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INDEX1. Map ................................................. 2

2. A word from the Committee.......... 4

3. About IMPSA................................... 5

4. A word from the IMPSA President.. 6

5. Advert: Media24.............................. 7

6. Advert: AKANI................................ 8

7. Advert: SAMWUMED..................... 11

8. Advert: Regent................................. 12

9. Editorial: MIE................................... 13

10. Advert: Media24.............................. 14

11. Conference Programme.................. 16

12. Speakers.......................................... 17

13. Advert: PwC.................................... 22

14. Advert: CRF .................................... 23

15. Advert: ICAS.................................... 24

16. Exhibitors Floor Plan....................... 25

17. Sponsors & Exhibitors..................... 26

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thE INstItutE of muNIcIpal pErsoNNEl practItIoNErs of southErN afrIca

mIssIoN

The mission of the “IMPSA” is the promotion of the interests of its members and the development of professional knowledge and skills, which are of primary importance and central to the philosophy of IMPSA. This vision must be seen in the light of the aim of IMPSA, namely to empower its members to ensure excellent rendition of services in local authorities by way of professional human resources management.

It is also an integral part of the mission to ensure an inclusive and representative membership. A professional code of conduct comprising of general ethical principles, which all members must observe, forms an integral part of the Constitution of the Institute. This code of conduct serves as a guide for all members to uphold the highest standards of integrity and independence, which is fundamental to the profession of personnel practice.

trainingThe Institute endeavours to develop all its members in order to enhance capacity and skills. For this purpose it provides for workshops and seminars as well as training programs in conjunction with various educational institutions, including distance-learning facilities.

managementThe Institute is managed by the Institute Board, comprising of the President who holds office for two years, two Vice- Presidents who also holds office for two years, two elected representatives from each province, the Chairperson of each branch, the National Secretary and Treasurer.

functioningThe Institute Board operates through a committee system on which various members serve, depending on their expertise and through its branches.

BraNchEs

• Cape Branch: Representing members in the Western Cape and Northern Cape Province

• Eastern Cape Division: Representing members in the Eastern Cape Province but forms part of the Cape Branch

• Free State/KZN Branch: Representing members in the Free State Province and KZN

• Gauteng Branch: Representing members in the Gauteng Province

• Norlanga Branch: Representing members in the North West Province, Limpopo Province and Mpumalanga

BENEfIts

The following is a summary of benefits that members and member organisations enjoy:• Discount on registration fees for workshops

and seminars• The opportunity to network with other HR

Professionals within the municipal environment• All interested individual members can register

as consultant on the IMPSA Consulting Database

• All members have access to the IMPSA Membership list

• All members have access to the download area of the IMPSA website.

vIsIt thE wEBsItE: www.Impsa.co.za

a worD from thE orgaNIsINg commIttEE (capE BraNch)

Choosing a venue for the 2015 International Conference was easy. The Organising Committee decided to host the Conference in Somerset West in the Western Cape in order to spoil the delegates in one of the most beautiful settings the Western Cape can offer. Somerset West lies in the Helderberg Basin, surrounded by an amphitheatre of mountains, between the Cape Winelands and False Bay. The month of October is the most beautiful time of the year with green vineyards, beautiful weather and the stunning blue ocean of False Bay.

Deciding on the theme for this Conference was also not difficult. The theme, “HRM Standards, Laying the Foundation for Ethical People Practices” continues on 2014’s hard work on implementing the HRM Standards in Local Government and we are again collaborating with the South African Board of People Practices (SABPP). The continued support from our Institute towards the efforts of the SABPP to professionalise HRM&D will be to the benefit of our members in particular and service delivery in general. The 2014 Conference changed the way in which IMPSA present our conferences. The second day of this conference will again contain “round table” discussions on Ethical People Practices within Local Government. The results of these discussions will be summarized on Friday morning and an outcomes report will be distributed as a working document to delegates after the Conference.

The Networking Function, a European Street Café, will be one of the highlights of the conference program in offering great networking opportunities to build lasting professional relationships amongst the delegates. Another highlight, the Gala Dinner, will be a prestigious and stylish event, with good food and wine accompanied by fine music - another opportunity to network with colleagues in a more formal setting.

