Rcruitment Agency Brochure

QUALITY AGENCY QUALITY CANDIDATES

G08 Broadview Medi Centre 6700 Broad Road Wynberg Cape Town 7800

B2B Contacts

Procurement Recruitment

: Bheki Xaba, : Tsholofelo Kgole

Proprietary Complement

Membership

: Bheki Xaba, Tsholofelo Kgole

Empowerment Profile : 1 Woman In Equity Position (HDI) 1 Man in Membership Business Activities

Location of Office

: Cape Town

Staff Complement

Total Number of Professionals :4

Tel

+27 (021) 761

Mob +27 (076) 932 2166 Fax +27 (086) 664 6932 e-mail: [email protected] [email protected]

1. COMPANY DESCRIPTION Eutaxy Personnel Solutions cc was founded in 2006 as a Recruitment and Placement Consultancy. We efficiently handle the Recruitment and Headhunting of Executive Staff at Senior, Middle, Junior and Supervisory Levels in Manufacturing and Mining Industry as well as Service sectors.

 We service Specialist sectors like Insurance, Banking, Media and Advertising, Freight Industry IT and Engineering  We have in the previous years done some recruiting for National, and Provincial Government departments.  We headhunt scarce skills for the Financial Services, Government, Mining Industry and the Petrochemical Sectors. Our database comprises the following Finance Chief Finance Officers, Chartered Accountants, Finance Directors, Senior Auditors, Company Secretaries Information Technology and Communication Applications Development Managers, Dbase Managers, Systems Designers, Analysts, Project Managers, Programmer Analysts, Human Resources Management Directors, Generalists, Industrial Psychologists, Change Management Specialists, Skills Development Specialists, Project Managers IT, Engineering, Construction, Government Projects, Projects Coordinator Operations and Production Operations Directors, Managers, Production Engineers Senior Technicians Telecommunications, Mechatronics Engineers Senior Mechanical and Electrical Engineers with GCC Recruitment Policy Our recruitment and selection Policies are such that we embrace the following Standards in delivering service to our Clients Labour Laws of the Republic Codes of ethical conduct regulating the field of Human Resource Management Codes of ethical conduct regulating the Recruitment Industry Fair Competition and Practice Gender Equality Equal Employment Opportunity ISO 9001:2000 QMS A recognition of the need for continuous improvement through research and Human Resource Audits. Excellence in competitive strategy and organizational and societal efficiencies.

Human

Resource

Practice

Embracing Economic Empowerment Affirmative redress

Professional Bodies We currently envisage a Corporate affiliation to the following professional bodies The Institute of People Managers (IPM.SA)

to

create

South African Board of Personnel Practice (SABPP) Association of Personnel Service Organizations (APSO) Cape Town Chamber of Commerce and Industry(CCC) Investors in People

2. EMPOWERMENT STATUS We are 100% BEE Comprising of South African, Black, and Historically Disadvantaged Individuals (a)Membership Element: (i)BEE Women Empowered: 1 We have seen one woman Member coming on Board at the beginning of 2008. Names Tsholofelo Kgole who manages our Government Sector Recruitments Sector Portfolio (ii) BEE Men Empowered: 1 Names Bheki Xaba who manages our Executive Recruitments Portfolio (b)Ownership Element: Ownership

HDI Individuals : 100% HDI Women : 50% Disabled : Pending (c) Voting Rights Element: Voting Rights HDI Individuals : 100% HDI Women : 50% Disabled : Pending (d)Economic Interest Element: (i)Economic Interest Economic Participation

Policy 1: 50% Of Earnings After Interest and Tax (EAIT*) attributable to each Member. Policy 2: A share of 50% of losses commensurate with Profits enjoyed

Black New Entrants

We have seen 1 Black New Entrant into Eutaxy Personnel Solutions (e) Management Element Eutaxy is fully managed by 100% BEE men and women (f)Employee Ownership Element: Eutaxy is still in its initial stage of development but our employee ownership Policies should allow Our staff to start their own similar enterprises or receive franchises within our structures (a model we have modified from Quest) so as to manage niche markets or surplus work and diversified operations like Call Centre and Temporary Recruitment, or Strategic Business Units such as our Training and Development arm, because we believe where staff is developed, it results in growth and staff must be empowered to put their acquired skills, knowledge and abilities to optimum use in the form of giving them latitude to fully exploit their own business opportunities that prevail in our lucrative economic environment.

