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Posted by on in Leadership & Management

TOTW30: that includes Pedro, Antoine Griezmann, and Alexandre Lacazette

Every week, Ea fifa 18 ps4 coins Sports award players from totally different groups and league that were exceptional in their previous fixture by giving them a rise in stats. This assortment of players is offered to challenge in FUT. At on, TOTW30 that includes Pedro, Antoine Griezmann, and Alexandre Lacazette.

Saturday’s early match in European country saw Chelsea defeat last Aston Villa 0-4 at Villa Park. Pedro scored doubly within the half to assist the previous champs get 3 points.

Also on weekday, Atlético Delaware national capital took care of Real Betis 5-1 with Antoine Griezmann marking doubly and serving to set-up another fifa 18 xbox coins. With FC port losing later that evening to Real national capital, solely six points separates first-place port with second-place Atlético.

With PSG already wrapping up the Ligue one title, it’s all regarding the opposite clubs fighting for the remaining European Club Qualifying spots. On Sunday, urban center defeated Lorient 1-3 to maneuver into third place, one purpose sooner than Stade Rennais and 3 points behind AS Monaco in second. Alexandre Lacazette scored doubly for urban center to assist secure the 3 fifa 18 xbox one coins points.

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I'm traveling for posterizer on my 6'3 nba live ios coins
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This has been acquaint about a ton. Use the seek action in the approaching please.

I got it in the 20th bold or so with my Glass Cleaner and even beforehand with my Athletic Finisher. On both guys I just got it organically while cutting for added badges. You don't charge to bullwork it, just douse afterwards douse afterwards dunk. Aces and Roller was the brand I was animate on if I got it on my AF and my LDD PF, and I got it on a putback douse on my Glass Cleaner.

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Revelation New Christmas Fashion Makes Snow be Your Wings

The fans of Chinese fantasy MMORPG buy revelation online gythil can cheer up now. On Dec. 24, the first expansion of Revelation will be launched to all the gamers, bringing new scenes, new storyline, new weapons, new mount and new fashion for Christmas. It's time to enjoy the festival.

New Mount "DaBai" and "PiPi" are really cute. They have strong figure and long bear, wearing a red Christmas hat and little bell. While Santa Claus has two reindeers to pull the sledges, these new mounts also have two birds taking them fly in the world of Revelation. Aren't they the Santa Claus in mounts' world?

Snow is also an important part of a perfect Christmas. In Revelation, you can not only see the Christmas-themed scenes everywhere, but also wear the snow as your wing! The new wings "ShuangXue" and "BingGui" are inspired by the revelation online imperial coins . Do you want to fly in the sky with snow? Here is the time!

In Christmas, everyone will dress in red hat and clothes to celebrate the festival, so does characters in Revelation. This time, the team of Revelation prepared brand new Christmas fashion for the 6 different classes. Cute LingLong will wear the cute antlers cap, and cool YanTian will dress in red cloak. What's more, various Christmas themed decorations will also be available for the gamers to make a more fashion and beautiful dress.

In addition, with the launch of new revelation online gold expansion, 6 Christmas themed weapon appearances will also be released. Just image that the big sword will become a Christmas tree, and even the gunstock will wear a green Christmas sock. Let's enjoy the fantastic fight in Christmas!

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The same goes for the Falcons. Behind Julio stands Mohamed Sanu, an ideal Roddy White replacement; and Taylor Gabriel, WHO might emerge together of the most effective nfl 17 ps coins slot receivers in soccer. Sanu is 6-foot-2 with eighty eight speed and eighty nine catching. he is conjointly a four-year professional, in order that ceiling goes to urge higher (much like that ninety spectacular catch, am I right?).

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Posted by on in Leadership & Management

Jovetic same circumstances conspired at town to deprive him of the possibility to "play at my best", however same his time at the club had been "fantastic". The 25-year-old is currently fully centered on fifa 17 ultimate team coins serving to entomb win their dream of winning their 1st league title since 2010, once Jose Mourinho LED entomb metropolis to Associate in Nursing unexampled treble.

With entomb simply 2 points behind Fiorentina earlier than La Viola's visit to Associate in Nursing on-form metropolis and Juventus eight points additional back, a win on Sunday may propel Mancini's men back to the highest of the league. it might conjointly leave Juventus eleven points adrift of entomb - presumably an excessive amount of, says Juve defender Andrea Barzagli, for the city giants to keep up hopes of a fourth consecutive scudetto.

"It are the sport of truth, a basic game, particularly for U.S.A.," Barzagli told Sky Sport. "We got to be ready for a tricky game in metropolis. If we wish to own any hope (of defensive the fifa 17 points account title) we want an honest result. It's still early within the season however if entomb go eleven points ahead, it becomes problematic for U.S.A.."
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Posted by on in Leadership & Management

Adrien Rabiot

Club: PSG

Age: 21

Position: CM

Starting rating: seventy eight

Potential rating: eighty five

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A well rounded cheap fifa 17 coins game is confirmed by his nice harmony of dribble, driving and animalism, Rabiot is placed seventh of PSG's central midfielders and will, therefore, be comparatively straightforward to attain.So more by now.. well done as it is. come here for more fun and more fifa 17 coins!