The Organising Committee has left no stone unturned to the detail requirements of the delegates. We have made every effort to ensure that the conference will be an informative, value-adding event and your stay an enjoyable, memorable and convenient one.

In the words of my favourite author, Paulo Coelho: “No matter how you feel today, get up, dress up & show up.”

We trust that the conference will be one of the highlights of your 2015 business calendar.

Welcome to the 31st IMPSA International Conference!

The Organising Committee

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a worD from thE Impsa prEsIDENt - Johann Kruger

Recruitment, training, evaluating and retaining the right people are all undeniably core management challenges for any human resources department, but they also constitute a large part of any institution’s ethical fibre.

HR may not always get the glory that the finance department does, for example, but it is just as important. The relevant difference between finance and HR is that finance gains prestige by bringing to bear the tools of quantitative analysis; HR issues are typically harder to quantify and harder to calculate. Managers who find HR difficult would rather hide in the numbers. Ironically, HR gets a “soft” reputation precisely because it is so hard to evaluate.

Chris MacDonald (Ph.D.) teaches at the Ted Rogers School of Management at Ryerson University in Toronto. He writes that HR gains ethical significance by embodying the tools that shape the ever-elusive buzz-phrase “corporate culture.” Culture -- the communal set of understandings, beliefs and traditions that give a shared sense of “how we do things around here” -- is widely acknowledged as a critical element of organisational success.

Indeed, there’s a well-worn saying that culture triumphs over strategy every time. That is, regardless of what strategic policies are put in place or written down, the initiatives are liable to fail if the culture of the workplace isn’t suited to them. Culture, one might say, makes up an institution’s collective ethical character.

At many companies, the HR department is in charge of company ethics. It is tasked with making sure every employee gets a copy of the company code of ethics, leading ethics training, updating the company’s conflict-of-interest policy and overseeing other ethically-salient policies. However, ethics must be part of every policy and activity for which HR is responsible, not just the ones that have the word “ethics” explicitly attached to them.

Hiring, for instance, involves balancing a range of value-laden criteria (like skill, experience and reliability) and avoiding ethically-inappropriate criteria (race, gender, and sexual orientation, for example). The same goes for performance evaluation. Likewise, how overtime is handled – who is eligible, under what conditions, with whose

permission – is a fundamental question of justice. This is also true of policies related to discipline, which obviously require attention to fairness, another central sub-topic within ethics.

So we see that HR is actually ethically significant in two ways. It is the locus of an enormous number of central, ethically-relevant policies, practices, and decisions and it is the mechanism through which organisational culture is built.

I trust that this conference will add value by getting delegates to think about their policies and practices from the viewpoint of how they contribute to an ethical corporate culture.

why the path to good Ethics starts in human resources

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Akani Retirement Fund Administrators (AKANI RFA) is a private company registered in terms of the Companies Act, 1973 (of South Africa) and holds the following statutory licenses:1. License issued by the Financial Services Board

in terms of Section 13B to provide Retirement Fund Administration Services.

2. License issued by the Financial Services Board in terms of the Financial Advisory and Intermediary Services Act (FAIS) to provide financial intermediary services. Akani is an authorized financial services provider, FSB registration number 15270.

Akani’s professional team has a wealth of experience and expertise in retirement fund administration. The benefit of specialist skills is sure to guarantee any Fund associated with Akani an added advantage. Akani’s personnel emerge from a wide spread of disciplines and over 30 years of valuable experience. vIsIoN We aim to be the leading provider of Retirement Fund administration globally, delivering service of the highest quality and adding tangible value to our clients.

mIssIoN statEmENt 1. Commitment to qualitative service achieved by:

• Excellent leadership• Effective management of people and

processes• Utilizing state-of-the-art systems

2. Respect our clients and stakeholders and act with integrity and accountability

3. To be innovative in our products and service offerings.

our roots Akani Retirement Fund Administrators (Pty) Ltd was founded in 2001 as an empowerment initiative to take advantage of the changes brought about by the democratization of South Africa and the globalization of its economy. Akani fully subscribes to the Black Economic Empowerment (BEE) vision as contemplated in the BEE commission report and Financial Services Charter. We embrace the spirit of Ubuntu.

