Ezaan de Lange-001Ezaan de Lange

Position: Trainer


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Ezaan de Lange has a BA Communication Degree, which she achieved in 1995 at RAU.   In 2002 she started studying part-time whilst working and obtained her Honours Degree in Industrial Psychology with a cum laude achievement. She is also registered as a Psychometrist, Assessor and Moderator.

Her career started in 1996 at Sanlam in their Training Department. Thereafter she joined ABI in 1998 where she was promoted to various roles. Starting off in the Training and Development department at the Benrose operational site, she was exposed to all training-related facets and also had the responsibility to facilitate training courses.

In 2000 she was seconded to Corporate Head Office to assist in the roll-out of various projects. Within a couple of months she was promoted and appointed as HR Assessment Practitioner. 

The outline of this role was as follows:

  • Accountable for the management and support of the psychometric assessment system
  • Maintenance and completion of role models
  • Conduct and assist with psychometric assessment (which included the training of other human resources staff on the systems)
  • Ad hoc project involvement which included support in the role-out of new people management systems, alignment of company policies thereto, alignment and redesign of the structured interviewing tools

Thereafter she was promoted to the role of Human Resources Specialist for Head Office. Her duties included a high-level involvement on project basis and all generalist human resources activities. The role required her to ensure that all the HR practices were maintained and skills and knowledge levels of employees were developed in line with operational, strategic and legislative requirements.


In 2002, she decided to take on a new challenge as a Human Resources Specialist in the Equipment Services Department at ABI. Her role was very similar to the above but a bigger challenge in terms of the department comprising 200 employees based nationally at various sites in ABI (approximately 14). It included the management of human resources at a central office and required good distance control skills.


The two roles required the following outputs:

  • To develop and implement staffing practices and procedures so that the business unit manpower needs are met
  • To procure/appoint staff in accordance with legislative requirements, company staffing policy and business requirements
  • To conduct and co-coordinate psychometric assessments so that individual competence could be accurately identified for the purposes of staffing and/or career development/succession planning
  • To promote and optimise sound IR practices
  • To provide specialist advice and support so that sound IR practices can be promoted in accordance with legislative requirements, standards and policies; creating an environment which is conducive to meeting business targets and organisational effectiveness
  • To customise and implement the learning and development strategy, practices and procedures to ensure that employee competence is developed to meet business and legislative requirements
  • To manage the competency acquisition process and the development of organisational, team and individual competencies through various initiatives (implemented and managed a full learnership programme for the ESD department)
  • To advise and/or apply termination procedures so that the necessary steps can be taken to implement such procedures
  • To facilitate the effective application of the performance management and career development strategy/processes so that organisational effectiveness is optimised through enhancing employee competence
  • To identify socio-economic issues that may negatively impact on organisational effectiveness so that action plans can be implemented to minimise the risk i.e. HIV Aids Awareness, etc.
  • Provide appropriate HR consultation and service to employees
  • To coach and support line management so that they can be equipped with the necessary skills to effectively implement HR practices
  • To champion organisational development and change management processes, thereby striving for a culture of continuous improvement and world class practices
  • To report on Human Resources data, maintain records and provided pro-active information to management in terms of analysed data
  • To implement remuneration according to set guidelines so that the Company’s remuneration policy can be consistently applied
  • To formulate and control the human resources budget so that staffing and training objectives can be accomplished within budgetary parameters for the unit
  • Management of the clinic and canteen contracts and related activities to these two areas


During her career she had exposure to various initiatives. Listed below are a few:


  • Employment Equity Initiatives: representing management at EE forums, reporting on statistics, ensuring all practices are in line with legislation
  • Skills Development Facilitator: completing the workplace skills plans and reports, ensure full implementation thereof, coordinating training committee activities
  • Role Modeling/Compiling of Job Descriptions: drafting, compiling, quality checking and finalizing job descriptions
  • Performance Management: implement the process at plant level, facilitate the goal setting meetings with management teams, ensure full compliance
  • Competency Project: this required her to align competencies used in ABI with other competency-based systems such as the Targeted Selection Interview Guide
  • Restructuring Exercises: consultation to the final retrenchment or redeployment
  • Psychometric Assessments: conducting assessments on various test batteries
  • Communication Structures and Forums: establishing communication procedure and forums which are based on a 360-degree approach
  • Learnership Management: implementing new learneships and learnership for current employees. Managing the process and SETA communication/requirements
  • Mentoring and Coaching: daily interactions with staff
  • Recruitment Projects: although part of her normal day to day routine, she has been involved in the recruitment process of bursars, apprentices and learners
  • Induction Programme: developed, facilitated and implemented the induction programme for ESD
  • Facilitation: facilitating sessions i.e. financial, communication and induction sessions
  • Analysis of Data: survey results interpretation, analysis and action plans put in place
  • Presentations: various presentations required in terms of the human resources metrics at ESD
  • HIV/Aids Related Programmes: education and awareness programmes for staff, developing of quarterly training topics
  • Assessment Centres: conduction behavioural observations in the assessment centre environment or during focus group or time and motion studies
  • Business Partnering and HR Integration
  • Change Management: being part of various project teams that initiated a business improvement project and managed the change and people impact aspects thereof


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