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FIFA seventeen TOTW nine beginning XI Prediction

GK: Darren Randolph (Ireland/West Ham United) - vi saves in 1-0 win - seventy four > seventy four

RB: fifa 17 points Stephan Lichtsteiner (Switzerland/Juventus) - one goal in 2-0 win - eighty three > eighty five

CB: port of entry Cahill (England/Chelsea) - one goal in 3-0 win - eighty three > eighty five

LB: Miguel Layún (Mexico/Porto) - one goal one assist in 2-1 win - eighty one > eighty three

RM: Victor Moses (Nigeria/Chelsea) - two goals in 3-1 win - seventy seven > eighty two

CM: Marcelo Brozovi? (Croatia/Inter) - two goals in 2-0 win - seventy nine > eighty two

CM: Christian Eriksen (Denmark/Tottenham) - two goals (1 penalty) in 4-1 win - eighty four > eighty five

LM: Memphis Depay (Netherlands / Manchester United) - two goals in 3-1 win - eighty > eighty two

RW: Dries Mertens (Belgium/ Napoli) - three goals one assist in 8-1 win - eighty three > eighty five

ST: Andrea Belotti fifa 17 points account (Italy/Torino) - two goals one assist in 4-0 win - seventy seven > eighty two

LW: Neymar (Brazil/Barcelona) - one goal one assist in 3-0 win - ninety two > ninety three

FIFA seventeen TOTW nine Substitutes Prediction

GK: Luke McCormick (Plymouth Argyle) - penalty save in 2-1 win - sixty eight > seventy two

LB: Chris forcefulness (Northern Ireland/West Brom) - one goal one assist in 4-0 win - sixty nine > seventy three

LM: textile Gnabry (Germany/Werder) - three goals in 8-0 win - seventy three > seventy four

CAM: Milo? Ninkovi? (Sydney FC) - two goals one assist in 4-1 win - seventy one > seventy four

CM: álex Fernández (Elche) - two goals in 2-0 win - seventy three > seventy four

ST: Kyle Vassell (Blackpool) - two goals in 4-0 win - sixty two > sixty four

ST: Josef Alexander Martínez (Venezuela/Torino) - three fifa 17 coins goals in 5-0 win - seventy two > seventy four...
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New FIFA 17 acquaintance with set pieces rewrite

Apart from the algidity engine and new adventure fifa 17 ps coins mode, FIFA 17 has added the new appearance cover new advancing techniques, concrete amateur overhaul, alive intelligence arrangement and set section rewrite.

Today we will allocution about the set section rewrite. Set pieces in FIFA had acclimated the aforementioned arrangement for abounding years and it was time for a change. We've looked at every aspect of set pieces in the bold - chargeless kicks, penalties, corners, throw-ins - to accord players greater abandon and ascendancy in how they yield fifa 17 xbox coins.

So what’s the acceptation of set section rewrite? That agency you can try added altered angles of chargeless kicks, penalties, corners, throw-ins. There’s consistently improvements to the badly accepted football video fifa 17 xbox 360 coins game, but generally the modifications aren’t apparent as groundbreaking if compared to antecedent versions.
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Does Alex Hunter beforehand over time?

Yes, in actuality it's the capital cheap fifa 17 coins angle that keeps you absorbed in arena for longer, alfresco of the adventure itself. As you alternation and accomplish able-bodied in matches, Hunter's alone attributes like Short Passing, Finishing, etc. - and appropriately his Overall appraisement - will gradually increase.

Anniversary time your Overall appraisement goes up a level, you'll aswell accept a bulk of Skill Credibility to absorb on alone Traits. Unlocking one of these will either admission a accurate aspect by a few levels, or admission you a Trait abundant like those on accepted players, like Swerve Casual or 5 brilliant Skill Moves.

What clubs can you play for in The Journey?

If acknowledged at the avenue trials, you'll be afforded the best of any Premier Alliance club to play for - acceptation no, you don't accept to just accept Manchester United. Those 20 English teams, additional three in the Championship, are the alone ones you can play for. A little added down the line, it's absolutely acceptable you'll be loaned out - this time to one of buy cheap fifa 17 coins three Championship clubs: Aston Villa, Newcastle United, or Norwich City, who you'll play for until recalled after on that season.
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One of the primary options you bump into (and one amongst the foremost important) in Riders of Icarus is that the ability to choose your own combat vogue. There square measure 2 decisions, and each riders of icarus gold square measure terribly completely different in each however they work and the way economical they're once in combat. Learning each is unquestionably useful, as you'll be able to adapt to whichever works the simplest for you, however understanding the elemental variations is crucial.