BusINEss phIlosophy Akani provides Employees Benefits Solutions. Our business philosophy is to “Create Wealth for the Nation”. We believe that in providing a qualitative and reliable administration service to our client funds and its members, pensioners, widows (spouses) and children as well as persons to whom we provide financial services, we ensure that people not only sustain their income but create wealth for themselves. Underlying our philosophy is strong commitment to “qualitative service”, and to respect for our clients. This fuels our drive for the development of pride, dignity and purpose.

strENgths The management of Akani comprises seasoned professionals that have worked together as a team for over 10 years. The skilled staff in its entirety complements the strength of the company and it is this value that places us ahead of our competitors:

• Practical experience and expertise in the Retirement Fund industry

• Diverse business and educational backgrounds of management and staff

• State-of-the-art administration system• Strong focus on adding value to clients• Diversity in the workforce• True black owned, controlled and managed

BEE Company

sErvIcEs wIthIN akaNIAkani offers a diverse range of services, which are intended to deliver a complete solution to the needs of (employees) retirement fund. With the experience that we possess the delivery of our services is like putting together loose pieces of a complex puzzle.

• Benefit Administration• Trust Administration• Housing Loan Administration• Legal, Compliance and Secretarial• Marketing, Communication and Tracing• Financial Management and Control• Property Administration• Investment Performance Monitoring and

Reporting• Financial Intermediary Services/Brokerage

akaNI at your sErvIcE

wE arE Just a phoNE call away to BE at your sErvIcE: tel: 011 578 5333 | www.akafin.co.za

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South Africa is one of many countries with a two tier health system that are challenged with dire healthcare needs and until medical aid schemes are better implementers of preventative health treatment programmes, the issues will only worsen. The expected result of better quality of care in the primary health care setting would be that patients would be healthier whilst enjoying lower medical aid premiums.

Workplace health programmes are very common and are steadily on the rise in South Africa, as organisations around the world search for solutions to improve productivity levels and reduce absenteeism. Sadly though we often find duplication of efforts as Employers and Medical schemes fund the same initiatives, creating business opportunities for wellness providers. The real value rests in synergies between Employers and Medical Schemes, in such areas as data sharing, cost sharing and most importantly value adding clinical and lifestyle improvement initiatives.

According to a July 2013 edition of the Statistics South Africa Fieldworker summary report, the average age a person is expected to live in South Africa is 59.6 years. The grim reality of these findings though is the fact that a huge percentage of the country’s population still does not have access to equal healthcare, either in the public or private sector. Our constitution enshrines the rights and freedom to quality healthcare for all, where government is actively advocating for a National Health Insurance Plan, which is premised on the same ideology.

Notwithstanding that only 16% of South Africans have access to private healthcare via medical schemes; we are still left challenged with many issues which include lack of education on basic health programmes which would ultimately help to reduce high absenteeism rate in the workplace.

so what is the solution you may ask?Preventative healthcare solutions are often touted, seldom elaborated and more often than never implemented as a complete strategy. If we can control disease in the workplace, we can better manage overall employee health and the cost that medical aid members incur. Medical schemes play a significant role in the health process and must use their strategic advantage to ensure healthier members by facilitating and indeed rewarding prevention strategies. It rests with the progressive realisation of better preventative strategies, for example by employing benefits for vaccinations, screenings, healthcare assessments, vitamins, contraception, circumcision, etc. is a means to better manage quality

health outcomes which would ultimately result in lower medical aid premiums. Easily diagnosed and treatable chronic conditions such as hypertension and diabetes are very often left undiagnosed, contributing heavily to the health cost burden which more often than not is carried by a medical aid member. The statistics below extracted from the HQA report reveal some results.

Neil Nair, Principal Officer of SAMWUMED, says that employees are the most valuable assets to any organisation. “The welfare of employees has a direct impact on the success of any organisation. By providing strategic and comprehensively designed workplace health education programmes for employees, organisations are not only improving productivity, lowering absenteeism as well as reducing any potential healthcare costs, they also improve employee wellbeing, job satisfaction and retention rates. We must incentivise presenteeism and good health. The present regime of sick leave based on sick certificates incentivises absententeeism.” Nair points out that while many organisations may introduce workplace health programmes; engagement, motivation, support and strategy are the keys to a successful programme. “With multi-generational workforces that have different needs, this becomes absolutely paramount.”

