The company partners with local organizations and equipment suppliers to deliver its programs and uses a team of managers and coaches to oversee operations, training, administration, and business development.
Marico is among the leading FMCG (Fast Moving Consumer Goods) Companies of the World. The Strategic Management and the Human Resource practices in Marico is unique. It starts from early recruitment planning strategies until the employee wellness programs. The inclusion of latest technologies have boosted the field of Human Resources in terms of data analysis and sentiment analysis. Altogether, it has led to the diversified and improved engagement practices especially during Covid-19 pandemic.
Marico is among the leading FMCG (Fast Moving Consumer Goods) Companies of the World. The Strategic Management and the Human Resource practices in Marico is unique. It starts from early recruitment planning strategies until the employee wellness programs. The inclusion of latest technologies have boosted the field of Human Resources in terms of data analysis and sentiment analysis. Altogether, it has led to the diversified and improved engagement practices especially during Covid-19 pandemic.
By teaming with TTA, our company has been able to increase its training offerings, resulting in the successful rollout and implementation of our professional development curriculum program.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
Please feel free to read through our Staff Development Plan. If you would like further information on any of our policies or on Pathway Group please feel free to contact us.
We can be your communication partner, helping you develop your placement brochure step-by-step. We begin by asking you a few questions about your positioning, perspective and the message you want to convey. Accordingly, we develop a unique theme for you. Our team works with the theme to create designs that work for you. Finally we print the brochures and deliver them at your doorstep.
Over the last four years, Future Fit Training, with support from CIMSPA and in partnership with ukactive, have published findings in regard to the state of the sector’s workforce in their Raising the Bar reports. This session will explore the wider issues facing the sector in terms of workforce skills and will provide you with an opportunity to help shape the future of the sector.
By teaming with TTA, our company has been able to increase its training offerings, resulting in the successful rollout and implementation of our professional development curriculum program.
Dabur India Limited is India's leading FMCG company with interests in health care, personal care and foods. Dabur has a history of more than 100 years . The products of Dabur are marketed in more than 50 countries worldwide. The company has 2 major strategic business units (SBU) - Consumer Care Division (CCD) & Consumer Health Division (CHD). The origin of Dabur can be traced back to 1884 when Dr. S.K. Burman started a health care products manufacturing facility in a small Calcutta pharmacy. In 1896, as a result of growing popularity of Dabur product., in early 1900s, Dabur entered the specialized area of nature based Ayurvedic medicines. In 1919, Dabur established research laboratories to develop scientific processes and quality checks. In 1936, Dabur became a Dabur India (Dr. S.K. Burman) Pvt Ltd. Dabur became a Public Limited Company in 1986. When Dabur India roped in an outsider as its CEO, Ninu Khanna, rather than passing the reins to a family-member passes to Sunil Duggal, Dabur’s CEO since 2000 has taken the business to new heights by strategic acquisitions and has expanded the product portfolio to make Dabur a comprehensive FMCG company from an Ayurvedic products seller. Today, majority of the Board members at Dabur do not belong to the Promoter family.
PERFORMANCE APPRAISAL
REWARD AND RECOGNITION
HEALTH AND SAFETY SCHEME
TALENT MANAGEMENT
TRAINING AND DEVELOPMENT
GENDER DIVERSITY
WORK LIFE BALANCE
RECRUITMENT & SELECTION
Management by objectives (MBO). Annual evaluation based on the goals set by the organisation. The reasons for failures, if any are also discussed with the employees. a standard value system is provided to the appraiser, based on which assessments are done in four categories, namely:
Outstanding.
Excellent.
Good.
Below average,
There is no open appraisal or 360 deg. feedback in the company. Also, there is only annual Feedback and discussion on reasons of failures.
In Dabur, positive leniency errors are more common, with most evaluators marking appraises high, due overestimation of targets achieved.
Based on survey of employees at Dabur, performance appraisal is satisfactory, not very good. The process needs to be integrated into the career planning of its employees in a more effective manner, with the appraisal outcome used more for the purpose of rewards. An open system with joint goals set by the appraisee and appraiser is desired.
At Dabur, the Human Resources department supports the business operations and helps enhance performance parameters for each employee. Special care is taken in nurturing talent, promoting entrepreneurship among employees and motivating employees to innovate and improve their performance through an innovative reward and recognition programme called ‘Applause’. The objectives of this scheme are:
To reward contribution of employees beyond normal monetary rewards
To recognize and applaud for immediate recognition
To promote positive behaviors in the organization
Please feel free to read through our Staff Development Plan. If you would like further information on any of our policies or on Pathway Group please feel free to contact us.