Action Mode

The action mode is what the sport suggests for all physical battle royal categories. It resembles games like Pidlimdi, wherever you're offensive no matter is before of you, as if you’re physically there. therefore rather than merely targeting associate degree enemy and hit a key to form it attack, you’re truly following, maneuvering yourself around them, and offensive in period of time.

This can be best for those who square measure able to actively sustain with positioning, because it makes the flow of battle abundant power tool. for instance, moving from one enemy to successive is as straightforward as running around pro re cheap riders of icarus gold . dynamical targets is fairly straightforward moreover, since you’re truly moving to no matter it's you’re offensive. By here now.. well done as it is! come to playerhot for more cheap icarus gold!

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Posted by on in Leadership & Management

There is affluence to adulation and affluence to get acclimated to if it comes to the newest abundance of the globally-famous and acknowledged FIFA video game,  FIFA 16 Coins , which was appear common endure week.

The newest FIFA video bold is the franchise’s a lot of astute to date. Immediately apparent is that players accept added weight and attendance on the field, slowing the Buy fifa 15 coins bold down and agreement a greater accent on accretion play and appropriate abstemiousness than in the past.

Certainly, this year’s bold feels added like what you see on television anniversary Saturday than it anytime has afore — added authentic simulation than arcade. That has its positives and negatives. It’s harder to account fifa 15 android coins goals than acclimated to be, and the bold may be harder to aces up for new players, but accomplished gamers and admirers will acknowledge the newfound affinity to absolute football.

In its third year on next bearing consoles, affluence of kinks accept been ironed out of the game. Graphically, it looks bigger than anytime — with absorption acutely paid to the altered physique types and styles of altered players, appropriate the feel of arena with altered fifa 15 ios coins players.

Physics is a massive allotment of what makes the accession of women’s players to the FIFA authorization for the aboriginal time feel like such a success. The aggregation in Vancouver went to abundant lengths, application motion capture, scanning, and added technology, to ensure that the women in the bold feel altered than the men.

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"We are only one game away from the three tournaments. That is our goal."
Enrique: Barcelona one step away from Triple Crown
Barcelona has in Enrique hope the team at this stage of the season in the position, and that is from the three trophies each remaining game. After the game, Enrique said: "We have completed his task of our next cheap fifa 16 coins goal is to win the Champions League from the three tournaments we have only one game this is our goal which is a... good times, but we also need to complete the task. "

Victory thanks to everyone
When talking about the game, Barca coach insisted: "We are very pleased that we ought to qualify for the finals team played very well, took the lead before half-time is very important to our opponents need to take risks, to take the initiative. attack, but even when they took the lead, we have created a lot of chances. The victory thanks to everyone, this is a moment to enjoy fifa 16 coins. "

Tense second half
Enrique admitted: "I was a little nervous, but every game playoff is the case, all the opponents are very strong in the second half we could not point, I think it's because our players think they have reached the final, but we know. the strength of our players, their performance so I am very happy, this is a need for the moment to congratulate them. "
Chairman of the fans happy

Barcelona President Bartomeu after the game said: "The joint efforts of all the players and coaching staff let us come now I'm happy all the fans under the unremitting efforts, the team qualified for the finals, and now is the time to buy fifa 16 coins the league. a. "

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Kickers allegation to Buy Fifa Coins hit acreage goals from as far as 50 yards. Weight training can admonition physique the backbone bare to bang actual continued spaces. In accession you allegation adaptability for continued kicks. Amplitude through the day to accomplish yourself added flexible.

Learning to run through a apostle is all-important to scoring points. Sprint training contest admonition you beforehand the all-important strength, while lower physique architecture helps beforehand the ability all-important to ability through your competitors. As you appear against a defender, lower your achievement and use your knees and elbows to absorb the appulse of the tackle.

Consume acceptable amounts of protein to accommodate you with the backbone and physique accumulation you accept as a football player. Abstain accepting your proteins through clutter food, as this will accord to an ailing physique that will not accomplish able-bodied for you. Get protein from meat, eggs, angle and protein crumb shakes.

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Douala 06 Mars 2014 – MTN Cameroon, leader du marché camerounais des télécommunications annonce que les résultats du Groupe MTN Group pour l’année 2013 ont été rendus publics mercredi 05 Mars 2014, à Johannesburg en Afrique du Sud par Sifiso Dabengwa, le Président Directeur Général du Groupe. Sifiso Dabengwa a ainsi révélé que le Groupe MTN a maintenu en 2013 ses bonnes performances de l’année précédente, notamment en enregistrant une croissance de 9,8% de sa base d’abonnés. Soit un total de 207,8 millions clients au 31 décembre 2013, dans les 22 pays où le pays est implanté en Afrique, en Asie et en Europe.