3. CORPORATE COMMITMENT TO HUMAN RESOURCE PRACTICE In short we have adopted a strategy that all employees at all levels be conversant with HR issues and undertake the APSO exams within 2007 so that the whole firm is HR orientated and HR driven so as to maximize efficiency in delivering customer satisfaction.

This we aim to achieve through our comprehensive HR Policy, Skills Development and Learnership, In-house Training programmes, Coaching, Mentoring, Motivation and Exposure to new skills, methods, practices and innovations in HR (such exposures shall be facilitated by our social development policy).

4. COMMITMENT TO SOCIAL DEVELOPMENT Our firm has a strong commitment to developing a generation of future HR practitioners. We envy and imitate the strategy of leading firms in consultancy (Deloitte and Ernst and Young) to employ Articled Clerks. Our primary stage of this pilot project is to take up university students from relevant disciplines for practical training and exposure to the corporate environment during holidays the majority of whom do casual labour in restaurants and non related fields. Exposure focus: We aim to expose them to practical themes in the following practices Marketing, Human Resource, Accounting & Finance, Taxation and Statutory Regulation of Business, Transactions of commercial nature including Organizational Communication. This is our drive from the abstract to the concrete, so that we eliminate the notion that theory belongs to the class room. We aim to expose the learners to mature and work oriented knowledge skills and abilities and in tandem expose our staff to vibrant and energetic approach to business studies. This mutual combination will yield a refresher of the old minds (our staff) and the inspiration to young minds (student) but most importantly an ultimate healthy competitive spirit on a grand scale.

5. TYPES AND LEVEL AND SPECIALISATION OF RECRUITS Our recruits are multi level and multi disciplinary. We supply human skills and experience for Executive, Supervisory and Operative vacancies. We advertise and attract suitable talent from many disciplines such as Accounting, Auditing, Marketing, Human Resources, Project Management, Retail Management, Engineering, Production Management, Shipping, Banking, Logistic, Information Technology, and Media. Our Human Resources abilities enable us to handle recruits with the following qualifications: MBAs, BComm Degrees, CA.s, CIS, CIMA, ACCA Graduates, for Executive positions Diploma and relevant experience for Middle level positions Certificates NQF or experience for Lower level or Supervisory positions Project Managers in IT, Engineering, Mining Operations and Construction. We cater for the needs of Retail, Mining, Manufacturing, Transport and Logistics, Shipping, Media, Information and Communications, Banking and Finance in and service both the Private and Public sectors of the economy and we boast a healthy database of full blooded and willing job candidates.

6. METHODS OF SERVICE AND OF ASSESSMENT TACTICS Our recruitment process is rigorous .We seek to assess among other things intellectual capabilities, analytical competencies, and ability to function independently, or as a member of a team, dependent on the situation. We aim at excellence and consistency in assessing the candidates’ knowledge skills and abilities and are cognizant that individual personalities differ as well as jobs vary with organization even in the same sector and industry. Our choice of selection instruments are systematically designed to ensure consistency in recruitment , validity and reliability of

selection criteria , so that ultimately the individual selected is one who matches both the job needs and job situation; and is a compatible team player with other individuals in the client firm. We emphasize on a client focused culture in the structuring of our job interviews so that we deliver to the client those candidates with an ability to see their jobs and job related problems from the client’s perspective. This we achieve through paying attention-to-detail to the exact requirements of the client so that we go beyond mere selection and assess even the ability to fit into the organization and be successful in it.

