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NEXGEN EMPOWERMENT SOLUTIONS (PTY) LTD
“THE YOUTH EMPOWERMENT COMPANY”

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Nexgen Empowerment Solutions (Pty) Ltd Registration no: 2015/000217/07
TABLE OF CONTENT
Executive Summary 3
SA Youth Unemployment 4
The Empowerment Solution 6
Our Company Commitment 6
Our Approach 6
Randhill Call Center Site Intro and specifications 8
The Nexgen Agent life Cycle 9
Agent Training Programme Components 9
Conclusion 10
SUBMITED BY:
Michelle Richards
Mobile 084 256 8896
Office: 087 330 1015
Email: MRichards@nexgenempowerment.co.za

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EXECUTIVE SUMMARY
We firmly believe that by training, developing and providing employment for people from
socio-economic disadvantaged back-grounds, we will not only highlight our company principles, but
those of our partners that join us in this venture.
We strive to transform ourselves as well as the lives of the people in the communities that we serve.
The Management team of the youth empowerment company have collective experience of over 40
years industry and management experience.
We trust that this document will provide you with sufficient insight into our Company and the projects
that we undertake and why our proposal to you is definitely worth your consideration.
Yours sincerely,
THE NEXGEN EMPOWERMENT MANAGEMENT TEAM
In order to move forward with this proposal, we need to first go back…

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SA YOUTH UNEMPLOYMENT 3
RD
HIGHEST IN THE WORLD
South Africa has the third highest unemployment rate in the world for people between the ages of 15
to 24, according to the World Economic Forum (WEF) global Risk 2014 report.
The report estimates that more than 50% of young South Africans between 15 and 24 are
unemployed. Only Greece and Spain have higher unemployment in this age range than SA, the report
states. It goes on to further state that, “The generation coming of age in the 2010’s faces high
unemployment and precarious job situations, hampering their efforts to build a future and raising the
risk of social unrest”.
In developing countries, an estimated two-thirds of the youth are not fulfilling their economic potential.
“While in the emerging markets there are more jobs to be had, the workforce does not yet possess
the broad based skill-set necessary to satisfy demand, explained David Cole, group chief risk officer
of Swiss Re.
“It’s vital we sit down with young people now and begin planning solutions aimed at creating
fit-for-purpose educational systems, functional job-markets, efficient skills exchanges and the
sustainable future we all depend on.”
And further to the above …
Press releases:
GORDHAN: YOUTH UNEMPLOYMENT FAR TOO HIGH 24 OCT 2014 16:20 SAPA
Cape Town – The employment tax incentive bill is a step towards reversing alarmingly high levels of
youth unemployment, Finance Minister Pravin Gordhan said on Thursday.
Tabling the legislation in the National Assembly, along with three other money bills, he warned that
South Africa had “some of the highest rates of unemployment in the world.
“The incidence of unemployment is highest among young people. This means [they] are denied the
opportunity to gain skills and experience that will enable them to build future careers. “About 94% of
unemployed young people do not have further or tertiary education, and about 80% had never
worked, or had been employed for longer than a year.
POSTED IN THE NUMSA BULLETIN 5 MARCH 2014
South African’s youth unemployment crises rate is amongst the highest in the world.
Therefore one of the greatest socio-economic problems currently facing South Africa is youth
unemployment. According to the Quarter Labour Force Survey by Statistics South African, in the third
quarter of 2013, 34.8% of young South Africans could not find a job compared with less than 15% of
adults over 34. If one breaks down the youth unemployment figures by race, the picture becomes
gloomier for African and Coloured youth. In 2010, African youth unemployment hit 58%, Coloured
youth unemployment 45% while Indian and White youth unemployment were at 22% and 18%
respectively. However, these figures do not correctly reflect the seriousness of the youth