It is important that workplace health programmes are not seen as another type of employee rewards programme, but instead be seen as a platform that helps to empower employees to take greater ownership of their health and indeed to promote Employee development in the workplace. To support any workplace health programme, it is important that employees also select a medical aid that grows with their changing healthcare needs. Employees should carefully consider the changes that may arise as they get older and select products that give the best cover, including preventative healthcare benefits and programmes.“Today members expect their medical schemes to offer preventative care benefits that allow them to stay healthy and take better care of their health,” points out Nair.

He adds that these programmes offer free screenings for early detection of lifestyle diseases such as: diabetes, cholesterol, cancer and HIV. “As a person’s life stage changes, maternity programmes are offered, as well as healthcare management programmes for those who suffer from chronic conditions or are more prone to health problems as they get older, concludes Nair.”

provIDE comprEhENsIvE workplacE hEalth EDucatIoN programmEs

for morE INformatIoN vIsIt www.samwumED.org

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Insurance can be a serious business – according to statistics from the Association for Savings and Investment South Africa (Asisa), the insurance industry held R2.2 trillion in assets at the end of 2014 – a 12% increase from a year before, and total benefits paid to policy holders amounted to R345 billion. An enormous sum by any standard.

But research shows that people are increasingly allowing policies to lapse, largely because they don’t see insurance as long-term risk cover to support and protect them. And that’s where Regent comes in.

We realised that it was essential to review the way people see life insurance, with the result that our approach to life insurance is both fresh and simple.

Of course, this doesn’t change what we have to offer. We’re still the trusted name for customised, quality insurance products that give you the opportunity to live your life to the fullest while we take care of your insurance needs. And we haven’t forgotten that life is

our frEsh approach to lIfE INsuraNcE always focusEs oN you

Your people are your company’s most valuable asset. At Regent we take a fresh and simple approach to insurance that will protect you and your employees against the curveballs that life may throw at you. From Group Life Assurance, Dread Disease and Accidental Death to Disability and Funeral cover, we’ll make sure your staff and business are taken care of.

Learn more at www.regent.co.za

Visit us at our stand for a refreshment and stand a chance to win great prizes.

Take a FRESH look at Life Insurance

WIN

LIFE | TRAVEL | CAR & HOME | WARRANTIES | COMMERCIAL VEHICLES

Underwritt en by Regent Life Assurance Company Limited, a licensed long-term insurer, company reg. no.: 1994/001332/06 and an authorised fi nancial services provider, FSP licence 18146.

unpredictable and that planning for the future can be a daunting task.

Our approach is simply different. Instead of the standard industry practice of leaving you with weighty, jargon-laden policy documents with the expectation that all your understanding will come from these tomes, we’re reinforcing the fact that we’re just people who want to help other people. Regent Life’s reliable insurance options cover both individuals and businesses. Our expertise and experience allows us to deliver relevant solutions at the most affordable prices. Simply choose from the benefits included in our ‘Cover for Life’, ‘Education Provider +’, ‘5Q’ and ‘Group Risk’ that best suit your needs and you can create your own exclusive insurance solution tailored to your specific requirements.

In short, we are focused on you. Come and enjoy a fresh drink at our exhibition stand and chat to one of our friendly consultants.

Procurement Fraud is complex and can take a number of forms from bid rigging and the establishment of “shelf companies”, to collusion between vendors or even between vendors and employees.

In the Corruption Perceptions Index of 2014, South Africa ranked 67th out of 175 countries and territories. The Corruption Perceptions Index ranks countries and territories based on how corrupt their public sector is perceived to be. The index lists number one as being perceived as the least corrupt and 175 as the most corrupt. Corruption and unethical behavior in South Africa continues to be an ongoing concern – it has a negative effect on business growth as well as the South African economy.