Le Cameroun a brillamment contribué à l’excellente performance annuelle du Groupe. MTN Cameroon s’illustre comme l’une de ses meilleures filiales, avec une croissance exceptionnelle de 19,2% de son parc d’abonnés, soit 8,7 millions de clients au 31 décembre 2013. MTN Cameroon gagne ainsi 1,4 millions de nouveaux abonnés en un an, grâce notamment à la stimulation du marché par des produits et services innovants, l’amélioration constante de la qualité du réseau, et l’extension de la chaîne de distribution avec l’ouverture de 5 nouvelles agences commerciales qui ont permis de décongestionner les points de vente et de rapprocher davantage le service des utilisateurs.



MTN Cameroon consolide ainsi son leadership sur les télécommunications au Cameroun, portant à 59% sa part de marché, soit 4 points de plus qu’en 2012.



Sur le plan financier, MTN Cameroon réalise en 2013 un chiffre d’affaires de 256 milliards FCFA, en augmentation de 11,8% par rapport à 2012. Le data contribue à ce revenu à hauteur de 6,4% grâce à des offres Internet attractives et des services à valeur ajoutée tels que MTN PLAY. Au cours de la même année, MTN Cameroon a investi plus de 40 milliards FCFA notamment pour l’extension de son réseau, avec la mise en opération de 191 nouvelles stations de base, BTS.



2013 aura également été une année exceptionnelle à plusieurs autres titres pour MTN Cameroon qui est devenue la première organisation accréditée au Cameroun par ‘’Investor In People’’ pour la qualité de sa gestion des ressources humaines. La filiale camerounaise a aussi consolidé sa suprématie dans le domaine de la responsabilité sociale au sein du Groupe MTN, en remportant pour la deuxième année consécutive, le Challenge des ‘’21 DAYS OF YELLO CARE’’.



D’après le Directeur Général, Karl Toriola, « les résultats excellents de MTN Cameroon en 2013, récompensent l’engagement des centaines d’employés qui constituent cette grande entreprise ; ils n’auraient pas été possibles sans la confiance et la fidélité des 8,7 millions d’abonnés qui croient en nos solutions simples, innovantes et convergentes pour répondre à leurs besoins de communication dans un nouveau monde digital». Selon Karl Toriola, «MTN Cameroon va doubler ses efforts en 2014 pour fournir aux clients des solutions Internet de de Voix bien plus attrayantes ainsi que des services financiers visant à faciliter leur quotidien dans le Nouveau monde digital ; le monde de demain. »



A propos de MTN Cameroon. Fournisseur de solutions de communications et de services de paiement ; installé au Cameroun depuis février 2000, suivant l’acquisition de CAMTEL Mobile. MTN Cameroon a, à Décembre 2013, 8,7% d’abonnés avec une part de marché de 59% ; il est classé parmi les cinq Entreprises les importantes au Cameroun.



En 14 ans d’activité, MTN CAMEROON a investi environ 600 Milliards de FCFA dans le développement et l’extension d’un réseau de télécommunication ultramoderne comprenant un millier de stations relais qui assurent la présence du réseau dans les 10 régions du Cameroun.



© Camer-be

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Power and drive are two things business leaders seem to have in common. Across the globe, entrepreneurs and business leaders are marked by their enviable managerial skills and intellectual capacity. From Cape Town to Cairo, via Nairobi and the busy ports of Lagos, Africa has its fair share of dynamic business leaders who have not only built world-class businesses but who have positioned the continent’s economies for unprecedented growth and development.

Christoffel Wiese, South Africa

Wiese serves as chairman and the largest single shareholder of Shoprite, Africa’s biggest retailer.

“Who else could have built a company we bought for R1 million into a company worth more than R100 billion today. To run a company with more than 100,000 employees in 17 countries, you have to be able to think on your feet.”

Aliko Dangote, Nigeria

Aliko Dangote is an industrialist who founded the Dangote Group, which controls much of Nigeria’s commodities trade.

“If you give me $5 billion today, I will invest everything here in Nigeria. Let us put our heads together and work.”

Stephen Saad, South Africa

Stephen Saad is the co-founder of Aspen Pharmacare, South Africa’s leading publicly traded drug manufacturer.

“In life, you don’t get anywhere or do anything you hope to without some sort of sacrifice.”

Isabel Dos Santos, Angola

Isabel dos Santos is the oldest daughter of Angola’s President, José Eduardo dos Santos, and was 24 years old when she started her first business.

“I think there are a lot of people with family connections but who are actually nowhere. If you are hardworking and determined, you will make it and that’s the bottom line. I don’t believe in an easy way through.”

Patrice Motsepe, South Africa

Mining magnate Patrice Motsepe founded and now chairs African Rainbow Minerals (ARM), a publicly traded mining conglomerate with interests in platinum, nickel, chrome, iron, manganese, coal, copper and gold.

“One has to set high standards… I can never be happy with mediocre performance.”

Nicky Oppenheimer, South Africa

In addition to Nicky Oppenheimer’s work with De Beers, he also helms Greene and Partners Investments, a venture capital firm that focuses on building business in South Africa and surrounding areas.

