Tunohole Mungoba – Ongwediva
Barnabas Shilongo established Shilongo Gravestones and Funeral Services in 2017, but only officially registered his business in 2019.
“Shilongo Gravestones and Funeral Services specialises in tombstones, funeral services, flower arrangements and we also have printing, piano, videography and photography services,” says Shilongo, the 28-year-old entrepreneur born at Othika village in the Omusati Region.
His company has branches in Oshakati and at Okahao and he currently employs 18 people. He is in the process of opening a third branch at Outapi.
A qualified artisan, Shilongo completed his vocational training in boiler making at the Namibian Institute of Mining and Technology (Nimt) in Keetmanshoop in 2015.
Monique Adams
Ramsay McDonald completed high school at Kimberley Boys High in South Africa in 1984. After school he was fortunate to get funded in part by a bursary from Pim Goldby (the predecessor of Deloitte) and partly by his father to study for a Bachelor of Commerce and a postgraduate diploma in accounting at the University of Cape Town from 1985 to 1988.
In 1989 he passed the board examination to qualify as a chartered accountant and completed his training contract with Deloitte.
“I spent two years with the Kimberley Deloitte office in a manager capacity before going on a short-term secondment to Deloitte in the United Kingdom, the Winnersh office. I then joined the Deloitte Namibian office in 1993 until 1997 and transferred to the Deloitte Cape Town office where I eventually became partner in 1999,” he says.
Alphons
Within the workplace, induction refers to the process of getting new employees acquainted with your business, helping them to settle in and giving them the information required for them to become a valuable team member.
At Letshego, all new employees go through a proper and comprehensive induction before they start work. On the first day we give them a welcoming gift. This could be a branded pen, diary or a bag. On the first day we make the new employees find their feet, familiarise them with the work environment, and introduce colleagues, managers and mentors. The mentors guide the new employees and will be their go-to persons.
BAILI BIGHAM
Last year will go down as one of the most infamous years of our lifetime. But we know that where there are challenges, there is also tremendous growth. We set out to understand the biggest learnings from 2020 that will impact HR leaders in 2021 and help them prepare for what’s next. After gathering feedback from our network of leaders, academics, and experts, we uncovered a list of ten top HR trends we believe will be crucial for leaders to consider this year, and beyond.
1. Maintain flexible work
Before, offices played a crucial role in company culture, and for many, productivity was partly measured by how often you were seated at your desk. Now, leaders have learned that employees can be productive even when they aren’t in the same room. And many prefer it that way.
Anthony Mitchell
Leadership is challenging at the best of times, but how you lead during an environment of complexity and ambiguity is the real test of your capability, writes Anthony Mitchell
While we may not be on track for a recession in 2020, economists have predicted the lowest global growth since 2012. If you find yourself in a position of leadership during lean times, when there may not be a rising tide in your favour, what are your options for staying afloat?
1. First, challenge yourself to ask “how might we maintain growth with the resources we have?”
For example, this might mean making smart investments in marketing. A renowned example of this is Samsung, whose heavy investment in these areas during the last recession led to their successful reinvention as an innovative brand. This catalysed the release of the first Galaxy smartphone and provided strong competition to the Apple iPhone of the time.