With this backdrop, the need for transparency in business and associations with suppliers and vendors – whether it be in the public or private sector – has become more crucial than ever. For these organisations, the detection of possible conflicts of interest means the difference between successfully awarding a tender or procurement contract to a reputable and honest vendor - without irregularities and bid rigging - or not. The latter will result in increased costs from fines and/or investigations, as well as risk mitigation down the line.

comBat procurEmENt frauDZoomOut™ was recently launched by background screening company, Managed Integrity Evaluation (MIE), as a solution to combat procurement fraud.The software application filters through employee and vendor information and flags potential conflicts of interest or corrupt relationships within an organisation’s supply-chain. With this knowledge, both private sector organisations and government departments are able to reduce future risk. Having identified potentially corrupt associations, organisations can avoid doing business with a vendor who is linked to an employee or another vendor in their supply chain and result in massive cost saving.

Regrettably, the association between corruption and the awarding of tenders and procurement contracts has become the norm rather than the exception. This however, does not need to be the case as the solution for complete transparency and ethical supply-chain operations is now at the fingertips of leading organisations, through using ZoomOut. MIE will be at the IMPSA conference between 21 – 23 October – visit us at stand 2 for more information on ZoomOut and other products we offer.

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31ST IMPSA CONFERENCE PROGRAMME

Bonnie is an expert on educational matters and legislation, having facilitated workshops for more than 7800 people including educators, principals and education managers from more than 400 schools throughout South Africa. Bonnie has extensive experience in Curriculum Design and Development, all aspects of the learning & development and has facilitated programmes for both the public and private sectors nationally & internationally for over 25 years. Bonnie is a registered mentor and coach and a Lead Auditor for SABPP. She currently serves on the Accreditation and Advisory Board of Cape Peninsula University of Technology in the department of Human Resource Management & Development and is a member of the Professional Association of Assessors of South Africa and the WC Learning & Development Community of Expert Practitioners. Bonnie currently holds the Position of Head: Regulatory Affairs at Red and Yellow School and is the chairperson of the SABPP Western Cape Committee.

speaker: Bonnie Johansen

GUEST SPEAkERS

wEDNEsDay – 21 octoBEr08:00 - 09:30 Registration and tea 09:30 - 09:40 Announcements: programme Director: trevor francis09:40 - 10:10 Opening and Welcome 10:10 - 10:15 National Anthem 10:15 - 11:30 “HRM Standards: Laying the Foundation for ethical people practices”: Bonnie Johansen, chairperson saBpp - western cape11:30 - 11:45 Tea and refreshments 11:45 - 12:45 “Using Developmental Career Paths as a Mechanism towards Professionalisation of Local Government Sector”: christina maunye, senior organisational Development practitioner - city of Johannesburg12:45 - 13:00 Sponsor Presentation and Lucky Draw (Tablet) 13:00 - 13:30 Lunch 13:30 - 13:35 Lucky Draw (Cellular Phone) 13:35 - 14:30 “Case study on the application of National HR Standards at a rural municipality: Using mentoring to accelerate effective implementation”: shirley gumenge | marius meyer (cEo-saBpp) Feedback on HR Audits Feedback on Implementation outcomes - IMPSA Board14:30 - 15:30 “If it is to be – it’s gotta be me”: Barry Blomkamp15:30 - 15:35 Lucky Draw (External Harddrive) 15:35 - 16:00 Tea and AGM Cape Branch: IMPSA Cape branch18:00 - 22:00 Networking function

thursDay – 22 octoBEr08:30 - 08:35 Lucky Draw (Laptop) 08:35 - 09:35 “How anti-corruption compliance procedures can strengthen ethics and good corporate governance in the Municipal environment”: steven powell - Director: forensics ENsafrica09:35 - 10:40 Motivational Speaker: Buyani zwane10:40 - 11:00 Tea and Refreshments 11:00 - 12:45 Round Table Format Discussion 12:45 - 13:00 Sponsor Presentation and Lucky Draw (Cellular Phone) 13:00 - 13:45 Lunch 13:45 - 14:00 Sponsor Presentation and Lucky Draw (Tablet)14:00 - 15:00 Play the Standards Game: Qurio, saBpp and Exhibitors15:00 - 15:15 Sponsor Presentation and Lucky Draw (Cellular Phone) 15:15 - 15:30 Tea 15:30 - 16:30 Annual General Meeting (members only): IMPSA Board and members18:30 - 22:00 gala Dinner