“I am a great believer that if you know how to operate in Africa, there are unbelievable opportunities.”

Jim Ovia, Nigeria

Jim Ovia founded Zenith Bank Group in 1990. The bank has grown into West Africa’s second largest financial services provider by market capitalisation and asset base.

“I will continue to empower the youths. That is my passion. The youths are the leaders of tomorrow. We must continue to support them.”

Mo Ibrahim, Sudan

Mo Ibrahim is the founder of Celtel, a mobile phone company with over 24 million subscribers in Africa. After selling Celtel, Ibrahim founded the Mo Ibrahim Foundation, which supports good governance across theAfrican continent.

“The leadership we are looking for is true engagement with Africa. We need a cohesive voice for Africa…”


© Ventures Africa

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Senegal and Kenya have enjoyed the most internet-driven economic impact in Africa, according to a report by American global management consultant, Mckinsey & Company.


The Mckinsey report, which ranks countries according to the contribution of internet to GDP (iGDP), revealed a 3.3 percent for Senegal, just behind the US, whose internet market contributed 3.8 percent to the economy.


Sweden, home to telecommunication technology provider Ericsson, lead’s the pile with 6.3 percent.


Within the African continent, Senegal was followed by Kenya with 2.9 percent and Morocco’s 2.3 percent, propelled mostly by an increased private spending on infrastructure and higher internet consumption.


“Many countries have rolled out 3G networks, and planned infrastructure investments are likely to increase bandwidth, reduce costs, and connect new corners of the continent,” the report explained.


“If governments and the private sector continue to build the right foundations, the Internet could transform sectors as diverse as agriculture, retail, and health care-and contribute as much as $300 billion a year to Africa’s GDP by 2025.”


However, the report noted that only 167 million or 16 percent of Africans are currently connected to the internet, contributing an aggregate $18 billion to GDP.


Despite significant internet penetration in the continent’s leading economies such as South Africa and Nigeria – driven largely by increased mobile adoption – the internet market contributed only 1.4 percent and 0.8 percent respectively, with GDP still predominantly comprised of industrial output and oil revenues.


© Ventures Africa

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Banks , mines, supermarkets , building ... Multinational snapped African managers. A boon for those managers who see the offers to multiply and increase their wages .


Saharan , made in Europe, with international experience and, if possible , already in place on the continent ... Whatever the industry , this profile has become a major target for multinationals operating in Africa.


" The war for talent is increasing at the middle , and especially top management , says Paul Mercier , the boss Africa recruitment company Michael Page . Frames the continent's age , especially those leaders who, for a long time were expatriates. "


Among the sectors , finance is one of the fastest growing , according to Didier Acouetey , director AfricSearch first recruiting firm dedicated to the continent. "Banks are looking to fill positions with a dimension of structuring, conquering markets, but also support [ business management ] This is the case of African groups - . Ecobank , Bank of Africa , Attijariwafa , Oragroup ... - establishing themselves in new countries . "


Some positions investment officers , auditors and risk controllers also expect licensees in investment funds. As for the consumer goods sector , it needs assistants marketing and product managers , says Didier Acouetey .


The proliferation of business schools - not always good level yet - sometimes used to meet the demand for services ( at least for junior positions ) .



The infrastructure (roads , energy ...) , construction or mining, in which Paul Mercier , a slowdown , however encounter more difficulties to find their engineers and project managers on site.


This does not preclude Total recruit twenty engineers ( geophysicists , geologists, drilling specialists or mechanics ... ) a local contract in Congo, Gabon and Angola.


If " demand for African high-level managers is very important, it is because our customers prefer national , now ," said Fanta Traore, Senior Consultant at Robert Walters . Now on competitive markets, they allow companies to reduce costs and avoid paying packages (accommodation, vehicle security premiums ) . Cultural proximity to the mainland is also an asset. In addition, the administrative burden incurred to hire expatriates dissuasive.


Aware of the rarity of their profile, some are playing competition.


These African managers are recruited in Europe or the United States , rarely south of the Sahara. Result: if we exclude fringe benefits , the remuneration of local ( African "returnees" included), are similar to those of expatriates. "When the scope of activities covered is the same, large groups align African wages on European wages , says a recruiter. On a base of 100 in Europe , an expatriate contract may reach 110 to 125 in Nigeria and Senegal . the local contract , he is between 80 and 100. " Didier Acouetey believes that the human resources director of a large company in local contract affects between 2.5 and 3 million CFA francs ( between 3800 and 4570 euros) per month in Senegal. In Gabon, he would earn 3.5 million CFA francs , against 4,000,000 for an expatriate .


Aware of the rarity of their profiles , some managers are playing competition complain recruiters . " If you can hold a person with high potential four years against at least six years in Europe, is that your human resources team is really strong ," concludes Guillaume Imbert, of Adexen .


