPW Dec 2010 to date
Chairperson NISSA Dec 2012 to date
Board member BPW (Business Professional
Women's Network)
Jan 2012 to date
COUNTRY REPRESENTATION
Role Institution/Date Topic
Speaker at Women's Conference Women's International
Network(WIN) Italy - 2011
Corporate response to Diversity
and Inclusivity
Corporate Director (Academy of
Sexology)
World Annual Sexual Health
Conference(WAS) - 2011
Scotland
BDSM
Marketing and Networking
Speaker World Conference on Corporate
Social Responsibility (BPW) -
2012 - Tunisia
SA's corporate lessons in
Corporate Social Responsibility
(CSR)
Speaker International Women's
Conference - 2013
Succession - Preparing the
female talent pipeline

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COMMUNITY SERVICE
Role Activity Outcome
Founder and Host Future Leaders Empowerment
Camp (Winter/Summer)
National
Trained approximately 550 females aged
from ages 16 -21yr (with various sponsors)
from 2010 to date
Community
Development
Consultant
Limpopo (Pheeha Community)
(Thakalani)
Trained 100 rural female youth on life-skills
and entrepreneurship
Establishing four libraries in Molemole
village with Nedbank
Establishing three nursery schools in
Molemole village
Facilitating career expo and financial
management with ABSA Bank
From 2011 to date
Fundraising and
networking
development
officer
Re-imagine Reiger Park Project
(REI) (Gauteng)
Trained 30 female youth on life-skills and
entrepreneurship
Community
Development
Consultant
Kwa-Zulu Natal Trained 30 female youth on life-skills and
entrepreneurship
REFRENCES
Referee Name Company Designation Contact Details
Dr. Andrew
Johnson
Eskom Holdings
SOC
GM: Eskom
Leadership Institute
Work: (011) 800 8000
Cell: 083 209 1002
E-mail: Ajohnson@eskom.co.za
Dr. Urin Ferndale Edcon COO: Edcon
Ex-HR Director
Work: (011) 495 7070
Cell: 082 858 9033
E-mail: uferndale@edcon.co.za
Mr. Paul Norman MTN HR Director Work: (011) 912 4040
Cell: 083 212 6117
E-mail: p_norman@mtn.co.za
FUTURE AMBITIONS (Next 3-5yrs)
Dimensions Ambition
Personal Spiritual growth, focus on personal health and well-being, pursing academic
studies, improvement change leadership skills
Writing academic books on practical and applied HR/Business
Create a positive work-life balance for family ambitions
Continue representing SA and speaking at international conference

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Career Focus on obtaining HR Executive roles and business/operational management
roles to use my diverse skill based developed over the years.
Work abroad in Africa, Middle East and Europe - additional International
exposure , Focus on leadership knowledge transfer,
Coaching/mentoring other and being coached/mentored. Participating in private
sector board representation.
Community Continue with female youth future leader camps, Pilot male future leader camp
Continue establishing libraries and crèches in rural areas
Continue with the growing "veggie gardens"
Publish the children's' book that I have written
"Apart from LOVE, there is no greater gift than the gift of GROWTH"
(Unknown)

ADOLINDA ANN NAICKER - PROFILE Updated 3

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