frIDay – 23 octoBEr08:45 - 09:00 Sponsor Presentation and Lucky Draw (Tablet) 09:00 - 10:00 “Ethics in the USA Public sector”: richard l. stokes, m.s., Ipma-cp, president - Ipma-hr, Executive Director - tN chapter Ipma-hr, human resources consultant/ OfficeManager-TheUniversityofTN-MTAS10:00 - 11:00 Motivational Speaker: EvitaBezuidenhout11:00 - 11:15 Tea 11:15 - 12:15 Summary and Conference Resolutions Moving forward in collaboration with SABPP: Immediate Past President12:15 - 12:45 Grand Prize Draw (Laptop, Printer and External Harddrive) and Closure: President12:45 - 13:45 Lunch and Departure

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Trevor is currently employed by Nous Holdings as the Executive Manager: Government Services and is responsible for the optimisation and management of utility billing from both a supplier and consumer perspective. He focuses on improving business efficiency and billing integrity to supplement competency and innovation in achieving financial sustainability. He has a wealth of experience in education, local government and human resource management having served as an educator for 13 years and as an executive in Local Government and the Private Sector for 12 years. He is further recognised for having had the distinct honour of serving as the President of the Institute for Municipal Personnel Practitioners of South Africa (IMPSA) for 2 consecutive terms.

programme Director: Trevor Francis

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Shirley Nomvula Gumenge has a B. ADMIN degree in Industrial Psychology & Public Administration from the University of the Western Cape and a BA HONS in Social Science: Industrial Relations and Human Resources Management from the Rhodes University.

Her career includes service in both the private and public sectors, having worked for First National Bank in Financial Advisory Services and Client Support, and in the Department of Finance – Eastern Cape Province – Management and payments of civil servants pension fund claims. Her local government career started with a brief stint at the Buffalo City municipality, from where she was appointed by the Ingquza Hill Local Municipality as Human Resources Administration Officer. She has more than 25 years working experience and has also lectured (part time) at the Fort Hare University where she taught Human Resources Management to post graduate students.

She is a member of IMPSA as well as the SABPP and her vision is to see HR Management become a real business partner in Government.

speaker: Shirley Gumenge

Christina Legarang Maunye is Senior Practitioner: Organisational Development (OD) at the City of Johannesburg Metropolitan Council and a Part-time Lecturer at the Institute for Personnel Management (IPM).

She holds a Degree in Human Resources Management, a Bachelor in Business Administration (BBA), Chartered Institute of Secretaries and Administrator’s Intermediate Diploma, Master in Business Administration (MBA) and a Post Graduate Diploma in Advanced Company Law. Prior to joining City of Johannesburg, Christina worked at several companies, including SHC Consulting, 3P Consulting and an Independent Contractor in her own capacity. Notable is her years of experience as a Senior Management Consultant in the OD field.

At the City, one of her key OD areas of responsibility is the conceptualisation of the Talent Development and Management framework which include creating career progression developmental paths for the City.

To add to her formidable academic achievements, Christina was recently honoured with a number of special recognitions. She was commended by the City Manager to represent the City of Johannesburg serving in the Department Cooperative Governance Senior Manager’s Competency Assessment Governance Structure.

In addition, she was singled out for high praise by the International Quality & Productivity Centre following her recent keynote presentation at the Shared Services & Outsourcing Africa.

Her own career path and quest for knowledge has not ended. She is currently studying towards obtaining a Doctorate in Business Leadership (DBL) at the UNISA Graduate School for Business. Her research area is focused on “Professionalisation of Local Government”.

speaker: Christina Maunye

After a meteoric rise up the entrepreneurial ladder and well-set to do extremely well for himself, a silly mistake resulted in a motor car crash which almost took Barry out! Suddenly totally blind, contemplating amputation of both his legs, physically and mentally broken, forced to stay months in hospital, his young family in ruins, his expanding business down the tubes, reliving the mistake every day, emotional despair, feeling trapped in a disabled body with no way out! Then, THE LIGHT... he extracted an extremely important lesson from the tragic mess he had found himself in. His enlightening life-changing story will give you a new and unique perspective - VISION! It will blow your mind and reset many of those ‘taken-for-granted’ thought patterns. Vixen, Barry’s guide dog, adds to the ambience in your experience of an incredible elevation in your step up to self-realisation.

