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“Samsung brings smart, effortless payments to South Africa”

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Samsung has brought mobile payment solution, Samsung Pay, to South Africa. The innovative payment service is available to ABSA and Standard Bank cardholders on both Visa and MasterCard platforms. Security comes first with 5 layers, including fingerprint and iris recognition as well as tokenization to secure all your cards. It’s well on its way to become the new way to pay.

Smartphones have truly become an extension of who we are. It is safe to say that the first thing most people do when they wake up is to look at their mobile phones to check feeds, check messages, just generally check everything, in an always connected world. With Samsung Pay, Samsung South Africa aims to make your eligible Galaxy smartphone a tool that enriches your daily life.

As one of the world’s largest smartphone and technology innovators, Samsung’s core motivation behind developing and implementing Samsung Pay is to give South Africans a smart way of banking at their fingertips, with the security to give them the peace of mind to use it.

Loading cards from participating banks is as easy as scanning and verifying them and adding your iris, fingerprint or pin code authentication.  Once set up, it’s so easy to use. Simply swipe up from the home screen of any eligible Samsung smartphone, no need to search for the app, then select the card, enter your security verification and tap or swipe your phone on the speed point.

Tokenisation is the key to protecting consumer information when it comes to electronic payments. To achieve this, all sensitive account information is replaced with what Samsung refers to as a token. The token replaces information with a series of numbers that are card and mobile number specific. Payments are made using the token which means that this payment method adds another layer of digital security so that information is never vulnerable even in cases of theft. The token can be deactivated without going through the process of cancelling the account.

Cardholders are given a mobile payment solution that will not only benefit the digital footprint in South Africa but will make banking a less tedious process. Head of Digital Solutions for VISA in sub Saharan Africa, Geraldine Mitchley, says Samsung Pay is a life changing payment solution.

“Considering the number of smartphone users in South Africa, it is expected to reach over 25 million by 2022, we are seeing that the phone is the one item people will always have with them and VISA supports payment solutions that fit people’s changing lifestyle,” she says.

How does it work?

Samsung Pay can be used wherever Absa or Standard bank debit or credit cards are accepted on both VISA and MasterCard platforms.  The first step is downloading the app from the Google Play Store and registering your cards with your password method of choice. Then it’s simply a matter of swiping up from the home screen and then swiping or tapping their Samsung Galaxy smartphone at participating outlets. The Samsung devices that currently support Samsung Pay include the Galaxy Note 9, Note 8, S9+, S8+, S8, S7 Edge, S7, A8 and A7( 2017 edition). The 2017 edition of the Galaxy A5 will be compatible in September 2018.

No terminal updates will be needed by operating merchants in order to accept payments. Payments are made without any extra cost; the only fees that apply are banking fees.

Samsung Pay truly is innovation at its best, so get Samsung Pay, and make your next payment an adventure of innovation!

– Gypseenia Lion

Brand Voice

Developing Future Supply Chain Leaders

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The aim for one of the world’s leading in logistics and supply-chain management companies is to develop innovative leaders.

 

Bonolo Masilo began her work career at CHEP, a world leader in logistics and supply-chain management. Within six years, she was in a boardroom in London, presenting a proposal to the international leadership of the company.

She’d risen to become an innovation leader, had built a network of contacts that spanned the globe and been identified as one of her organisation’s brightest young talents.

Bonolo has been recognised as a precocious talent from the outset. CHEP started on this journey with her when they awarded her a full bursary for her operations-management studies at the University of Johannesburg, after which she joined the company in 2011 as a graduate trainee.

By 2015, she had risen in the organisation to become an operations supervisor, which kickstarted an interesting journey for her.

“I was probably the first CHEP female supervisor in the country,” says Bonolo. “It’s a male-dominated industry and you need to work a little harder than your peers to be recognised. But it does help you grow, and I emerged from the process stronger as a person and as a professional.”

Enhancing her growing reputation as a future star in her area was Bonolo’s selection for the company’s Bambanani inclusion and diversity project. This groundbreaking program saw the company develop a course that allowed each person to uncover their unconscious biases and address these, in order to make the organisation grow its people and its revenue. She was involved in facilitating 60 workshops across sub-Saharan Africa and develop a great deal from that.

The impact she made on the lives of her colleagues through Bambanani saw Bonolo selected for the CHEP talent development programme (TDP). This was a gilt-edged opportunity to work on a strategic project as part of a global team.

“I was the only staff member from South Africa chosen for the programme,” says Bonolo. “I met so many people, and got to grow my network in the sector, travelling to Spain, France and the UK.”

Bonolo says her involvement in the programme was a highlight of her career.
“I really appreciate CHEP’s commitment to my development and that of everyone in the business,” she says. “To me it is clear why they’re seen as an employer of choice, and have been recognised by organisations like the Top Employers Institute for their exceptional employee offerings.”

Having blazed trails in her industry as a woman and a young person, Bonolo is now seeing her dedication bear fruit. She sees transformation rapidly gaining momentum in her sector, as more women find operations roles.

Bonolo says one of the keys to transformation is to build support networks with other women in the company and the industry. “We need each other. It’s good to have someone to talk to for advice and solidarity. It’s exciting to be making a real difference.”

