COMETSA GoC International (Pty) Ltd
 
The MIND! The JOURNEY! The DESTINY!


Our Products 

TRAINING NEEDS ANALYSIS: Effective training and development depends on knowing what results are required for individual, department and organization.

PERSONAL DEVELOPMENT PLANNING: Development is a lifelong process of nurturing, shaping, and improving skills, knowledge, and interests in order to enhance effectiveness and adaptability, and minimize the chance that skills might become obsolete or made redundant.

WORK-INTEGRATED LEARNING (WIL): Institutions of Learning & Industry Skills Development Programme forms part of Cooperative Education offerings.  The key elements of the programme are: Work Readiness, Employability, Skills Training, Industry Visits, Internships.

COACHING: an effective intervention used as one of a range of learning activities when a client has potential that can best be developed through a focused relationship with the coach. Our Professional, Business, Entrepreneurship and Executive Coaching Programmes are built on the following Framework:

  • Planning for the Coaching Programme Intake and Chemistry Session 
  • Identification of the Coaching Opportunities
  • Formulation of the Coaching Themes, Goals, and Objectives
  • Completion of the Coaching Contract
  • Conducting the actual Coaching Sessions
  • Providing Feedback on the Coaching Progress (Mid-Term Coaching Reports)
  • Providing End of the Coaching Programme Report
  • Officially ending the Coaching Programme 

MENTORING: a development relationship in which one person (the mentor), usually someone more experienced and often more senior, helps another (the mentee) to discover more about his or her personal qualities, capabilities and potential. Our Mentoring Programmes are located within the value chain of Holistic Human Capital Development Transition Stages from early childhood to retired professionals development journey: Early Childhood Education → Primary School Education → High School Education → College and University Education → Parental and Guardian Development → Youth Entrepreneurship Development → Youth Leadership Development → Employment Readiness → Work-Integrated Learning → Studies Readiness and Career Choice → Career Management and Corporate Life → Technical, Administrative, Specialisation and Functional → Management and Leadership Development → Retired Professionals Continuous Development → Professional Relationship Management → Celebrity Life Status → Professional and Entrepreneurship Development → Community and Citizenship Development!

CHANGE MANAGEMENT: "The only thing that is constant is Change", Heraklit of Ephesus (about. 540 - 480 BC.). Change Management involves conception, planning, organization, implementation, control and stabilization of the change processes of an organization, with the aim to maximize the effectiveness and efficiency of the processes and to reach the widest possible acceptance by managers and employees.

RECRUITMENT SERVICES MANAGEMENT: We are not a recruitment and selection company. We offer intermediary service called Recruitment Services Management Support. We are the glue that binds the Recruitment Services providers and their clients, companies, who happen to be our clients in all Human Capital Development, Management and Leadership related services that we are offering. In most cases these recruitment services providers are our associates and members of our sister organisation, COMETSA Friends & Supporters Club NPO. Our clients like our one-stop service model and enjoy the value that is added by our unique role in the recruitment and selection value chain. Our Recruitment Services Management offering covers two broad categoriews;

  • Permanent Staff Recruitment Services: Our service offering is classified into Basic Recruitment, Professional Placements, Executive Search, and Talent Management
  • Student Recruitment Programme: Our student recruitment programme entails partnership with institutions of learning, conducting employability development programmes, mentoring, career coaching and mentoring, and evaluation while at the places of their internship (and work).

STRATEGY DEVELOPMENT: providing organisations with a strategic framework for understanding their positions in the market place, moving forward with sense of direction, purpose and urgency, focusing on issues such as quality, productivity and customer satisfaction, improving motivation, communication, and changing to deliver required results. Our facilitation themes;

  • Part A: Business Environment Scanning (Past, Current, and Future)
  • Part B: Formulation of the business Vision, Mission, Intent, Accountability and Commitment to Timelines
  • Part C: Development and Formulation of the business Values (and supporting Behaviours)
  • Part D: Formulation of the business Objectives
  • Part E: Classifications of the business Objectives into Short-, Medium-, and Long-Term 
  • Part F: Translating Business Objectives into Activities/Tasks and packaging them into Programmes
  • Part G: Business Programme of Action (PoA) (Actions Ownership, Execution, and Levels of Responsibility)
  • Part H: Monitoring, Evaluation and Measurement (M.E.M)
  • Part I: Governance & Ethical Compliance Model and Consequences for Non-Compliance
  • Part J: Risk Management & Business Continuity Model & Consequences for lack of Risk Mitigation Measures

