HR Consultant | Author | IPM Namibia CEO| Social Runner| Career and Job Finder Coach| IPM HR Excellence Award Winner 2023 https://nitter.gq/t.co/TgPifhvLx1
Windhoek,Namibia
Joined September 2011
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I coached a client who understood why she might have missed out on previous job interviews. She is going into this interview with a whole new approach. I'm looking forward to the outcome.
A blessed birthday to The Right Honourable Prime Minister Dr Tjitunga Elijah Ngurare @ngurare 🎊💐🥳🎂🎉, thank you for your service and making time for us always. In Dr. Albertina Ngurare we trust, a big cake 🎂 🎉🥳
Us who don't read we just say, should, yoooooo, atatatatata 🤣🤣🤣
The Bank of Namibia has increased the repo rate by 25 basis points to 7.00%, pushing the prime lending rate to 10.50%, in a move expected to raise borrowing costs for households and businesses amid mounting inflationary pressures.
The decision, announced on Wednesday, follows the Monetary Policy Committee's (MPC) fifth meeting of the year, held on 26 and 27 October, during which members unanimously agreed to tighten monetary policy to protect the Namibia Dollar's peg to the South African Rand.
Bank of Namibia Governor Ebson Uanguta said the decision was necessary to contain inflationary pressures caused by rising fuel prices and reduce the interest rate gap between Namibia and South Africa.
"This policy stance is deemed appropriate to safeguard the one-to-one link between the Namibia Dollar and the South African Rand and mitigate against second-round effects induced by high fuel prices," Uanguta said.
thebrief.com.na/2026/10/bon-… #namibia #reporate #inflation #fuelprices #interestrate @BankofNamibia @FinanceNamibia
I sent my grandmother money and since morning, my coaching calendar is getting booking after booking 😊
Lisa Matomola retweeted
The Namibian Agronomic Board (NAB) has announced vegetable import regulations for 1 to 30 November 2026.
NAB CEO, Fidelis Mwazi says the import of five crops: beetroot, cabbage, carrot, English cucumber, and onions will be prohibited due to sufficient local supply.
Meanwhile, butternut, pumpkin, potatoes, watermelons and sweet melons may be imported without restriction.
To cover shortfalls, NAB will allow pro-rata imports of 50% for gem squash, jam, cocktail and round tomatoes and sweetcorn, 30% for green pepper, lettuce and spinach, and 20% for sweet potato and coloured pepper.
UPDATE AND PHOTO: Loise Shiimi
👏🏾👏🏾👏🏾👏🏾👏🏾
The Namibian Agronomic Board (NAB) has announced vegetable import regulations for 1 to 30 November 2026.
NAB CEO, Fidelis Mwazi says the import of five crops: beetroot, cabbage, carrot, English cucumber, and onions will be prohibited due to sufficient local supply.
Meanwhile, butternut, pumpkin, potatoes, watermelons and sweet melons may be imported without restriction.
To cover shortfalls, NAB will allow pro-rata imports of 50% for gem squash, jam, cocktail and round tomatoes and sweetcorn, 30% for green pepper, lettuce and spinach, and 20% for sweet potato and coloured pepper.
UPDATE AND PHOTO: Loise Shiimi
Lisa Matomola retweeted
By Lisa Matomola
Organisations spend a great deal of energy attracting candidates, advertising vacancies and shortlisting applicants.
Far less attention goes to the people who make the final call: the interview panel. That is a mistake.
An excellent strategy and a strong pool of applicants can still be lost in an interview room that is poorly prepared, disorganised or biased.
Through my work in executive recruitment, I have learned that the quality of the panel shapes the quality of the appointment.
A good process does not happen by accident. It takes preparation and sound judgement.
Know the weight of the decision
Appointing a Chief Executive Officer or Chief Financial Officer is not about filling a vacancy.
thebrief.com.na/2026/10/the-… #namibia #recruitment #organisations #applicants #efficiency @mieyolisa
Lisa Matomola retweeted
Never compromise on the quality of people you hire. Never lower your hiring standards to accommodate candidates who do not meet the requirements of the job.
The success or failure of an organisation depends largely on the quality of its people. Every hiring decision either strengthens or weakens the organisation's capacity to perform. It is better to leave a position vacant than to fill it with someone who lacks the capacity required to succeed in the role.
@ipcconsultants
Lisa Matomola retweeted
Please guys, jobs that claim to be remote and pay in USD, do your due dilligence and ensure you do not fall for scams.
Lisa Matomola retweeted
Peak Strategic Investments (PTY) LTD is hiring a Manager: Bids and Business Development in Windhoek.
Full details and online application: psinvestments.com.na/vacanci…
Closing date: 6 November 2026
#Hiring #Namibia #Windhoek #Procurement #BusinessDevelopment #Tenders
What I love about this this time of the year, I start to plan for the new year. Building a pipeline line for 2027 already.
Let's talk job evaluation.....
With graduation ceremonies taking place across Namibia, I have been following some interesting conversations on social media.
One observation that stands out is the expectation that obtaining a higher qualification should automatically translate into a higher salary, promotion or job grade.
Someone obtains an NQF Level 8 or Level 9 qualification and suddenly expects to earn more than colleagues with lower qualifications.
But that is not necessarily how job grading works.
As an HR Consultant and Job Evaluation Specialist, with over nine years of experience and more than 3,000 positions evaluated, I think this is an important conversation to have.
In job evaluation, we evaluate the JOB, not the PERSON occupying it.
Let me explain.
The Paterson Job Evaluation System, widely used in Namibia and across Southern Africa, focuses primarily on the complexity of decision-making required by a position.
When evaluating a job, we consider the nature and complexity of decisions made, the level of independence in decision-making, the decisions referred upwards and the accountability attached to the position.
We also examine responsibilities such as managing people, budgets and resources, and the extent of the position's influence within and outside the organisation.
These responsibilities provide important context when assessing the complexity of the job.
Now, here is where qualifications come in.
When developing job descriptions, we determine the minimum qualifications, experience, competencies and skills required to perform a particular job.
You apply, meet the requirements and are appointed.
Two years later, you complete your master's degree.
Congratulations! That is an important academic achievement.
But does that mean your position must automatically be upgraded?
No. Your qualification has changed, but the complexity of your job may not have changed.
You may still be making the same decisions, carrying the same responsibilities, reporting at the same level and operating within the same scope of authority.
An additional qualification does not automatically increase the complexity of the position.
And this brings me to another important point.
Having more qualifications does not necessarily mean you will perform better than someone with fewer qualifications.
I have encountered highly qualified professionals who struggle with the practical demands of their positions.
Equally, I have seen individuals with fewer qualifications demonstrate exceptional competence, sound judgement and leadership capabilities.
Academic qualifications are important, but they are not the only determinants of job performance.
Experience, competence, decision-making ability, accountability and the application of knowledge also matter.
The difference may not be their academic achievements, but the complexity and responsibilities of the positions they occupy.
Of course, job grading and remuneration are not exactly the same thing. Salaries may also be influenced by experience, market demand, scarce skills and organisational remuneration policies.
Sometimes, career progression requires more than another qualification. It requires you to move into roles with greater complexity, accountability and responsibility.
And to organisations, this is why properly developed job descriptions and consistent job evaluation practices are so important.
Employees need to understand how positions are graded, what determines their relative value and what is required to progress into higher-level roles.
Your NQF level represents your academic achievement. Your job grade reflects the evaluated complexity and requirements of your position.
The two should not be confused.