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unemployment problem because it excludes young people that have not been looking for
employment.
If all young people are considered in calculation of youth unemployment then the actual youth
unemployment rate was 47.5% for the third quarter of 2013. This means that 1 in every 2 youth
people cannot find a job and has very little chance of ever finding a job. South Africa’s unacceptably
high youth unemployment figures are a ticking time bomb that pose a threat to the country’s political
stability. Recent events in North Africa and some Euro countries show the importance of creating job
opportunities for young people and need for inclusive growth in South Africa.
With further investigation of the crisis we un-cover the following alarming facts:
Matric Results 2013: 439,579 matriculants passed the National Senior Certificate exam. Lack of work
experience is a constraint that hampers employment prospects for many leaners.
Government Initiatives: A R9 billion Fund was announced by President Jacob Zuma in 2011 with
the aim of finding innovative solutions to South African’s employment problem. To date, the Fund has
approved grant funding of more than R3.4 billion, of which more than R1.2 billion has been allocated.
Private Sector Initiatives: (Partnerships) Johannesburg, 6 June 2013 – Microsoft South Africa
kicked off partnership with Government’s Jobs Fund that will train more than 3000 unemployed
graduates to get Permanent jobs in the technology sector in next three years
However…
South Africa has an acute problem of youth unemployment that requires a multi-pronqed strategy to
raise employment and supported inclusion and social cohesion. High youth unemployment means
young people are not acquiring the skills or experience needed to drive the economy forward. This
inhibits the country’s economic development and imposes a large burden on the state to provide
social assistance.
So just what is the solution?
We cannot rely on government alone to establish plans and projects to increase Youth employment
and also to provide increased up-skilling of these same youth. As private business we need to make a
firm commitment to assist and thereby work together with government to solve our current and future
crisis.

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THE EMPOWERMENT SOLUTION
Our aim is to create various Call Centre incubators that facilitate the training and development of
agents for the Contact Centre Industry. Our Call Centre Incubator allows us to give that vast amount
of inexperienced youth in our communities an opportunity to not only to receive free training and on
the floor experience, but an opportunity to be placed in a long-term position with our partners and
clients thereafter.
We formulate our approach to working with clients on the basis of a collaborative partnership with
common goal of attaining the client’s objectives while ensuring that they also form part of the greater
initiative of job creation and people empowerment.
WHAT ARE THE ADVANTAGES FOR OUR PARTNERS?
 We pay personal attention to our partners specific needs and can tailor make the right
solutions based on our clients strategy and budget constraints
 We can provide a continuous flow of corporate-trained call centre agents at a fraction of the
normal out-sourced costs
 Our aim is not just to increase partner profits or improve their staff calibre, but to change lives
thus we both achieve a “Win–Win” situation
 Our management team boasts a vast amount of experience in the industry
 We can assist in the increase of Brand Awareness for our partners via the empowerment
initiative model
OUR COMPANY COMMITMENT
We commit to always placing our clients, our partners and our communities at the forefront of our
entire decision making process and ultimately the actions that we employ before, during and after our
process.
Our actions and decisions are all geared towards:
 Job creation
 Community Empowerment
 Financial sustainability of the projects
OUR APPROACH
We provide sales and customer care training as part of the interview process. All applicants have to
attend a two day assessment course. Thereafter, they move on to a 1 month training and assessment
program. If the candidate scores high levels in this program, they are then offered a salaried position
in the project.
The alternative achievement of this system is that we have a data base of pre-trained agents that
could be employed as needed based on our expansion phases. The applicants in-waiting are also
further encouraged to use their newly acquired skills to seek alternative employment in the interim or
on a long-term basis via our business partners.
We also encourage our trainees and staff to participate in community based initiatives in order to
increase their social responsibility awareness.

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We have included pictures from our Telkom campaign below:
Pic 1 & 2 Graduation Certificate Ceremony
Pic 3 & 4 Participation in the “No Excuse for Child Abuse” Campaign
Pic 5,6.7 & 8 Telkom Springs Site (daily work & monthly Sales Certificate Ceremony)

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RANDHILL CALL CENTER – SITE INTRO AND SPECIFICATIONS
Our current call centre site is owned by Nexgen and comprises of a fully functional 70 Seater call
centre based in the heart of Randburg, opposite the central Randburg Taxi Rank and therefore
provides easy accessibility for our call centre agents.
 60 Agent seats
 10 Administrative seats
 20 Agent Training facility seats
 Management offices
 Boardroom facilities
We have the ability to expand seat capacity based on your requirements and campaign growth.
 Call Management Systems: Vici Dial
 Call Recording Systems: Vici Dial
 Dial methods: Predictive & Manual capacity (X-Lite)
 IT and administration support: Voice Solutions (Pty) Ltd
 Fibre Connections: Neotel (Pty) Ltd