We can be your communication partner, helping you develop your placement brochure step-by-step. We begin by asking you a few questions about your positioning, perspective and the message you want to convey. Accordingly, we develop a unique theme for you. Our team works with the theme to create designs that work for you. Finally we print the brochures and deliver them at your doorstep.
Over the last four years, Future Fit Training, with support from CIMSPA and in partnership with ukactive, have published findings in regard to the state of the sector’s workforce in their Raising the Bar reports. This session will explore the wider issues facing the sector in terms of workforce skills and will provide you with an opportunity to help shape the future of the sector.
Biz-Guru was born from a vision: Becoming the change catalyst, by preparing the mind and environment through three focus areas: Personal Development; Business Development; Accountability by holding and driving change.
Business consulting Firm focused on Human Capital solutions contributing to align talent management with business strategy in order to strengthen long-term competitiveness. We offer Outsourcing -Payroll & Staffing- as well as a wide range of HR consulting services.
SoaringEagles Learning is an innovative talent development company.
Mission: Helping individuals be successful by making them purpose driven and confident.
family and work are interrelated and we are the link in between. Providing a various training program across the board for Private and Government Sectors, drop us an email or call us for an exciting, fruitful and fun learning, here and only with MyKnowledge Arena
Aiming Mental & Emotional Well-being - YOUR NEXT MOVE - Corporate Development...shubhi seth
YOUR NEXT MOVE is a people-oriented organization. Having a passion for excellence and operates under the highest of
business and ethical standards. Our comprehensive portfolio of various skill/traits building professional development
courses, workshops & coaching programs covers a wide range of industries and disciplines from Technical to People Skills.
We help in building innovative learning organizations in the workplace by structuring a smarter workforce, supporting
changes, and driving growth. We not only empower organizations to reach optimal performance results but also address
challenges by managing all aspects of organizational learning.
All our solutions are propelled through positive psychology
and psychometrics to achieve mental & emotional wellbeing.
Excelus Learning Solutions takes a holistic approach towards creating manpower resources with requisite skill sets for the organized sectors. The services provided range from successfully implementing government initiatives to offering custom training programs for businesses. With services designed for all levels of management, Excelus helps organizations build on their competitive advantage. We take pride in positioning ourselves as the only organization in the staffing sector which offers training solutions of such kind.
With more than 350 trainers, our specialization lies in providing industry-oriented customized programs across our 42 training centers. Through our partnership with NGOs, community groups and government agencies, we mobilize candidates, train them and offer them employment opportunities with the organized corporate sector.
Similar to Sgela Fitness - Organisation Profile (SGELA) (20)
2. TABLE OF CONTENTS
1. Executive Overview, Service Culture, Management and Differentiators
1.1 Service Culture
1.2 Sgela Fitness Management
1.3 Differentiators
2. Products, People and Technology
2.1 Vision
2.2 Technology
2.3 Processes
2.4 People
3. Economic Empowerment and Standards
3.1 B-BBEE
3.1.1 Skills Development
3.1.2 Employment Equity
3.1.3 Preferential Procurement
3.2 Standards
4. Partners
5. Conclusion
6. Company History
7. Business Values
8. Organogram
3. 1. Executive Overview, Service Culture, Management and Differentiators
Sgelaistownship polite slang for the word School used in by the following ethnic groups, Xhosa, Zulu,
Sotho,Tswana,Venda,Ndebele, Swati, BaPedi and Tsonga. Sgela Fitness schools program will provide
services in participating schools, within Western Cape townships. Our specific purpose is to provide
fitnessprogramstostudents at participating school halls and available space for learners convenience
and safety. Our fitness program will take place outside school hours to avoid our program interfering
with the school’s curriculum as well as day-to-day operations/program at school. Learners will
voluntarily join our program however parent consent will be required prior to joining the program.
Sgela Fitness promotes active living through its functional exercise and endurance program, lifestyle
changes by influencing youth to live alcohol and drug free, and positive living by providing lifestyle
guidance incareer,sportsand general wellbeing.Withall of ourunique features and value add services
our organisation willbe trulysuccessfulinpositivelyinfluencingthe youthwhile buildingagenerationof
active and well informed future leaders.
We believe thatonly throughStrategicPartnership,Alliance andSponsorship canwe guarantee the level
of co-operation, participation,dedication andsuccesswe aimtoachieve.Inourview,true partnershipis
achievedthroughsharedrisksandrewards.We also recognize that by entering into such a relationship
that we will be connecting our partners and sponsors success with the quality of our service delivery.
