Ntombizombuso Makhiwane
HR & Recruitment Manager at Ntselani Business Enterprises
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My name is Ntombizombuso. I specialises in Management consulting.
I have gained seven and a half years senior human resources management (HRM) management expertise both in the public sector: Five (5), years from Rotek Engineering - a member of the Eskom Group, and three (3) years from the Department of Water Affairs.(one of the largest government departments) with diverse skills categories ranging from. engineering, financial, legal, environmental to social sciences.
My career in HRM, particularly, in the government sector, dates back from 1997, when I first joined the Department of Rural Development as an HR practitioner. Two years later (i.e. in 1999), I was promoted to a supervisory role, and transferred to the Department of Correctional Services, Two (2) years later, from 2002 to mid 2007. I was afforded an opportunity to a undertake a much senior role in the management of labour relations within Rotek Engineering (a member of the Eskom Group). From the With effect from August 2007, I rejoined the government department of Water Affairs to close the gap for a Director: HR Planning, recruitment and selection component.
. From the four public sector entities, mentioned above, I have gained in-depth understanding and appreciation of government legislation, policies and procedures, particularly the Public Service Act, the Public Service Regulations and the Public Finance Management Act (PFMA). These three pieces of legislation form a pillar that underpins HR management and entire corporate governance in the Public Service. While other labour legislation (i.e. the Labour Relations Act, the Employment Equity Act, the Skills Development Act and the Health and Safety Act) to mention just a few, the three pieces of legislation above stipulates additional measures to streamline ethical corporate governance within the public service .
During the seven and a half year period of my HR practice I also competences to design and developed HRM systems including policies, procedures and and processes in the areas of HR Planning, Recruitment, Selection, Employment Equity, Labour Relations, Skills Development and Performance Management. I therefore understand the process flow and interphase between various functions within the HR value chain. Furthermore, the HR practice across the four public sector entities mentioned above enabled me to fully understand and develop the wisdom of working within the bureaucratic/hierarchical structure that is dominant in large/national government departments. If I am offered an opportunity to be appointed in the current position, I will be able to demonstrate my competencies and sound principles to overcome the limitations and bottlenecks to speedy delivery posed by a hierarchical structure.
Last, but not least, it is worth mentioning that as a result of my previous and current HR advisory role, both at junior and senior management levels I have no doubt that your organization will benefit from hiring the person of my calibre and utilizing my out of the box thinking including:
Ability to translate strategic the plan into HR objectives through the organisational Strategic Plan into HR Strategy, while linking the business objectives to HR objectives.
My name is Ntombizombuso. I specialises in Management consulting.
I have gained seven and a half years senior human resources management (HRM) management expertise both in the public sector: Five (5), years from Rotek Engineering - a member of the Eskom Group, and three (3) years from the Department of Water Affairs.(one of the largest government departments) with diverse skills categories ranging from. engineering, financial, legal, environmental to social sciences.
My career in HRM, particularly, in the government sector, dates back from 1997, when I first joined the Department of Rural Development as an HR practitioner. Two years later (i.e. in 1999), I was promoted to a supervisory role, and transferred to the Department of Correctional Services, Two (2) years later, from 2002 to mid 2007. I was afforded an opportunity to a undertake a much senior role in the management of labour relations within Rotek Engineering (a member of the Eskom Group). From the With effect from August 2007, I rejoined the government department of Water Affairs to close the gap for a Director: HR Planning, recruitment and selection component.
. From the four public sector entities, mentioned above, I have gained in-depth understanding and appreciation of government legislation, policies and procedures, particularly the Public Service Act, the Public Service Regulations and the Public Finance Management Act (PFMA). These three pieces of legislation form a pillar that underpins HR management and entire corporate governance in the Public Service. While other labour legislation (i.e. the Labour Relations Act, the Employment Equity Act, the Skills Development Act and the Health and Safety Act) to mention just a few, the three pieces of legislation above stipulates additional measures to streamline ethical corporate governance within the public service .
During the seven and a half year period of my HR practice I also competences to design and developed HRM systems including policies, procedures and and processes in the areas of HR Planning, Recruitment, Selection, Employment Equity, Labour Relations, Skills Development and Performance Management. I therefore understand the process flow and interphase between various functions within the HR value chain. Furthermore, the HR practice across the four public sector entities mentioned above enabled me to fully understand and develop the wisdom of working within the bureaucratic/hierarchical structure that is dominant in large/national government departments. If I am offered an opportunity to be appointed in the current position, I will be able to demonstrate my competencies and sound principles to overcome the limitations and bottlenecks to speedy delivery posed by a hierarchical structure.
Last, but not least, it is worth mentioning that as a result of my previous and current HR advisory role, both at junior and senior management levels I have no doubt that your organization will benefit from hiring the person of my calibre and utilizing my out of the box thinking including:
Ability to translate strategic the plan into HR objectives through the organisational Strategic Plan into HR Strategy, while linking the business objectives to HR objectives.