NALA BUSINESS CONSULTING

NALA BUSINESS CONSULTING http://www.nalabusiness.co.za Nala is an Organisational Development Company that offers these services internationally. Nala also offers HR consulting services. Nala offers Learning Development services. Nala offers support to Christian Ministries Internationally Nala grows people through its training prigrams that are Internationally Bench Marked. Lauyan TOWeb en Mon, 25 Apr 2011 15:50:39 GMT BBBEE Status updated 25 April 2011, 04:01 PM Nala is still a level 4 contributor ito BBBEE act. See attached letter. This can also be verified on the DTI Supplier website: <a target="_blank" href="http://bee.thedti.gov.za/">http://bee.thedti.gov.za/</a> Reference number: BEE6563221 http://www.nalabusiness.co.za/topic/index.html#bv000009 http://www.nalabusiness.co.za/topic/index.html#bv000009 Introduction to Nala Business Consulting Welcome to the Nala Website! Nala Business Consulting is thrilled to welcome you to our website. Please enjoy your browsing and let us know what we can do to improve your surfing experience. Hope you find what you are looking for. Nala, "the partnership that works" In Ndebele Nala means "to reap a bountiful harvest through love" We build meaningful business relationships that grow people. http://www.nalabusiness.co.za/topic/index.html#bv000004 http://www.nalabusiness.co.za/topic/index.html#bv000004 Introduction to Nala Business Consulting Message to new visitors 2011 IS THE YEAR OF BREAKING THE RULES AND FINDING A MORE EXCELLENT WAY! Nala Business Consulting was created in 1999 by Corrie Mulder in collaboration with Abe Ndlovu. It evolved from Organisational Renewal Agency to Nala and after Abe left, NALA evolved into Nala Business Consulting Pty Ltd with a 100% women ownership and with Corrie Mulder as the CEO. Since our start in 1997 we have grown steadily pursuing our vision to be the number one preferred Organisational Development provider in Africa and today our client list reflect the progress we have made in this regard. The challenge to business owners and managers are to get their employees to connect with the vision and engage in the organisational vision and objectives with a commitment that leads to excellence and productivity. How do you do that? It is our privilege to introduce you to Nala Business Consulting (Nala). In doing this we bring what is very precious to us, as a gift to you, in the hope that you may see the value incentives imbedded in a NALA partnership. "The partnership that works." Nala is an accredited provider of training with Services Seta, Decision nr 0433. Nala is al level 4 BBBEE contributor. Nala is an Ndebele word that means, "To reap a bountiful harvest through nurturing (love)". It has an equivalent in all 11 languages in South Africa and has capacity to work on a national basis. The vision of Nala is to become a preferred Organisational Development service provider in Africa. The mission of Nala is to render a seamless Organisational Development service, training and business development service, to businesses in Africa. Bringing wealth to organisations by growing its people through the application of Nala model. Nala is committed to customising its services and products to meet your need and requirements. Nala Business Consulting has shown through external verification that productivity improves by 15-41%. Nala Business Consulting developed a holistic methodology and People Development Process that guarantees learner competence. Nala services include: Organisational Development Services ¢ Climate Studies ¢ Organisational Behaviour Interventions ¢ Action research ¢ Transformation and Change Management Projects ¢ Team Development ¢ Tender Successfully HR Consulting ¢ Legislative Training (LRA, SDA, BCEA, Discipline, Codes of Conduct) ¢ Advice on HRM services ¢ Succession Planning and Implementation ¢ Performance management implementation Personal Development ¢ Personal Excellence ¢ Life Skills ¢ EQ ¢ Brain Gym and effectiveness ¢ Personality Analysis ¢ Mentor services Youth Development- Life Skills, Relationship skills and study support Training and Development ¢ Management development programs for entry and middle management level ¢ Range of soft skills ¢ Resilience management ¢ Strategic management ¢ Change management ¢ Leadership ¢ Management ¢ Diversity Management ¢ Ethics ¢ Corporate Governance ¢ Holistic Engagement Strategies ¢ Training for Government " PFMA " BID Committees " LRA " Policy Development " Performance Management " Knowledge Management Strategic Development for Christian Organisations ¢ Strategic development ¢ Life Skills ¢ Mentoring ¢ Ministry Management and Leadership http://www.nalabusiness.co.za/topic1/index.html#bv000004 http://www.nalabusiness.co.za/topic1/index.html#bv000004 Welcome to the NALA BUSINESS CONSULTING web site ! Enjoy the visit Nala's business activities are the following: Organisational Development Services HR Consulting Personal Development Youth Development Training and Development Strategic Development