She sees her future with CHEP, perhaps one day as an Operations manager. “I’ve had great mentorship from women in senior positions and I’m developing my skills, so I can get to the next level. I completed my BTech last year, and I might go for my masters next year. There are so many opportunities in our company.”

She insists that women can continue to make strides into previously male-dominated areas of business. “It’s not as difficult as it may seem. If you’re passionate about what you do, anything is possible.”

 

Article provided by CHEP.

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Brand Voice

Transformation Through People

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Financial services company RCS, a Top Employer for 2019, is driving new ways of working and empowering employees to take ownership of their career development.

 

I am inspired in my ambition to run a successful business because it not only creates job opportunities that put individuals in positions where they are able to support themselves and achieve their dreams, but also their families’, says Regan Adams, CEO of RCS. RCS, a financial services company that was bought by BNP Paribas in 2014 is in the midst of an exciting business transformation. Adams believes that this transformation will be achieved by driving a new culture and new ways of working. It is exactly this belief that informs the HR strategy, which places employees at the heart of the business’ transformation, ensuring that they are equipped and empowered for this change. This strategy was created through a strong collaboration between the local HR team, the business, and support from the BNP Paribas Corporate HR team in Paris. With the solid blueprint in place and the wheels set in motion, the HR team embarked on the journey for RCS to become accredited as a Top Employer. Sandi Richardson, Deputy Head of HR explains that this accreditation is not only a prestigious accolade for RCS but will continue to elevate the HR team’s delivery through the benchmark reports and feedback provided by Top Employer. Richardson says that participation in the Top Employer certification process will deliver a sustained and strengthened performance, supporting the team’s mission to make RCS a great place to work.

Richardson says that this is an exciting time for the RCS team. The HR function have accelerated their own transformation with the introduction of a BNP Paribas sponsored, digital employee tool, called ‘About Me’. This tool is intended to empower employees to take ownership for their career development. ‘About Me’ puts the employee in the driving seat of their career by integrating the individual’s data around their career preferences and professional profiles. The use of algorithms then suggests learning and mobility offerings from both the Learning Management System and Recruitment tools. This tool also hosts the employee’s appraisal (including the functionality for continuous feedback) and personal development plan. The digital nature of the tools means that it promotes transparency, flexibility and accessibility in these fundamental topics.

RCS equips its leaders to lead differently by providing Leadership Development programmes that are not only focused on the technical aspects of transformation but the behaviours required of those entrusted to guide its teams. RCS employs many new entrants to the labour market, particular into its call centre. A host of development programmes are put in place to support the growth of these employees. Some of these initiatives include secondments across the business, an internal graduate programme and financial assistance to fund their tertiary education.

RCS further invests in the wellbeing of its employees by providing holistic, world class wellness facilities both onsite and offsite. These include clinics providing primary healthcare, gyms, fitness classes of varying natures to suit the diverse preferences of its employees and a host of initiatives throughout the year. RCS also invests in the education of the children of their qualifying staff, through its annual bursary programme.

This drive to empower extends beyond the borders of RCS as Adams explains that RCS strives to be an organisation that contributes to the building of South Africa’s nation. This is done through various contributions and the efforts of its employees in a number of organisations and projects that are focused on the upliftment of the communities within which RCS operates.

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Brand Voice

Continental Tyre’s Values Create Value

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For Continental Tyre, it is critical for its employees to know and understand how wealth is created and distributed.

 

By Genevieve Jozaffe-Naidoo, Training Management and Organisational Development (TMOD) Manager

 

Care is a verb at Continental Tyre South Africa, which is why the company has consistently been named a Top Employer in South Africa.

It is critical for all employees to know and understand how wealth is created and distributed within the organisation.

Equally, every employee needs to appreciate their individual contribution towards common goals. To this end, our leadership team has established line-of-sight for each employee.
Growth and profitability can only be achieved through shared purpose and values (Trust, Passion to Win, For One Another and Freedom to Act), coupled with employees’ talents, motivation and willingness to learn.

Our values unify how we engage and challenge our actions, results, successes and opportunities. Trust and transparency talk to just some of the lived values of our leadership team – sacrificing short-term gains for long-term growth. The leadership team have committed their time, efforts and minds being of service down the line to create “one Continental”.

Over the past few years, there has been significant investment in building our people capability. Hosting development programmes aimed at enhancing critical skills was just one of the interventions we undertook.

2018 has certainly challenged our business. This year – in the spirit of building capability – business sustainability and humanising the scoreboard has been our priority. Political and economic uncertainty, both locally and globally, has created added pressure to deliver affordable, quality products consistently. These challenges have brought us full circle to our values.

Our people have responded well to these challenging times. Dialogues and joint action planning define our culture, with various platforms accommodating multi-faceted conversations. We are motivated to change our lived experiences by creating alliance and value, striving always to be an attractive and progressive employer.

Participating in the Top Employer awards has been of tremendous use in raising our awareness on policy, process and practice. Additionally, it has added value to our brand. Continental Tyre South Africa’s 70-year presence in South Africa is evidence of our leadership and learning agility. Our organisation is fully geared toward shaping our future in motion.

OUR PEOPLE, OUR CULTURE, OUR FUTURE.

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