All consultants embark on an in-depth and rigorous in-house training which entails day to day pre-work HR grooming on legal, recruitment, ethical, and communication and business strategy issues with the primary focus on client satisfaction. Our interviews dominantly structured with, of course, room for that unstructured communication in order to create rapport. Our selection instruments (predictors) and criteria are based on principles of validity and are assessed as such and we take every care to harmonize these predictors with the job specification and the client’s recommendation and suggestions including preferences. We do reference checks and credential verification. We run criminal checks on all applicants and we notify them of our intentions to do so. All our consultants bound by our ‘confidentiality clause’– to the legislation regarding Privacy of Personal Information.

7. FEE STRUCTURE AND TERMS OF PAYMENT The fee structure and terms of payment are contained in our SLA termed Permanent Placements Service Level Agreement owing to the contractual nature of the content. Our rates are highly competitive owing to our mission statement Your Partner In Recruiting.

8. BEST HUMAN RESOURCE PRACTICE Being in the Consultancy Business we recognize that we are a Human Resource Management organization and that changes and advancements in the field affect us in that they change, motivate and influence our future methods and policies. We are current and up to date with problems facing firms in respect of CV and qualification fraud, labour turnover absenteeism, job dissatisfaction, harassment, new legislature and labour relations. We uphold a Brand Image Policy: ‘Quality Agency-Quality Candidates-Quality Clients ‘and we have a very stringent Candidate Interview/Assessment Protocol that we conform to which details -Job Spec Review and Analysis -Zero Error Policy on Candidate resume review -Competencies Benchmarks exuded by Scholarstic Knowledge, Skills in Relevant Field, Values and Attitude, Length of Experience, Leadership Ability, People Skills, Concern for Productivity vs People vs Machines, Time Management Interpersonal Skill, Communication and Superior Computer Skill -Rigorous Interview Policy with determined Content, Frequency & Duration, and Technique -Qualification Verification -Reference Checks with the right personnel, in the right authority, who are able to give fair and accurate information about the former employee (preferably a Grade higher) for meaningful results.

9. FAIR COMPETITION

We are committed to Principles of Fair Competitive Practice and subscribe to highest ethical standards and as such we have adopted the Codes of Ethics of the following Professional Bodies The Institute of Directors (IOD)SA -for Conduct of Directors The Institute of Chartered Secretaries and Administrators (ICSA) SA -for Corporate Governance and Practice The Institute of People Managers (IPM), read in conjunction with the Association of Personnel Service Organisations (APSO) for Recruiter Practice. We desire that future staff be registered with any Professional Body so that the firm has a greater control on the ethical behavior of its members because we strive for excellence.

10. EQUAL EMPLOYMENT AND EMPLOYMENT EQUITY POLICIES AT EUTAXY Management is currently engaged in very serious policy development in regard to the employment of individuals with disabilities and the empowerment of all historically disadvantaged individuals and learnerships and the empowerment of youth and clear and concise and definitive policies are under process of completion and implementation both within our structures and in the recruitment practices communication thereof in the form of a newsletter to our clients and applicants us underway in pdf format .

11. BENEFTS OF RECRUITING THOUGH EUTAXY PERSONNEL SOLUTIONS Outsourcing the recruitment process is a delivery option with many great and potentially invaluable benefits to the company. One of which is to free HR department to operate more strategically Increased efficiency Most importantly recruiting through Eutaxy is a time saver. We act as a buffer between applicant and employer We obtain scarce skills for employers. We make more effective placements because this is our core business and our specialty We highlight star applicants among a vast incumbent base. We are a mediator between applicant and employer. We offer advice to clients with reference to the job market outlook and status quo. We provide ease of informing unsuccessful applicants Criminal checks and credential verification In addition there are numerous other advantages.

12. GRIEAVANCE PROCEDURE We have a very amicable grievance policy and an open door to discuss any dissatisfaction with our service and quality. We have an elaborate Service Level Agreement based on standard recruitment agency practice and

Should the client not be satisfied, our Quality Management Policies allow us to improve pending the Company Lawyers’ decision and our directors’ discretion. We also believe in the use of an independent arbitrator where a case of dispute arises and an amicable resolution cannot be reached and where both parties cannot reach compromise and consensus.