We can therefore notaffordtodeliver at any level that is not exceptional and not on par with our own
quality and values.
1.1 Service Culture
At SgelaFitness we believe thatoursuccessdependsonestablishingstrategicrelationships asthe choice
of relationshipsshouldbe forthe greaterbenefitof ouryouth, their future and their communities. This
is fundamental to our business strategy.
In order to achieve this objective we choose partnerships and alliances where our values are aligned
withthose thatpartner withus.Our objective istoprovide arange of fitnessandlifestylechoices where
our youth can make informed decisions and proactively manage their future.
Our program offerings, both in our own capacity as well as in collaboration with our strategic partner
include:
1. Fitness Program – Personal Training Coach deployed to each school.
2. Fitness Training – Each school received a set of training equipment.
3. Targeted Endurance Training – Sporting codes at school get fitness evaluation and training to
increase performance levels.
4. Targeted Fitness Training – To curb, manage and prevent the growing number of learners with
obesity. To assist with those that would like to gain strength and/ or maintain fitness levels.
5. Fitness Nutrition Advice – Provide guidance on diet from the day-to-day foods purchased at
households.
4. 1.2 Sgela Fitness Management
Sgela Fitness has placed great emphasis on the appropriate skill-set necessary to be successful, as
evidenced by the personal investment and quality their management staff.
Bongiwe “Bongie” Tembela – Manager: Operations & Administration
Bongiwe,afitnessfanaticwhohasbeeninvolvedincommunitysportsdevelopmentandtraining
as well as a passionate runnerandaerobicsfundi.Alsoinvolved in customer services, sales and
administrationfields. Her role includes managing internal relationships with coaches/trainers
and end users; product management and product development and overall project
administration. Bongiwe manages service between the coaches/trainers, the warehouse and
ensure that our end user experience and service levels are upheld. Bongiwe has placed great
emphasisonthe appropriate skill setnecessarytobe successful asinevidencedby the personal
investment and quality of her position as Manager of Operations & Administration.
Teboho “Tebz” Ntsane – Manager: Brand & Program Development
Tebohohasbeen inthe fitnessindustry servingasProcurement Manager.Alsoinvolvedin Asset
Management;Safety andEngineering;Operations, PropertyDevelopmentand Projects. His role
includes sourcing business alliances, brand management, managing external relationships;
stakeholdermanagementandoverall program management.Tebohomanagesthe program and
oversees the running of the organisation and ensures that our client’s service levels are
maintained. Teboho also keeps abreast of new technology so that his clients have the latest
products available in South Africa.
Manager: Product & Training
This function of the business will be outsourced to a local fitness group where a skills
partnershipagreementwillbe formed. Thisrole includes fitnessprograms development, coach
trainingandmanagement,nutritionadvice andfitnesslevelsevaluations.Alsomore importantly
is to keep abreast of new technology so that our members have the latest and most effective
techniques, advice and expertise available.
1.3 Differentiators
Sgela Fitness has numerous differentiators which we believe will benefit our members:
Gyms are setup at each of the participating schools.
We deploy fitness training equipment to be stored at each school.
We assign a fully trained dedicated coach per school.
Employment opportunity is created as each coach is appointed from local community close to
each school.
5. Training sessions are fun and interactive.
Nutritional advice isbasedonbasicfoodscommonlyused/purchasedandnoadditional vitamins
or supplements and shakes as this can be unaffordable to average households.
Our program is focused on encouraging a lifestyle instead of only focusing on training.
We have extensive staff experience in the fitness industry and understand our member needs
fully.
We have partneredwith a sole manufacturer and supplier of Functional Training Equipment in
South Africa.
We are fanatic about service delivery and have the relevant infrastructure and mechanisms to
ensure superb service.
Our managers will be personally involved and will be assist and supervise each school.
2. Vision, Technology, Processes and People
2.1 Vision
To provide fitnessproducts,servicesandsolutions thatinfluence lifestyle changes to our youth to help
in eradicating social challenges of substance and alcohol abuse, teenage pregnancy, gangsterism and
crime to name a few. To create a society of active future leaders that are well informed in terms of
career, social and lifestyle choices and to be a brand associated with creating esteem while providing
resources and positive role models.
2.2 Technology
SgelaFitness provides fitnesstrainingforall sportingandfitnessdisciplines,withparticular emphasis on
Football, Rugby, Netball, Cricket, Functional Training, Group Exercise, Strength Training and
Cardiovascular solutions.