for Christian Organisations Contact me at <a href="mailto:%63%6F%72%72%69%65%6D%75%6C%64%65%72%40%6E%61%6C%61%62%75%73%69%6E%65%73%73%2E%63%6F%2E%7A%61">corriemulder@nalabusiness.co.za</a> http://www.nalabusiness.co.za/topic1/index.html#bv000001 http://www.nalabusiness.co.za/topic1/index.html#bv000001 Welcome to the NALA BUSINESS CONSULTING web site ! Nala Skills Programs 09 May 2010, 08:31 AM Nala Business Consulting is now a PTY Ltd company and in the process of becoming accreditted for Generic Management Qualifications at Level 3 and 4 of the SAQA framework. However, the skills programs is now ready for training under our existing accreditation decison numer 0466 Services SETA. http://www.nalabusiness.co.za/topic2/index.html#bv000011 http://www.nalabusiness.co.za/topic2/index.html#bv000011 The Nala News MANAGEMENT DEVELOPMENT FOR MANAGERS INTERNS OR SUCCESSION CANDIDATES 07 April 2010, 12:46 PM TESTING AND TRAINING OF CANDIDATES FOR MANAGEMENT DEVELOPMENT PROGRAM Executive Summary This program is essential to gain a holistic and integrated understanding of the increasingly important role of Leadership and Management functions in an organization. Lean organisations, flat structures and international benchmark have forced certain changes on what is expected from the post incumbent. For this reason the program spends time on matching the learner's paradigm to the international paradigm. Based on this understanding the learner's will then relate their environment to each other so that some bench mark guiding principles can be introduced to create a common paradigm and understanding. Practical experiences, simulation, exciting uplifting and humorous video clips will enhance the learning experience. A Business is a systemic organism, and is influenced by its environment. It is important to make the learner identify, understand and apply the legislative, social, economic imperatives to enhance organisational stability and performance. From the personal behaviour and competencies of the learner it is important to expand those competencies to the organisation. Resources and assets are entrusted to the financial executive authorities. It has to be managed productively, and the executive authorities must create a best practice environment in their organisation. For a full portfolio of services, please consult the following sources: <a target="_blank" href="http://www.nalabusiness.co.za">www.nalabusiness.co.za</a> <a target="_blank" href="http://www.nalabus.wordpress.com">www.nalabus.wordpress.com</a> Nala Consulting Events page on <a target="_blank" href="http://www.facebook.com">www.facebook.com</a> TESTING OF CANDIDATES The testing of the candidates will consist of the following components: ¢ Functional Component: " Determine current baseline of performance. This is done by reviewing current performance against performance contract and job description and interview with current manager. " Determine Future Performance. The candidate and mentor agree on the developmental path facilitated by us against the job description of the new post. " Output: The output of this stage is a personal development plan, with a complete training, mentoring, coaching and exposure program tied to timelines and specific deliverables. ¢ Behavioral Component: This component deals with a management assessment centre. During this session the following tests are completed: " Keirsey and Bates Personality Traits " In Tray exercise " Conflict Management Styles " Competitive Role Play " Decision Making Role Play " Problem solving and decision making case study ¢ Potential Assessment " Numerical assessment " Learning assessment " Logic assessment ¢ Output: Full report on each candidate with recommendations on the way forward PROJECT PLAN FOR IMPLEMENTATION Nala will use two consultants for the duration of the process. ¢ Day 1 to 2: Complete functional component ¢ Day 3: Complete candidates assessments on behaviour (maximum 10 candidates) ¢ Day 4: Complete Potential assessment ¢ Day 5-6: Complete reports ¢ Day 7: Candidate feed back ¢ Day 8: Feedback to Management and Mentors on the way forward MANAGEMENT DEVELOPMENT PROGRAMME This process is a generic process that is subject to customization. The program is delivered monthly over 8-12 months to complete the training and assessments. 