© Jeune Afrique

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Banques, mines, grande distribution, construction... Les multinationales s'arrachent les managers africains. Une aubaine pour ces cadres, qui voient les offres se multiplier et leurs salaires augmenter.


Subsaharien, formé en Europe, possédant une expérience internationale et, si possible, déjà en poste sur le continent... Quel que soit le secteur d'activité, ce profil est devenu une cible incontournable pour les multinationales présentes en Afrique.


"La guerre des talents s'accentue au niveau du middle, et surtout du top management, confirme Paul Mercier, le patron Afrique du cabinet de recrutement Michael Page. Les cadres du continent vieillissent, en particulier les dirigeants qui, pendant longtemps, ont été des expatriés."


Parmi les secteurs porteurs, la finance fait partie des plus dynamiques, d'après Didier Acouetey, directeur d'AfricSearch, premier cabinet de recrutement consacré au continent. "Les banques cherchent à pourvoir des postes de direction dotés d'une dimension de structuration, de conquête de marchés, mais aussi de support [activités de gestion]. C'est le cas des groupes africains - Ecobank, Bank of Africa, Attijariwafa Bank, Oragroup... - qui s'implantent dans de nouveaux pays."


Quelques postes d'investment officers, d'auditeurs et de contrôleurs des risques attendent aussi preneurs dans les fonds d'investissement. Quant au secteur des biens de consommation, il a besoin d'assistants marketing et de chefs de produits, indique Didier Acouetey.


La multiplication des écoles de commerce - pas toujours de bon niveau pourtant - permet parfois de répondre à la demande dans les services (au moins pour les postes juniors).



Les secteurs des infrastructures (routes, énergie...), de la construction ou de l'industrie extractive, dans laquelle Paul Mercier note un ralentissement, rencontrent en revanche plus de difficultés pour trouver leurs ingénieurs et chefs de projets sur place.


Cela n'empêche pas Total de recruter une vingtaine d'ingénieurs (géophysiciens, géologues, spécialistes du forage ou de la mécanique...) en contrat local au Congo, au Gabon et en Angola.


Si "la demande de managers africains de haut niveau est très importante, c'est parce que nos clients privilégient les nationaux, à présent", explique Fanta Traoré, consultante senior chez Robert Walters. Sur des marchés désormais concurrentiels, ils permettent aux entreprises de réduire leurs coûts en évitant de payer des packages (logement, véhicule, primes de sécurité). Leur proximité culturelle avec le continent constitue elle aussi un atout. Par ailleurs, les tracasseries administratives subies pour embaucher des expatriés sont dissuasives.


Conscients de la rareté de leur profil, certains font jouer la concurrence.

Ces managers africains sont recrutés en Europe ou aux États-Unis, plus rarement au sud du Sahara. Résultat : si l'on exclut les avantages annexes, les rémunérations des locaux (Africains "rapatriés" compris), se rapprochent de celles des expatriés. "Lorsque le périmètre d'activité couvert est le même, les grands groupes alignent les salaires africains sur les salaires européens, explique un recruteur. Sur une base de 100 en Europe, un contrat d'expatrié peut atteindre 110 au Sénégal et 125 au Nigeria. Le contrat local, lui, se situe entre 80 et 100." Didier Acouetey estime que le directeur des ressources humaines d'une grande entreprise en contrat local touche entre 2,5 et 3 millions de F CFA (entre 3 800 et 4 570 euros environ) par mois au Sénégal. Au Gabon, il gagnerait 3,5 millions de F CFA, contre 4 millions pour un expatrié.


Conscients de la rareté de leurs profils, certains managers font jouer la concurrence, déplorent les recruteurs. "Si vous parvenez à retenir une personne à haut potentiel quatre ans, contre au moins six ans en Europe, c'est que votre équipe de ressources humaines est réellement très forte", conclut Guillaume Imbert, d'Adexen.



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Recruit African talent and convince them to stay in business. It is the choice of the French group Bolloré Africa Logistics , which treats its wage policy and creates targeted training to attract them.


Connoisseur of the continent, it travels half the year , Dominique Lafont runs since 2005 all activities of the Bolloré group in the area, under the umbrella brand Bolloré Africa Logistics. An empire , which has 250 branches , 25,000 employees and

generates annual sales of approximately 2.7 billion euros , in no less than 55 countries, including 45 in Africa.


Before joining Bolloré , Dominique Lafont, graduated from Sciences -Po Paris and ESSEC , began his career in 1987 in the audit firm Arthur Andersen , where he carried out missions in North Africa. It is also passed through the Rivaud group , before becoming Chief Financial Officer of the Africa division of Bolloré. Under his leadership, the holding company has implemented an extensive Africanization executives of its subsidiaries and has more internationalized strategy.


Reporter: What is your recruitment policy in your African subsidiaries ? Get pride to expatriates or do you prefer local hires ?

