The VLA story from the MD's Desk
 
  Mo Abudu established Vic Lawrence & Associates (formerly Newage Communications Limited) in 1993 as a privately-owned specialist human resources development company offering services in executive development.

The name of the company changed from Newage Communications Limited to Vic Lawrence & Associates Limited in March 1998.

At the heart of Vic Lawrence's mission was the provision of quality executive training and development services, working with its international alliance partners to design, manage and deliver quality programmes for the private and public sectors in Nigeria.
In the year 2000, Mo Abudu was keen to rapidly grow the company by increasing its range of services and client base. However, she realised the need to institutionalise the business and make significant investment in people and infrastructure.

In 2001, VLA expanded its service offerings to include recruitment and selection services. Mo Abudu having successfully managed a high street recruitment firm in the UK for several years, found her expertise in this area invaluable in expanding the business.

By 2002, VLA again expanded its offerings to include Human Resource Solutions, providing services in the areas of Reward and Performance Management.

With VLA's business growing rapidly and VLA enjoying a huge market share in the area of training and development, the organization found a need for the development of a good quality training and conferencing facilities in the Lagos area for delivery of its training programmes and business retreats. Vic
Lawrence decided to promote the development of a purpose-built executive centre with residential facilities.

Vic Lawrence approached SME Manager Limited which resulted in SME Manager agreeing to consider an equity investment in both Vic Lawrence and the Executive Centre, The Protea Hotel, Oakwood Park,Lekki. The Protea Hotel, Oakwood Park is a purpose built complex, offering state of the art training and conferencing facilities.

Partnering with SME Manager, provided Vic Lawrence the credibility required to attract high potential human resources and penetrate blue-chip customers that hitherto may have been difficult to access. Furthermore, SME Manager focused extensively on institutionalising Vic Lawrence, which has become a robust institution far from its early beginning when it revolved around Mo Abudu.

Three years after the investment, not only has Vic Lawrence been able to increase and improve the quality of its service delivery, its customer base has also increased significantly. It has surpassed some of the leaders in its industry; increasing turnover by 400%, staff strength by over 500%.

Given the significant profitable growth recorded by the Company between 2001 and 2004, the need to further strengthen the management with high calibre talent was identified by Mo Abudu. This was important to enable VLA consolidate its position in the industry. The indications were that for such calibre of management, their interests needed to be aligned with the Company, hence Mo Abudu's decision to invite shareholding partners into the company.

As the minimum investment period of three years as specified under SMEEIS had been achieved and the business really did not require an additional cash injection, in June 2004 Mo Abudu approached SME Manager with an acceptable buy-out offer in collaboration with an experienced Human Resources professional, Alero Otobo, former Head Human Capital Development, United Bank of Africa (UBA) and Bunmi Lawson, former Executive Director of FATE Foundation whom have since joined the company as Executive Directors and part owners.

VLA was the first organization in the SMEEIS scheme to successfully exit.
The exit of SME was completed in March 2005.

VLA has now reached a new dawn with the leadership of Mo Abudu, Ola Ogunneye and other members of the VLA team. The VLA team includes five senior industry sector heads, specialising in the areas of telecoms, oil & gas, manufacturing, finance and public sector services.

VLA feels sufficiently confident in their ability to understand the people management and HR issues within the identified sectors and is equipped to handle a variety of HR consultancy assignments to include: learning management, recruitment and selection, induction, career development, performance & reward management and exit management.

From November 1, 2005, the operational model for all VLA assignments will be governed by the principles of the People-Centric Strategy™.

People-Centric Strategy™ is an innovative organizational improvement programme designed to advance and add value to an organisation's bottom line through the alignment of the goals and needs of its people and that of the organisation.

We are proud to say that People-Centric Strategy™ is a VLA trademark, developed by VLA and wholly owned by VLA.
 
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