1. Management Development Programme (MDP) Program Title Management Development Programme (MDP) Methodology Effective facilitation and process driven. Group discussions, video clips, case studies, self -assessments instruments and role-plays. Nala Business Consulting supplies a full mentorship to learners that include one contact session in the time of completion of the assessment guides. Target Audience Senior and Executive Management Number of Delegates Minimum of 10 - 24 Maximum Duration 5 days with optional add on modules. A modular approach in delivery is also available Outcomes On completion of this module, the learner should be able to achieve the following learning outcomes: Module 1: Leadership " Explain the behaviours of self/others in different situations and apply this knowledge when leading teams " Explain the term Emotional Intelligence and identify how to apply these principles " Develop holistic self management competencies " Explain the HELP model and apply this method when helping others " Identify the importance of building effective relationships " Explain what is meant by managing diversity and apply this in the work environment " Complete a Keirsey and Bates Personality Profile and apply the learning when dealing with your teams " Discuss the Principled Leadership model and recognise the implications of not applying these principles " Determine the importance of dealing effectively with change " Develop team vision and create buy-in from members " Set team objectives and manage performance by understanding behaviours and beliefs " Apply 4I leadership in delegation " Identify the different leadership styles and behaviours " Apply the motivational models of Herzberg and Maslow " Develop a team motivational strategy Module 2: Management " Describe the management activities involved in running a successful business " Explain the basic activities involved in the management process " Identify and explain the main tasks required of managers " Applying the decision making process to make a management decision " Analyse the application of the general management functions in a selected organisation Module 3: Communication " Implement Decision Making / Problem Solving techniques " Integrate Shared Value process into management processes " Use a personal and team task list " Use a diary. " Conduct a formal meeting " Apply basic communication concepts " Establish and maintain effective working relationships with colleagues, team members, other departments " Enhance productive working relationships with immediate supervisor " Identify and minimise interpersonal conflict " Establish and maintain relationships with customers and suppliers " Integrate learning on communication with use of toolkit, Leadership and Management competencies " Enhance presentations Module 4: Operating Environment (Optional add on after the core 5-day program) This module covers the operating environment and is customised to the client organisation. Module 5: Financial Management (Optional add on after the core 5-day program) This module covers financial management for non financial managers and is customised. Module 6: Staff Management (Optional add on after the core 5-day program) Customised to organisational policies and procedures this module is a hands on process to understand HRM and HRD and to apply HR responsibilities in the team from leave, discipline performance, recruitment and the full range of HR LRA and other legislative issues. Optional Modules How to implement and maintain values and quality principles Production management Project Management Business skills such as Etiquette, Business Writing, report writing Research Methodologies Policy development Negotiation skills Conflict resolution skills Hr related training on legislation, discipline and HIV/AIDS for managers Any range of development, mentoring and coaching skills. Assessments Assessment will make use of combination of methodologies and are very comprehensive and conclusive: The candidate will be assessed against knowledge, skills and specific attributes. Assessment can include ¢ Practical tasks during the intervention ¢ Back at work practical project to be completed ¢ Knowledge Questionnaires ¢ After care and follow-up observations after three months. ¢ Compilation of a portfolio of evidence Assessments have to be contracted before the time. Accredited certificates will be issued after the moderation process is completed. All training will include a diagnostic assessment to determine the level and experience of the candidates Certification Certification of competence will be issued http://www.nalabusiness.co.za/topic2/index.html#bv000009 http://www.nalabusiness.co.za/topic2/index.html#bv000009 The Nala News ORGANISATION DEVELOPMENT SERVICES Organization Development: Collaborating with organizational leaders and their groups to create systemic change on behalf of root-cause problem-solving toward improving productivity and employee satisfaction through strengthening the human processes through which they get their work done. (The Center for Human Systems) "the practice of changing people and organizations for positive growth." Team-building Organisational assessments, such as climate studies... Training Interventions Coaching Innovation Leadership development Change management http://www.nalabusiness.co.za/topic4/index.html#bv000002 http://www.nalabusiness.co.za/topic4/index.html#bv000002 Organisational Development Services Strategic Support Services to Christian Organisations Nala uses its skills and experience to enhance the quality of life and services offered by churches through its church development programs: <ul id="s2h"><li>Vision and Strategic Sessions</li><li>Creating a Culture Of