Dominique Lafont : The issue of human resources is essential . This is one of the first challenges facing our society . Since 2005 , we have created about 10,000 jobs , and 25 000 permanent employees that we have only 300 are expatriates . Since I took over as head of Bolloré Africa Logistics , I ensured that we accelerate Africans' access to executive positions . Today, more than 80% of our staff are African.


This movement will he continue?


Yes . We are experiencing double-digit growth for seven to eight years. We must constantly new owners , new managers. In this context, the percentage of Africans recruited for executive functions is increasing over the years . An example : in Sitarail , which operates the railway between Côte d' Ivoire and Burkina Faso and has 1350 employees , only the Director of Purchasing is occupied by an expatriate . It is not to be politically correct , but to make a strategic choice. For an African maker bring knowledge, vision, long-term presence , a great sense of anticipation ... who marry our development strategy


If 80% of your staff are African , what about the remaining 20% ​​?


They are of all nationalities : French , Chinese, British , American, Brazilian , Portuguese, Indian ... We recruited forty Chinese managers , positioned in each country to develop our business relationship with their country , but also Portuguese for trade with Brazil , etc. .

In summary, our strategy development repo

is on two pillars: always attract more African talent and diversify our profile internationally.


What policy do you follow to attract talent ?


There are two ways to achieve this : identify internal and promote the group outside . Of course, we developed a management plan for our career management in Africa. We also organize seminars for them . Finally, we are also strengthening our training in various trades . You founded a school of port business in Abidjan , co-led by an Ivorian , Fatou Cissé .


Can you tell us more ?


This center was established in 2008 and has already received more than 2000 employees. All our employees in a business related to port , they work in Niger , Comoros and Nigeria function, go there . Moreover, we develop a similar training , focusing on transit and shipping . It will be deployed in the 45 countries where we operate. Our goal is to benefit 3,000 people by 2014.


We set up a grid of flexible wages, in accordance with the potential and skills of each. It must become more attractive and meet the expectations of all , while remaining consistent . For example, a Congolese formed in Belgium require a higher level than any of his countrymen who have never left their country wage.


We are also trying to better understand the specifics of each national market. Burundi is not Kenya . The differences are particularly marked in countries where oil activity and / or mining is important. In these sectors, companies tend to offer higher than 20% to 30% market wages . But we did not complain. Overall, our turnover is relatively low and below average on the continent. Few of our managers have left us to join the oil or mining companies .

To what do you attribute this low turnover ?


In the strategy we have developed and the time we spent to explain . Our group offers opportunities for long-term career , including a strong mission: to open up the continent. This provides a long-term visibility for our employees. In addition, we conduct a coherent and invest 300 million euros a year now , against 50 million there are seven to eight years . And we are involved in other emerging continents such as Asia and Latin America. Our managers are aware .


Regarding education , you have been asked by the United Nations panel that reflects the Millennium development beyond 2015 . What was your main message?


We were invited to a re Liberia earlier this year . I insisted that if the continent progressed in many areas significantly, primary and secondary education, she should be more attention .

The company can provide practical training - as we do in our schools - but it is not intended to fill gaps in the knowledge base .


This problem does it hampers the development of the continent ?


If the economic take-off of Africa is found , we must now prepare for the future of the new generations , so that they can enter the labor market with a basic education. But in some countries, the education system has been damaged by long periods of political and military unrest .


© Jeune Afrique

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Recruter les talents africains et les convaincre de rester dans l'entreprise. C'est le choix du groupe français Bolloré Africa Logistics, qui soigne sa politique salariale et crée des formations ciblées pour les attirer.


Grand connaisseur du continent, qu’il sillonne la moitié de l’année, Dominique Lafont dirige depuis 2005 l’ensemble des activités du groupe Bolloré dans la zone, sous la marque fédératrice Bolloré Africa Logistics. Un véritable empire, qui compte 250 filiales, 25 000 collaborateurs et

réalise un chiffre d’affaires d’environ 2,7 milliards d’euros, dans pas moins de 55 pays, dont 45 en Afrique.


Avant de rejoindre Bolloré, Dominique Lafont, diplômé de Sciences-Po Paris et de l’Essec, a débuté sa carrière en 1987 au sein du cabinet d’audit Arthur Andersen, pour lequel il a effectué des missions au Maghreb. Il est également passé par le groupe Rivaud, avant de devenir directeur administratif et financier de la division Afrique de Bolloré. Sous sa houlette, le holding a mis en œuvre une stratégie d’africanisation poussée des cadres de ses filiales et s’est davantage internationalisé.


Journaliste : Quelle est votre politique de recrutement au sein de vos filiales africaines ? Faites-vous la part belle aux expatriés ou privilégiez-vous les embauches locales ?

DOMINIQUE LAFONT : La question des ressources humaines est fondamentale. C’est l’un des premiers enjeux de notre société. Depuis 2005, nous avons créé 10 000 emplois environ, et sur les 25 000 employés permanents que nous comptons seuls 300 sont des expatriés. Depuis mon accession à la tête de Bolloré Africa Logistics, j’ai veillé à ce que l’on accélère l’accès des Africains aux postes exécutifs. Aujourd’hui, plus de 80 % de nos cadres sont africains.