Barry has over twenty five years of business experience, first as an award-winning service industry executive, then as a public relations practitioner and now a social entrepreneur. In his previous life, Barry did it all... long-distance swimming, surfing, spear fishing, flying, mountain climbing, cycling, successful entrepreneur and motor racing... Then the accident... Having to deal with time in a wheel chair, to the traumatic adaption to the loss of his eye-sight and having to manage a severely shocked family... and then the “Bounce Back” - which saw him becoming a leading light in the disabled community, the world’s only blind motor racing commentator, and creating his very successful “Turbo-Talk Training” public speaking business, to name but a few.

Over many years, Barry has taken his intense life-changing message right into the minds and hearts of many thousands. Barry’s maxim: “You don’t need eye-sight to have VISION”.

speaker: Barry Blomkamp

Marius Meyer is CEO of the SA Board for People Practices (SABPP), the professional body for HR practitioners and Education and Training Quality Assurance Body for HR in South Africa. He is responsible for the quality assurance of 69 learning providers, as well as the HR accreditation of all universities in South Africa. Marius facilitated training and consulting interventions for more than a 100 companies. Previously Marius lectured in HRD at the University of South Africa and University of Johannesburg and he is still involved in academic work for North-West University, the University of Cape Town and Stellenbosch University.

He has been an HRD practitioner, consultant, academic and manager for the last 21 years. Marius is registered as a Master HR Professional and Mentor with SABPP. He is an advisory board member of the African Society for Talent Development. Marius is a regular speaker at local and international conferences and author of 22 books and 200+ articles. He has a passion for leadership, strategy, governance, change management and people development. The latest output of his team is the National HR Competency Model, as well as a full set of national HR standards, the first set of national HR standards in the world. Also, under his leadership the Minister of Justice recently approved SABPP HR professionals as Commissioners of Oaths. His latest books are on HR Standards, HR Competencies and HR Risk Management published in 2015.

speaker: Marius Meyer

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Buyani Zwane is an inspirational speaker, network builder, student, educator and leadership development facilitator. He has been engaged in the Human Resources Management, Business and Leadership Development for over 25 years with local and international companies. He was co-owner for over 7 years, and served as executive chairperson at FranklinCovey Southern Africa for 5 years, a leadership, training and development company with a presence in 14 Southern African countries and Indian Ocean Islands. He continues to serve as director of Dynamic Leadership Solutions (Pty) Limited and Magnificent Mile (Pty) Limited, while leading Breakthrough Development (Pty) Limited, a Leadership Development and Business Consultancy company founded in 2000 as Chief Engagement Orchestrator (CEO).

He has served as Human Resources Executive and Director, as well as CEO in the oil & energy industry, financial services, business consulting, gaming and public sectors organisations. Buyani is a part-time lecturer at the University of Pretoria’s Gordon Institute of Business Science (GIBS) specialising in Leadership, Management, Change and Organisation Development, and Strategy Implementation while at Wits Business School he teaches on Leadership and Strategy Execution. He earned his MBA at GIBS with a focus on employee engagement and business strategy.

He is a member of the University of Cape Town’s Council where he chairs the Human Resources Committee of Council (UHRC) while also serving in the Council’s Selections and Remuneration Committees.

motivational speaker: Buyani Zwane

Steven Powell is the co-head of forensics at ENSafrica. He is an advocate, specialist white-collar crime prosecutor and forensics lawyer. He specialises in leading forensic investigations, resulting in successful disciplinary and criminal proceedings against offenders as well as the recovery of losses from perpetrators. He has acted for the Asset Forfeiture Unit on recovering the proceeds of crime flowing from corporate fraud, as well as drug and abalone smuggling. He has also previously acted as a specialist prosecutor for the Department of Justice.