Excellence</li><li>Emotional Intelligence for Families/Parents/Youth</li><li>Leadership and team development</li><li>Motivational sessions</li><li>Overcoming barriers in Ministry for pastors and full time workers</li></ul> http://www.nalabusiness.co.za/topic4/index.html#bv000001 http://www.nalabusiness.co.za/topic4/index.html#bv000001 Organisational Development Services Human Resources Consulting Services We support the HR Value Chain in organisations by supporting the following functions: <ul id="s2h"><li>SDF services</li><li>Accreditation services</li><li>Developing Training Material</li><li>Succession Planning</li><li>Management and Potential assessment centres</li><li>Performance Management Training and implementation support</li><li>Competency based Work Profiles</li><li>LRA training</li><li>Career Planning</li></ul> http://www.nalabusiness.co.za/topic3/index.html#bv000001 http://www.nalabusiness.co.za/topic3/index.html#bv000001 Services Youth Development Corrie Mulder was moved to action by the words of a group of youth leaders from all walks of life, who said to him, for different reasons but the same refrain, "Sir there is no hope..." That incident sparked a decade of yourh development by NALA. The services that are available to school going youth <ul id="s2h"><li> Brain Profiling, learning and potential measurements</li><li>Keirsey and bates analysis</li><li>Emotional Intelligence for Young People</li><li>Managing Peer Pressure</li><li>Assertiveness</li></ul> For Youth groups <ul id="s2h"><li>Team development</li><li>Strategy Sessions</li><li>Developing your community</li></ul>AIDS Peer facilitators http://www.nalabusiness.co.za/topic7/index.html#bv000004 http://www.nalabusiness.co.za/topic7/index.html#bv000004 Favorites links NALA Resume of Programs Nala will supply quotations and detailed outlines on request. Accreditation documentation available on request or on Services SETA Website Nala is a Level 4 contributor in terms of BBBEE legislation Nala is 100% women owned. http://www.nalabusiness.co.za/topic6/index.html#bv000014 http://www.nalabusiness.co.za/topic6/index.html#bv000014 Training Programs HIGH PERFORMANCE PEOPLE SKILLS: MOTIVATION IN THE WORK PLACE 28 October 2010, 09:27 AM CONTACT US AT 082 572 7644 (MAGDA) OR (CORRIE) 083 655 4168 OR AT <a href="mailto:%4E%41%4C%41%41%44%4D%49%4E%40%4E%41%4C%41%42%55%53%49%4E%45%53%53%2E%43%4F%2E%5A%41">NALAADMIN@NALABUSINESS.CO.ZA</a> HIGH PERFORMANCE PEOPLE SKILLS: EXCELLENCE IN MOTIVATION Edgar A. Guest: You are the person who has to decide. Whether you'll do it or toss it aside; you are the person who makes up your mind. Whether you'll lead or will linger behind. Whether you'll try for the goal that's afar. Or just be contented to stay where you are. “The only reason why a cheetah rarely misses its prey is not because of its speed; it's because it only focuses on one. In life, we need to identify our goals, go for them and not get distracted." Author Unknown Motivational theories do not explain the complexity of motivation in life and in the workplace. Leadership, management and basic approaches to engaging the workforce only succeeded in placing a burden on leaders to accept responsibility for outcomes that they often feel helpless to influence, understand and change. The burden is not shared but blame is passed when organisations fall short of the expectations of stakeholders. This 2-day intervention changes that as we explore a holistic and balanced approach to engaging the workforce. It challenges with a new paradigm of creating shared accountability and responsibility and enhances the opportunity to succeed in organisational endeavours. It is based on on-going research, that explores new dimensions of motivation, it is challenging and is a world first. KEY LEARNING OBJECTIVES AND BENEFITS Ø Understand the different models of motivation Ø An appraisal of motivation: Case study on motivational models in the workplace Ø Creating a new paradigm of motivation by analysing and applying the dimensions of motivation o Intrapersonal Dimension: Understanding my motivation o Environmental Dimension: Understanding and tapping into the environment o Relational Dimension: Motivation to make relationships work o Organisational Dimension: High Performance Benchmarks § Climate § Leadership § Structures § Management § People Ø Building a holistic integrated model of motivation o To measure is to know o To understand is to do o To do is to achieve Ø Action plan: Create a how to implement and realize the organisational potential. Additional Outcomes: Ø The learner will take an action plan home that will allow immediate implementation and action WHO SHOULD ATTEND ¦Senior management ¦Middle management ¦Leaders ¦Any delegate seeking to reach their full potential ¦The model is applicable to all kinds of organisations, corporate, community based and any type of team environment COURSE SYNOPSIS: DAY 1 Ø Understand the different models of motivation Ø An appraisal of motivation: Case study on motivational models in the