Best Company To Work For 2014: Launch

Lead And Develop

The 2014 edition of the Best Company To Work For (BCTWF) - Namibia survey was launched 9 April 2014. The survey aims to identify and celebrate the best companies to work for in Namibia and across the Southern African region as rated by their most important stakeholder group, namely, their employees.

Why Should You Participate?*

Apart from the benefits of Industry, Size Category and Regional benchmarking, each participating organisation gains invaluable insights into the reported employment priorities and experiences of its employees which can serve as the basis to optimise their overall employment experience and thereby enhance the organisation’s performance and status as a recognised employer of choice. The Best Company to Work For survey has been conducted annually by Deloitte since 2000 during which time it has emerged as the pre-eminent survey of its kind.

*Entries for the 2014 edition have now closed

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What does the survey cover?

Employee and Employer responses are captured according to the 10 dimensions listed below:

  • Sense of Confidence in the Organisation
  • Organisational Ethics & Integrity
  • Operational Effectiveness
  • Relationship with Manager\Supervisor
  • Sense of Inclusion in the Organisation
  • Overall Job Satisfaction
  • Career Development
  • Work-Life Balance
  • Performance and Recognition
  • Remuneration

Preparing Leadership for Tomorrow

In a world where change is constant, disruption is rife and where high levels of complexity and pace are imminent, leaders find themselves in a very precarious position asking, “How do we lead our organisations under these circumstances”? Are we living in a time where leadership development is being redefined? This is certainly evident from the results of our 2013 Global Human Capital Trends survey. Our clients told us that yesterday’s leadership theories are not keeping pace with the velocity of today’s disruptive marketplace. Organisations are seeking a new model for the age of agility.

This need to see leadership in a new light is further perpetuated by the skills required of leaders in the 21st century. These include digital skills, such as working virtually and using social media; agile thinking, particularly the ability to deal with complexity and ambiguity; scenario planning; interpersonal skills,such as effective (physical and virtual) teaming and collaboration; and global operating ability.

Our Human Capital survey has also found that the new world of business also has an impact on how HR in future operates. HR organisations need to become more data-driven, proactive, business-aligned and strategic in nature. Additionally we also need to keep in mind that jobs are getting more specialised and success is being redefined by expertise, not span of control.

Living in a developing world also requires new and innovative approaches to leading business, quite different to those required in a first world market. It is clear then that leading and developing people will need to be dealt with in new and energetic ways. These new approaches will ensure competitiveness in this constantly changing world of business.

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