13. ACCOUNTANTS Address:

Profession:

Sanza Administrators P.O. Box 32583 Braamfontein 2017 Associated General Accountants (SA)

Membership Practice No.:

652963

14. OUR INSURERS Pending insurance portfolio package review.

15. BANKERS Our Bankers Standard Merchant Bank of South Africa Adderly Street

16. OUR LOGO A green box and white box, the name Eutaxy interposed onto it against the white background. The name Eutaxy which means in ‘Good management order’. The white symbolizing the transparency of our policies and the green symbolizing the fruitfulness which comes with this transparency of policy in Managing Black Businesses within this young and budding economy of South Africa.

17. OUR MISSION STATEMENT ‘Your Partners In Recruiting’

18. BUSINESS CONTACTS Executive PA

[email protected]

Bheki Xaba [email protected] Alechea Van Zyl [email protected] Tsholofelo Kgole [email protected]

19. VISIT US AT www.eutaxypersonnel.co.za.* (under reconstruction) 20. MILESTONES AND ACHIEVEMENTS During our first year we worked with mentor agencies and placed Project Coordinators Project Mangers Construction, IT Project Managers, Web Content Developers, Insurance Industry, Unit Trust Officers Banking, Project Analysts, Chief Finance Officers, Chartered Accountant, Human Resources Managers, Human Resources Director, Senior Projects Director Department of Sports and Recreation, Code 14 Drivers during 2007 Driver Strike, Senior Credit Analysts We desire to see our Clients satisfied in 2008 and our Brand developing into a an emblem of Quality Agency-Quality Candidates-Quality Clients, to quote Winston Churchill ‘ ‘an organisation is only as good as its workforce’

21.ADDENDUM: OTHER CORPORATE ACHIEVEMENTS So far the company has seen this giant leap towards women empowerment and employment equity and skills development. (i) A radical change to receive one woman into Company Ownership, Control and Membership Statistics: 50 % Women Empowerment >50 % Historically Disadvantaged women 100 % Black Economic Empowerment Ownership, Exercisable Voting Rights (ii)Good results evidenced by the distinctions in Assignments and Coursework Results obtained by our elected B Commerce candidate. Learners Assisted since inception in 2006: Two -Varsity College B Commerce Case Study and Support to date 2007-Nothemba Mbatha -Helderberg College Office Practice and Management Job Experience 2007-Memela Yalezo (iii)Executive Development 50 % Executive Development. One executive has so far been to an Executive Development Programme in 2007. This is a great inspiration to the rest of the team and in future we require a stable bench mark of 85 % and an ultimate target of near 100 %. (iv)Participation in National Skills Development Programme The firm has taken a what we coin a “Proactive Stance” towards the National Skills Development Programme by sending our Member to attend a Skills Development Assessor OBE Course Thus we have Managers that fully understand the scope and functions of the NQF, SAQA, and the SETAs, their objectives and their priorities. This has propelled us to develop Recommended Skills Development Policies and Training Materials coined ‘QMS Policies’ by the Accrediting SETAs.

(v)Future projects Successful employment of people with disabilities 2008 March The undertaking of learnerships by Mid 2008 The Completion of our Management and Public Admin Training (EMPAT) QMS Policies The subsequent Accreditation with the Services SETA (vi)Future Quality and Service Delivery Standards A zero grievance Policy primarily -within our working structures, and -secondly in all working relations with our Clients, Job Candidates, Recruiting Community and the HR Fraternity as a whole (V)Socio-Economic Development (other Black Businesses Assisted) Enterprise Development: As a Consulting Business we have so far seen the assistance of 10 Businesses in attaining incorporation as well as assisted them in Business Strategy, Company Profile, Training QMS Designing, Policy Designing and Business Plans as well as BBBEE Compliance Issues. Areas of Specialisation: Inzika Construction-Start up and Business Policies Simply Impartial Recruitment –Start up and Business Profile Bayolise Training Centre-Business Plan, Marketing Research, AgriSETA QMS Body Repair Shop-Marketing Planning and Business Strategy Environ lay-Funding for Scrap Tyre Recycling Vuvu’s Communication and Boutique Premier Conference and Events Management