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THE NEXGEN AGENT LIFE CYCLE
Our model supports the entire agent life cycle and has been designed as a ‘cradle-to-grave’
approach. It begins with the recruitment and then focuses on training and driving the right kind of
behaviour that meets our strategic and operational goals.
We are actively involved in each stage of the agent's life cycle; proactively adding maximum value at
each phase through effective planning, implementation and evaluation of the desired outcomes.
AGENT TRAINING PROGRAMME COMPONENTS
Theory Practical
Soft Skills
Objectives for today:
Getting to know your team candidates
Assessing your past and how it may have affected
your believe in yourself
Self-Presentation skills
Team Presentation Skills
Your individual style
Your self- presentation Skills
Your knowledge on the product you’re selling
Preparation for Day 2:
All advised to prepare a sales presentation
All advised to dress corporate
Activity 1: Individual Presentation introduce yourself
Explain the role of a Sales Consultant. You are the
product. How do you see yourself
Activity 2: Individual Presentation Details on your life,
goals, etc.
Self-Discovery: Intended to allow the candidates to seek
deep within their selves and to destroy past elements
that are inhabit ting them from gaining true progress.
Partners selected, they must trust their team mate to tell
them everything about themselves. Also to teach
listening skills.
Activity 3: There is 30 min preparation to present on
your team mate.
Activity 4: Presentation (form a company, give it a
name, choose a slogan, create a vision & mission
statement, decide what product to sell, how to sell and
distribute. Give each staff a role and act out the TV add.
Activity 5: “Which way does a river flow”
Group Discussion on goals and obstacles. Gather each
candidates view on what is holding them back and
where would they like to see themselves.
Presentation Skills
Module 1 Professional Appearance Matters
Dress Code: Formal, smart casual and Business
Casual
7 Tips for a Smart Casual Outfit
8 items to suit any Dress code
Grooming Tips for Business Women
Module 2: Interpersonal interactions
Speaking to groups to enhance your image
18 Tips to Improve your presentation skills
Tips for presentation that don’t suck
Avoid filler words and presentation barriers
Tips to finish and keep it simple
MS Word
Home: Tab, Group, Commands, Picture
Tools. Page Layout, Alternative Keys using
ALT and CTRL, File Menu, Save As, Fonts:
Bold, italic, Font size, Format Painter, Insert.
Zoom. Review: Spelling & Grammar, Print.
Word Options, File formats, Smart Art,
Convert file, Create a formal letter, inserted
bullet list, tables, charts, smart art and
pictures.
Module 3: Written Interactions
26 Guidelines to Business Email Etiquette
Module 4: Networking for Success
Tips for Successful Business Networking
MS Excel Training
Tabs, Groups, commands, wrap text; insert
charts, Format Tools Quick Access Bar,
Alternative Keys: ALT and CTRL. Page
Layout, view Set up. Show and Hide, Format
and edit, Font: old/Colour, Size, Centre,
Alignment, copy, paste. Sum.
Sales Training Part 1
How to become the best sales person
Image Success
Psychology of a clothing Item
What your clothes say about you
Psychology of Colour
Sales Training Part 2
Sales Tricycle and the importance of product
MS Outlook Training
Message: To, CC, BCC. Subject. Send,
Signature, Reply, Reply to all. Flag and Follow
up, Attach file, Insert Tab, Picture Tool,
Calendar: Appointment, Reminder Save &
Close, Invite attendee.
MS PowerPoint Training
Insert Tab, design tab, Animation tab, Slide

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knowledge
Definition of Selling and How to start Selling
Supercharge Sales Figures, How to improve sales
skills, Psychology of Sales Common Sales Objective
and How to close a sale.
Show tab, review tab, view tab, Font. Save.
New Presentation, theme designs, colours,
Layout. Insert table, chart, Smart Art, Picture,
Slide Show, Print, Look up presentations,
photo albums, search business presentation
check layout and amount of slides
Contact Centre Customer Care – Module 1
Contact Centre Sales – Module 1
These modules address:
Product Knowledge
People Skills
Telephone Etiquette
On-the –floor Call Centre behaviour
Voice assessment
CONCLUSION
In conclusion, we are confident that given the opportunity we are able to meet your company’s
strategic objectives and requirements because we can boast of the following:
 We comply with all relevant laws and regulations
 We have highly experienced managerial and operational involvement
 We are 100 percent black owned
 Our focused aim is job creation and up-skilling of our youth and our communities,
whilst creating sustainable business units for our clients
We trust that you will take our profile into consideration and we look forward to our further discussions
on the way forward.