workplace Ø Creating a new paradigm of motivation by analysing and applying the dimensions of motivation o Intrapersonal Dimension: Understanding my motivation o Environmental Dimension: Understanding and tapping into the environment o Relational Dimension: Motivation to make relationships work Day 2 Ø Organisational Dimension: High Performance Benchmarks § Climate § Leadership § Structures § Management § People Ø Building a holistic integrated model of motivation o To measure is to know o To understand is to do o To do is to achieve o Action plan: Create a how to implement and realize the organisational potential. High Performance People Skills: Motivation in the Workplace on October 28, 2010 by nalabus http://www.nalabusiness.co.za/mypage1/index.html#bv000016 http://www.nalabusiness.co.za/mypage1/index.html#bv000016 Program Outlines How to win Government tenders 28 October 2010, 09:28 AM HOW TO PREPARE WINNING TENDER BIDS FOR GOVERNMENT CONTRACTS Winning a tender bid from government requires a professionalism and challenge that few companies master. Government continues to spend even in times of recession, and is one of the largest spenders in any economy. Frowning on competing for government tenders could be an expensive mistake. Yet, many companies turn away from the opportunities that government offers to businesses large and small. This 2-day intervention teaches participants the mindset of departments, their criteria, relevant legislative issues and how to respond to a bid so that you will be considered for the bid. You will learn about legislation, how to ensure you compete and being part of entrepreneurial growth in South Africa. KEY LEARNING OBJECTIVES AND BENEFITS ¢ Understand the PFMA regulations pertaining to tenders. ¢ Analyse a tender invitation ¢ Understand the glossary ¢ Apply the tendering principles ¢ Understand BEE, and other empowerment requirements ¢ How to manage your BEE scorecard ¢ Create a methodology for tender invitations ¢ Understand adjudication processes ¢ Planning to close a winning bid ¢ Understanding your legal rights as a tenderer ¢ Practical case study session on court cases, government practise notes and a "How to complete the tender." Additional Outcomes: ¢ The learner will home a check list for successful bidding ready to implement immediately ¢ You receive 3 months after care from you tender expert. WHO SHOULD ATTEND ¢ Senior management ¢ Middle management ¢ Procurement staff ¢ Project Managers ? COURSE SYNOPSIS: DAY 1 ¢ Understand the PFMA regulations pertaining to tenders. ¢ Analyse a tender invitation ¢ Understand the glossary ¢ Apply the tendering principles ¢ Understand BEE, and other empowerment requirements ¢ How to manage your BEE scorecard ¢ Create a methodology for tender invitations ¢ Understand adjudication processes DAY 2 ¢ Planning to close a winning bid ¢ Understanding your legal rights as a tenderer ¢ Practical case study session on court cases, government practise notes and a "How to complete the tender." CLOSURE You can be successful in winning tenders from government. The program has a proven track record and the presenter is skilled in government processes. He has successfully project managed and won tenders of RM500, RM 50 and has for the last 13 years worked on at least one government project per year. Can you afford not to be a part of this event? http://www.nalabusiness.co.za/mypage1/index.html#bv000018 http://www.nalabusiness.co.za/mypage1/index.html#bv000018 Program Outlines The Palace at Sun City Executive Management team International Client http://www.nalabusiness.co.za/topic5/page5.html#bv000004 http://www.nalabusiness.co.za/topic5/page5.html#bv000004 Portrait Gallery CONTACT NALA OFFICE TELEPHONE: 082 572 7644 <a href="mailto:%6E%61%6C%61%61%64%6D%69%6E%40%6E%61%6C%61%62%75%73%69%6E%65%73%73%2E%63%6F%2E%7A%61">nalaadmin@nalabusiness.co.za</a> http://www.nalabusiness.co.za/topic8/index.html#bv000001 http://www.nalabusiness.co.za/topic8/index.html#bv000001 Contact form BBBEE Status 25 April 2011 TO WHOM IT MAY CONCERN NALA BUSINESS CONSULTING (PTY) LTD – REG 1999/048112/23 This serves to confirm that : • we have been appointed as auditors of the above company since incorporation during 1999 • the company is a small business entity not having a turnover of more than R 5 million per annum Please contact us directly is we can be of further assistance. Best regards AV Serfontein CA(SA) Registered Auditor Posbus / P O Box 1315 Volksrust 2470 Joubertstraat 10 / 10 Joubert street, Volksrust Tel : (017) 735-5450 Faks / Fax (017) 735-5459 / 086 513 0878 Sell / Cell : 082 565 4979 E-pos / E-mail : <a href="mailto:%76%65%72%6F%6E%69%63%61%40%61%76%73%63%6F%6E%73%75%6C%74%2E%63%6F%2E%7A%61">veronica@avsconsult.co.za</a> A V Serfontein Ouditeure Geoktrooieerde Rekenmeesters (SA) Geregistreerde Ouditeure A V Serfontein Auditors Chartered Accountants (SA) Registered Auditors http://www.nalabusiness.co.za/topic8/index.html#bv000002 http://www.nalabusiness.co.za/topic8/index.html#bv000002 Contact form