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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 3RD

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.