Member goals are identified as (1) Burners, (2) Gainers & (3) Maintainers where (1) is Fat Burners (2)
StrengthGainers,and(3) FitnessMaintainers,although these may be individual goals the can also be a
combinationorcomplete goalsof amember.Functional Trainingtackles all these goals without placing
members in isolation as the outcome is determine by the amount of resistance and endurance.
SgelaFitnessusesFunctional TrainingEquipmentdue itsversatility,safe use,effective results, mobility,
easy storage, non intimidating as well as low maintenance pieces.
A turnkey solution will be deployed to address fitness requirements, fitness assessment, nutritional
guidance, safe training environment and productivity.
2.3 Processes
Sgela Fitness provides custom designed Safe Training Assistance, Equipment Management and Query
Logging processes in order to drive objective results and reporting information.
6. 2.4 People
Sgela Fitness provides highly efficient managers and coaches linked to specialist training and unique
management tools.
3. Economic Empowerment and Standards
3.1 Black Economic Empowerment (B-BBEE)
Sgela Fitness is a Level One contributor.
o Skills Development
Sgela Fitness places a great deal of emphasis on uplifting local communities and especially in
generating new skills.
o Employment Equity
In termsof employmentequity, Sgela Fitness has a policy of finding and training black women
and will underall circumstances favour the employment of this gender should they meet with
our requirements.
o Preferential Procurement
SgelaFitness hasa supplierstrategythatwill,whereverfeasible,ensure thatourprocurement is
from Level Four, or better suppliers.
3.2 Standards
SgelaFitness takespride in having developed, documented and implemented a set of installation and
maintenance procedures and standards that insures our service is delivered as per industry best
practice.
4. Partners
In order to provide the services we offer we have partnered with Damascus Fitness, allowing us to
always offer the most appropriate solution to our clients. We strive to always use the Best-of-Breed
technology with the emphasis of Fit-for-Purpose solutions.
Damascus Fitness is the sole local Functional Training Equipment manufacturer and currently a
preferredequipmentsuppliertoVirginActive S.A.; Zone Fitness, Planet Fitness, various Sports Science
Institutes, Boxing and Rugby Federations
We have also partnered with Stars of Tomorrow, a Gugulethu based community development Non-
Governmental Organisation that provides us business consultancy services assisting us in ensuring we
maintain sustainability through professional business advice.
5. Conclusion
To offer and deliver high quality, cost effective solutions to meet our member’s needs and goals.
7. 6. Company History
Sgela Fitness started in 2011 where the aim was to provide sought-after personal training and fitness
guidance in local municipal gyms around the townships of Langa and Guguletu. In 2016 Sgela Fitness
was formallyestablishedin2016 due to a concern of a growingnumberof people withlifestyleillnesses
such as Hypertension,Diabetesandthe needtostarteducatingyouthat a youngage onlifestylechoices
that can assistinmaintainingorpreventingthese commonillnesses.Functional TrainingEquipment was
identified as the equipment of choice due to low cost in maintenance as well as versatility of use as
multiple exercises can be performed on each piece and also best results can be guaranteed with less
occurrence of injuries.
SgelaFitness embodies the highest standards of excellence and offers an array of value-add solutions
and services. We provide our members with solutions that cater specifically to their needs and
requirements.
7. Our Business Values
PASSIONATE TEAMWORK
- We value teamwork as the core of our success.
COMMITMENT
- We deliver value and service excellence at all times.
INNOVATION
- We use our innovation to provide tailor made solutions.
INTEGRITY
- We deliver on our promise.
8. 8. Organogram
1. PROGRAM COUNCIL
- Stakeholders –SgelaFitnessManagement,DamascusFitness,BusinessConsultants.
2. MANAGEROF BRAND AND PROGRAM DEVELOPMENT
- Brand & Program Management
- Promotions&MarketingManagement
- BusinessDevelopment
- StakeholderEngagement
- Social MediaManagement
3. MANAGEROF OPERATION AND ADMIN MANAGER
- MemberFee Collection /PaymentVerification
- MemberQueries&Database Management
- Program Operations&Office Management
- Staff Queries(Uniform/Equipment/Payroll)
4. MANAGEROF PRODUCT AND TRAINING
- TrainingProgramDevelopment &Management
- Coach SelectionandTraining
- Coach Management
- Regional ManagerSelection
- Regional ManagerManagement
PROGRAM COUNCIL
Manager: Product &
Training
Manager: Operations &
Administrations
Manager: Brand &
Program Development