EMPLOYMENT EQUITY FACILITATION: we facilitate the development and implementation of Employment Equity Programmes. The fundamental rationale is to develop and share the common understanding of the Employment Equity challenges facing the organisation, achieve the organisation's commitment to developing a comprehensive Employment Equity Programme, achieve a culture of team work among the members of the Employment Equity Forum, and help the organisation in complying with the requirements of the Employment Equity Act. Our facilitation covers the following: (1) Positioning Employment Equity as a core to people management strategy and transformation competence for the employing organisations; (2) Providing Historical Background and Perspective to Employment Equity; (3) Facilitating Training, Induction and Orientation for the entire staff and members of the Employment Equity Forum; (4) Aligning Employment Equity with the related interventions, namely Skills Development, Broad-Based Black Economic Empowerment, and Diversity Management & Inclusion; (5) Formulation of the Statement of Intent, Business and Economic Rationale for Employment Equity; (6) Employment Equity Programme Design, Development and Implementation; (7) Stakeholder Management (Interests and Roles Clarification); (8) Process Owners & Champions Roles, Alignment and Integration; (9) Development of the Employment Equity Internal Advocacy Programme; (10) Development and Establishment (or Re-Establishment) of the Employment Equity Forum; and (11) Drafting and Adoption of the Employment Equity Policy, Implementation Strategy, and Annual Programme of Action (PoA)

GLOBAL TALENT MOBILITY: working in partnership with our specialist associates we offer Global Talent Mobility consulting and services, covering visa and work permit applications and extensions, look and see support, pre-assignment orientation, expatriate orientation and socialization, house/accommodation search, negotiations with the landlords, completion and renewal of lease agreements, temporary house/accommodation, hotel/apartment bookings, property inspections, utilities facilitation, security audits, inspections and installations, assignments completion coaching, and repatriation services.

MONTHLY PMS LEKGOTLA NETWORKS: by hosting standing monthly Professional Management Services (PMS) LEKGOTLA Networks we ensure that the knowledge created and acquired is consolidated. The participants are also inducted into life-long learning culture. The participants are introduced to the Ubuntu Practice of Sharing and Collective Learning. The Africans are known for passing on knowledge and information from generation to generation via the oral technique. The LEKGOTLA Methodology creates the environment that is conducive for the consolidation of the knowledge and information sharing to take place: Knowledge Creation - Knowledge Consolidation - Knowledge Sharing - Knowledge Appreciation - Knowledge Exchange - Knowledge Application - Knowledge Management - Knowledge Preservation - Growing Together.

DIVERSITY MANAGEMENT & INCLUSION FACILITATION: a company's economic success relies on its encouragement of employee competencies and diversity. Diversity Management seeks to strategically use the various talents of each employee, which are based on diverse cultural and social backgrounds, to increase entrepreneurial and economic success. There are more reasons for organisations to implement Diversity Management & Inclusion Programme, among others,

  • Costs: When the previously disadvantaged individuals do not feel accepted or appreciated, employee motivation and contentment suffer. The assimilation pressure for the previously disadvantaged individuals consumes energy that could enhance job performance.
  • Marketing: Heterogenic staff can better adapt to varying customer requirements. Members of the previously disadvantaged groups can better understand customer decisions of the same subculture. Some of the previously disadvantaged groups prefer to make business with people from their own culture. Employee diversity can imply economic advantages. "To Sell to the World You Need to Look Like The World", Rasmussen (2007)
  • EMPLOYMENT VALUE PROPOSITION: Companies which actively integrate Diversity Management are popular employers for the previously disadvantaged groups. They respond to the open-mindedness of young generations. This reduces stereotypes and prejudices. It creates a positive reputation which leads to a competitive advantage when looking for qualified staff. Employees which are supported and encouraged by their employer are loyal workers and will less likely change their workplace. We counteract toxic workplaces.
  • FLEXIBILITY: Homogenous companies tend to fixate rigid business plans and become unable to adapt. Reason can be a high conformity pressure within homogenous company boards. An inflexible company structure can hardly adjust to changes. Diversity Management supports the consideration of alternative options as well as tolerance and flexibility. Multi-cultural companies are better in handling insecure situations.
  • CREATIVITY: Psychological surveys document that diverse locations lead to innovative group decisions because they usually integrate uncommon alternatives. Mono-cultural frameworks limit employees that belong to the previously disadvantaged groups. 
  • PROBLEM-SOLVING: Heterogenous groups tend to solve problems quicker than homogeneous groups. Moreover, heterogeneous usually find more creative and more qualitative solutions because they combine a better and broader know-how.


Please contact us for more information.