Ce mouvement va-t-il se poursuivre ?

Oui. Nous connaissons une croissance à deux chiffres depuis sept à huit ans. Il nous faut sans cesse de nouveaux patrons, de nouveaux managers. Dans ce contexte, le pourcentage d’Africains recrutés pour des fonctions exécutives ne cesse d’augmenter au fil des années. Un exemple : chez Sitarail, qui exploite le chemin de fer entre la Côte d’Ivoire et le Burkina Faso et compte 1 350 salariés, seul le poste de directeur des achats est occupé par un expatrié. Il ne s’agit pas d’être politiquement correct, mais de faire un choix stratégique. Car un décideur africain apportera des connaissances, une vision, une présence dans la durée, un grand sens de l’anticipation… qui épousent notre stratégie de développement


Si 80 % de vos cadres sont africains, qu’en est-il des 20 % restants ?

Ils sont de toutes nationalités : française, chinoise, britannique, américaine, brésilienne, portugaise, indienne… Nous avons recruté une quarantaine de managers chinois, positionnés dans chaque pays afin de développer nos relations commerciales avec leur pays, mais également des lusophones pour le commerce avec le Brésil, etc.

En résumé, notre stratégie de développement repo

se sur deux piliers : attirer toujours plus de talents africains et diversifier nos profils à l’international.


Quelle politique suivez-vous pour attirer les talents ?


Il y a deux façons d’y parvenir : les identifier en interne et promouvoir le groupe à l’extérieur. Bien sûr, nous avons établi un plan de gestion de carrière destiné à nos cadres en Afrique. Nous organisons aussi des séminaires à leur intention. Enfin, nous renforçons également notre système de formation dans différents métiers. Vous avez fondé une école des métiers portuaires à Abidjan, codirigée par une Ivoirienne, Fatou Cissé.


Pouvez-vous nous en dire plus ?


Ce centre a été créé en 2008 et a déjà reçu plus de 2 000 collaborateurs. Tous nos employés occupant une fonction liée aux métiers portuaires, qu’ils travaillent au Niger, aux Comores ou au Nigeria, s’y rendent. Par ailleurs, nous élaborons une formation similaire, axée sur le transit et le shipping. Elle sera déployée dans les 45 pays où nous opérons. Notre objectif est d’en faire bénéficier 3 000 personnes d’ici à 2014.


Nous mettons en place une grille de salaires plus flexible, en accord avec le potentiel et les compétences de chacun. Elle doit devenir plus attrayante et répondre aux attentes de tous, tout en restant homogène. Par exemple, un Congolais formé en Belgique demandera un salaire plus élevé que l’un de ses compatriotes n’ayant jamais quitté son pays.


Nous essayons par ailleurs de mieux connaître les spécificités de chaque marché national. Le Burundi n’est pas le Kenya. Les différences sont particulièrement sensibles dans les pays où l’activité pétrolière et/ou minière est importante. Dans ces secteurs, les entreprises ont tendance à proposer des salaires supérieurs de 20 % à 30 % à ceux du marché. Mais nous n’avons pas à nous plaindre. Globalement, notre turnover reste relativement faible et inférieur aux moyennes du continent. Peu de nos managers nous ont quittés pour rejoindre des groupes pétroliers ou miniers.


À quoi attribuez-vous ce faible turnover ?

À la stratégie que nous avons développée et au temps que nous avons passé à l’expliquer. Notre groupe offre des perspectives de carrière à long terme, avec notamment une mission forte : désenclaver le continent. Cela donne une visibilité de long terme à nos employés. En outre, nous menons une action cohérente et investissons 300 millions d’euros par an aujourd’hui, contre 50 millions il y a sept à huit ans. Et puis nous nous impliquons sur d’autres continents émergents comme l’Asie ou l’Amérique latine. Nos cadres en sont conscients.


Concernant l’éducation, vous avez été sollicité par le panel des Nations unies qui réfléchit aux Objectifs du millénaire pour le développement de l’après-2015. Quel a été votre principal message ?


Nous avons été conviés à une ré au Liberia en début d’année. J’ai insisté sur le fait que, si le continent progressait dans beaucoup de domaines de façon significative, l’éducation primaire et secondaire, elle, devait faire l’objet d’une attention plus soutenue.

L’entreprise peut apporter une formation pratique – comme nous le faisons au sein de nos écoles –, mais elle n’a pas vocation à combler les lacunes existant au niveau des connaissances de base.


Ce problème constitue-t-il un frein au développement du continent ?


Si le décollage économique de l’Afrique est avéré, il faut maintenant préparer l’avenir des nouvelles générations, pour qu’elles puissent accéder au marché du travail en disposant d’une formation de base. Or dans certains pays, le système éducatif a été mis à mal par de longues périodes de troubles politico-militaires.



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