Creating quality workers
TransNamib delivers positive results with its human resource capacity-building programmes through strategic partnerships.
STAFF REPORTER
TransNamib has invested over N$12 million in providing apprenticeship/traineeship and internships through partnerships with Namibian training and development institutions since 2018.
Undoing some of the legacy challenges of TransNamib over 20 years has not been easy but various initiatives have been taken to support the medium- to long-term human resources capacity building at the company.
For the past two years, TransNamib has provided over 115 apprenticeship opportunities in the trades such as DE fitters, mechanics, electricians, track welders and boilermakers.
These technical skills programmes are in the format of on-the-job training, attachment programmes, academic training and internships for periods from six months up to three years between TransNamib workspace, the TransNamib training school and training institutions.
Historically TransNamib developed and produced various technical skills and HR capacity through its internal traineeships both for its own need but also various industries. As long-term approach and strategy the company has reignited this programme at a smaller scale to build more in-house capacity.
Through its limited financial resources, the company has set up various strategic partnerships to assist in developing the required technical skills to support its five-year business plan, but also long-term growth prospects.
These strategic partnerships include both technical, financial and administrative support provided by training institutions such as NTA, Nust, WVTC and NIMT.
The scope for training and development includes job attachments and apprenticeship programmes, which provide the opportunity to continue working for TransNamib if there are any suitable vacancies, or trainees can join the open job market upon completion of their courses.
Apart from the technical programmes, the company has also developed human resources within the administrative fields such as finance, marketing, information, technology, transport and logistics, human resources and properties through internship programmes.
TransNamib has also placed emphasis on training and development programmes for its existing employees. For the first time in 15 years, the company provided the opportunity to ten employees from various supervisory and managerial levels to participate in development programmes with the aim of broadening managers’ self-awareness, leadership attributes and management skills required in the ever-changing business environment.
More than ever before, human capital and quality of leadership determine the success or failure of any organisation.
Human capital development forms an important element of TransNamib’s integrated strategic business plan, therefore the company has placed emphasis on capacity building among staff members and creating opportunities for the youth.
It is against this background that TransNamib recently advertised its trainee train driver programme for young people between the ages of 18 and 25. The programme is designed to develop the selected trainees to qualify as train drivers in the shortest time.
As part of its business plan and building HR capacity specifically for train operations, TransNamib recently embarked on a recruitment drive to build its train crew, which will have to support the growth in the number of trains that it plans within the next five years.
Webster Gonzo, executive: human capital, stated: “It has been very difficult to develop opportunities for growth for our staff before 2018 as we had a period of seven years with no human resources developing programmes and therefore the company has a serious deficit in the appropriate skills in many areas within the company.
“We however focused on various technical programmes and partnerships during the past 24 months to create more capacity for the future development of the company.’
“As TransNamib, we continue to forge ahead and transform the company and believe that our investment in our employees and the Namibian community will help us to achieve the our vision in making TransNamib the preferred bulk transporter In Namibia.”
TransNamib has invested over N$12 million in providing apprenticeship/traineeship and internships through partnerships with Namibian training and development institutions since 2018.
Undoing some of the legacy challenges of TransNamib over 20 years has not been easy but various initiatives have been taken to support the medium- to long-term human resources capacity building at the company.
For the past two years, TransNamib has provided over 115 apprenticeship opportunities in the trades such as DE fitters, mechanics, electricians, track welders and boilermakers.
These technical skills programmes are in the format of on-the-job training, attachment programmes, academic training and internships for periods from six months up to three years between TransNamib workspace, the TransNamib training school and training institutions.
Historically TransNamib developed and produced various technical skills and HR capacity through its internal traineeships both for its own need but also various industries. As long-term approach and strategy the company has reignited this programme at a smaller scale to build more in-house capacity.
Through its limited financial resources, the company has set up various strategic partnerships to assist in developing the required technical skills to support its five-year business plan, but also long-term growth prospects.
These strategic partnerships include both technical, financial and administrative support provided by training institutions such as NTA, Nust, WVTC and NIMT.
The scope for training and development includes job attachments and apprenticeship programmes, which provide the opportunity to continue working for TransNamib if there are any suitable vacancies, or trainees can join the open job market upon completion of their courses.
Apart from the technical programmes, the company has also developed human resources within the administrative fields such as finance, marketing, information, technology, transport and logistics, human resources and properties through internship programmes.
TransNamib has also placed emphasis on training and development programmes for its existing employees. For the first time in 15 years, the company provided the opportunity to ten employees from various supervisory and managerial levels to participate in development programmes with the aim of broadening managers’ self-awareness, leadership attributes and management skills required in the ever-changing business environment.
More than ever before, human capital and quality of leadership determine the success or failure of any organisation.
Human capital development forms an important element of TransNamib’s integrated strategic business plan, therefore the company has placed emphasis on capacity building among staff members and creating opportunities for the youth.
It is against this background that TransNamib recently advertised its trainee train driver programme for young people between the ages of 18 and 25. The programme is designed to develop the selected trainees to qualify as train drivers in the shortest time.
As part of its business plan and building HR capacity specifically for train operations, TransNamib recently embarked on a recruitment drive to build its train crew, which will have to support the growth in the number of trains that it plans within the next five years.
Webster Gonzo, executive: human capital, stated: “It has been very difficult to develop opportunities for growth for our staff before 2018 as we had a period of seven years with no human resources developing programmes and therefore the company has a serious deficit in the appropriate skills in many areas within the company.
“We however focused on various technical programmes and partnerships during the past 24 months to create more capacity for the future development of the company.’
“As TransNamib, we continue to forge ahead and transform the company and believe that our investment in our employees and the Namibian community will help us to achieve the our vision in making TransNamib the preferred bulk transporter In Namibia.”
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