Steven’s experience extends to anti-fraud and corruption matters, assisting international clients with anti-fraud and anti-bribery due diligence and compliance programs and assisting clients to comply with the anti-corruption requirements of the US Foreign Corrupt Practices Act, the UK Bribery Act, as well as the SA, Prevention and Combating of Corrupt Activities Act. He has extensive experience in conducting enhanced anti-bribery due diligence in respect of mergers and acquisitions, joint ventures and agent/intermediary appointments. His experience also includes performing forensic work across a multitude of industries in both the private and public sectors. Additionally, he assists clients with preventing fraud through the development and implementation of policies and strategies and specialized in-house training and education programmes.

Steven’s experience further encompasses a high percentage of confessions during suspect interviews with the application of deception detection techniques. He has a track record of securing successful disciplinary and criminal proceedings against offenders further complimented by noteworthy criminal and civil loss recovery achievements. In addition, he has conducted a multitude of fidelity claims on behalf of clients against insurers and has executed a multitude of restraint and forfeiture orders on behalf of the Asset Forfeiture Unit. He has presented on the topic of white-collar crime and corruption and is a regular speaker on fraud issues throughout Africa. He lectures on corruption at the University of the Western Cape’s Forensics certificate course and is a regular speaker at the University of Cape Town and Stellenbosch.

speaker: Steven Powell

Evita Bezuidenhout, still regarded as the most famous white woman in South Africa, was born Evangelie Poggenpoel of humble Boer origins in the dusty Orange Free State town of Bethlehem on 28th September 1935. Illegitimate, imaginative, pretty and ambitious, she dreamt of Hollywood fame and fortune, tasting stardom in such 50s Afrikaner film classics as ‘Boggel en die Akkedis’ (Hunchback and the Lizard), ‘Meisie van my Drome’ (Girl of my Dreams) and ‘Duiwelsvallei’ (Devil’s Valley). She married into the political Bezuidenhout Dynasty and became the demure wife of NP Member of Parliament Dr J.J. De V. Bezuidenhout and the proud mother of de Kock, Izan and Billie-Jeanne.

Power became her addiction. She wielded it in the boardroom, the kitchen and round the dinner table, becoming confidante to the flawed gods on the Boer Olympus and so shaping the course of history with her close and often unbelievable relationships with the grim-faced leaders of the day: Dr H. F. Verwoerd, B. J. Vorster, P.W. Botha and F.W. de Klerk. Hand in hand with the glamourous Evita of Pretoria was the Tallyrand of Africa, Pik Botha, her ageing Romeo and constant friend, while watching her from afar as she watched him, Nelson R. Mandela, a legend thanks to her timely interventions.

Evita Bezuidenhout today shares her time between the family home in Laagerfontein where her husband Oom Hasie lives, and the West Coast village of Darling where her mother Ouma Ossewania Kakebenia Poggenpoel resides. Now 80 years old, this glamorous eternal flame of boere chutzpah holds court at the former Darling Station, now famous as ‘Evita se Perron’, where she entertains and dazzles a visiting world in awe, while also bravely following in the slipstream of Jacob Zuma’s Presidential jet(s) to make sure that ‘kos’ is on his ‘tafel’.

As one of the few Afrikaner icons who did not lose their heads on the tumbrils of democracy, Gogo Evita is grandmother to her three black treasures: Winnie-Jeanne, Nelson-Ignatius and La Toya-Ossewania. She has embraced the new democracy with an alarming passion, underlining her commitment to a non-racial future by her support that cuts across racial lines.

motivational speaker: Evita Bezuidenhout

Richard Stokes, IPMA-CP, is the 2015 President of IPMA-HR. Stokes has served 34 years in human resources for Tennessee’s local governments and the public sector from fire departments to public libraries to city governments across the state. For more than 27 years, he has worked with the University of Tennessee as a Municipal Human Resources consultant where he worked with a variety of HR professionals/nonprofessionals to strategize ways to deal with complex issues affecting the community as a direct result of legislation and policy decisions.

For over 26 years, Stokes has been a member of IPMA-HR where he has served on the Executive Council, Certification Council, numerous committees and taskforces and held a variety of positions, including President of the Southern Region and Executive Director of the IPMA-HR Tennessee Chapter for the last 20 years. Under his leadership, the Tennessee Chapter was awarded the IPMA-HR Chapter of Excellence Award in 2012.

speaker: Richard L. Stokes

© 2015 PricewaterhouseCoopers (“PwC”). All rights reserved. (15-17511)

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