Enquête

RDC : comment Rawbank a révolutionné ses RH pour grandir

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Pour étendre son réseau dans toute la RDC, des grandes villes aux régions reculées, la banque de la famille Rawji, Rawbank, a entièrement revu sa stratégie en matière de ressources humaines. Une approche payante.

Faut-il y voir une marque de confiance ? Le 14 mars, la BAD n’a pas hésité à accorder à la banque de détail congolaise Rawbank un prêt de 15 millions de dollars (12 millions d’euros). Un coup de pouce qui doit lui permettre « d’améliorer sa liquidité à long terme, de renforcer son bilan et de faire croître son portefeuille client », indique un communiqué officiel.

Il faut dire que, ces dernières années, la banque fondée par Mazhar Rawji – chef du clan familial indo-pakistanais régnant sur la distribution et l’agroalimentaire en RD Congo – et Thierry Taeymans – un Belge passé par la Belgolaise et la Banque commerciale du Congo (BCDC) – affiche une croissance insolente.

Maillage massif du territoire

De 2012 à 2016, son produit net bancaire a bondi de 46 % pour atteindre plus de 99,4 milliards de francs congolais (82,8 millions d’euros). Sur la même période, son ratio de solvabilité a augmenté de deux points, atteignant un peu plus de 26 %. Le total de bilan s’établit à 1 314 milliards de francs congolais (1 milliard de dollars), en croissance de 32 % par rapport à 2015. En mars 2018, elle a également, pour la quatrième fois consécutive, été classée meilleure banque de RD Congo par le magazine Global Finance.

Active depuis 2002, la banque des Rawji est parvenue à résister pendant seize ans aux aléas économiques et politiques, alors que deux de ses aînées ont fini par mettre la clé sous la porte : la Banque internationale pour l’Afrique au Congo (Biac) en 2016 et la Fibank en 2017.

L’un des secrets de sa réussite réside dans son réseau de 90 agences, qui couvre l’ensemble du pays et même des régions très isolées. « Nous sommes par exemple implantés à 50 km de Lodga, dans un village uniquement accessible à moto », s’enorgueillit Naima Issawi, directrice de la performance économique et sociale.

Cette soif d’ubiquité est aujourd’hui un atout, mais elle aurait pu lui coûter cher. « En 2014, notre stratégie de maillage massif du territoire nous a amenés à confier la gestion d’agences clés à des personnes occupant des postes stratégiques au siège », explique Naima Issawi, dont le poste regroupe le développement stratégique, le contrôle de gestion, le marketing, la communication et la direction du capital humain.

Nouvelles responsabilités

Cette politique d’expansion à tout prix réduit alors considérablement les effectifs du siège. Dans le même temps, elle exige un meilleur encadrement des agences. Il faut donc à la fois recruter à l’extérieur et former et identifier des talents en interne capables d’assumer de nouvelles responsabilités. Mais l’équipe dirigeante se rend vite compte que l’entreprise n’est pas équipée pour faire face à ces deux nouveaux défis.

La banque fait donc appel à Bénédicte Gérard-Dabin, consultante RH et cofondatrice du cabinet Talea Consulting Africa. Sous sa houlette, l’équipe RH amorce une petite révolution. Plusieurs chantiers sont mis en route : cartographie des métiers, définition des fiches de poste et mise en place des indicateurs de performance.

L’année 2015 marque la naissance de la direction du capital humain, une véritable direction RH chapeautée par Jeanne Masunda Grisay, ex-directrice de la communication. Concentré auparavant sur le recrutement et la gestion administrative des salariés, le service s’élargit à la gestion des carrières et à la formation continue.

Chaque nouvelle recrue passe obligatoirement par la case formation à son arrivée

Les changements se font sentir dès 2016 : « Nous avons éclairci et rationalisé nos process, ce qui nous a permis de progresser dans l’analyse des demandes de crédit et de traiter davantage de requêtes au quotidien. Nous avons aussi digitalisé notre communication interne, ainsi que les désirs de formation et de mobilité. Même dans les agences les plus reculées du pays, les demandes de formation ou de mutation sont accessibles en ligne », souligne Naima Issawi. Quant aux entretiens annuels ou de carrière triennaux, ils ont été mis en place en 2017.

Case formation

Pendant toute cette période, la banque a recruté et formé plusieurs centaines de jeunes dans sa propre académie, créée en 2010. Désormais, les effectifs se chiffrent à 1 560 collaborateurs, avec une moyenne d’âge de 37 ans. « Chaque nouvelle recrue passe obligatoirement par la case formation à son arrivée », affirme Naima Issawi.

Ajustées selon les profils, elles durent de trois à six mois à temps complet ou en alternance, sur des thématiques ciblées, et finissent toujours par deux mois sur le terrain et par des tests d’évaluation.

« Nous recrutons des jeunes qui refusent la monotonie. Ils sont prêts à devenir polyvalents et à bouger », explique Naima Issawi. Une fois intégrés, les salariés, même jeunes, peuvent rapidement accéder à des postes à responsabilité : « Les profils qui cumulent trois ou quatre ans au sein de la banque peuvent être promus à la direction d’une petite agence », assure la dirigeante.

Innovations

Tous les trois ans, les collaborateurs sont amenés à changer de poste ou de région « pour comprendre la culture d’entreprise ». Grâce à la transformation RH, le nombre de mobilités est passé d’une centaine en 2016 à 250 en 2017.

Rawbank n’en est pas à son coup d’essai en matière d’innovation. Entre 2009 et 2010, elle n’a pas hésité à proposer la carte bleue à sa clientèle, l’ouverture des agences le samedi ou encore le code swift, un identifiant bancaire qui permet aux clients d’effectuer des virements vers d’autres banques et à l’étranger. Et ce dans un pays où le taux de bancarisation plafonne à seulement 6 %.

« Les dirigeants de Rawbank font preuve d’une grande capacité d’adaptation. Ils m’ont totalement ouvert leurs portes, et j’ai pu rencontrer absolument tout le monde très facilement, du simple employé au dirigeant », raconte Bénédicte Gérard-Dabin. L’accessibilité semble être notamment la marque de Mustapha Rawji : « Les décideurs sont très accessibles. À l’époque où je voulais travailler avec eux, j’ai rapidement eu accès à Mustapha Rawji. Je garde le souvenir d’un homme très chaleureux et qui pense vite », confie Vincent Siraut, conseil en ressources humaines à Bordeaux, qui a travaillé six mois en tant que formateur au sein de l’établissement à Kinshasa. D’insolent, chez les Rawji, il n’y aurait donc que les chiffres.


Liquidation des concurrents

Ironie de l’histoire, Rawbank a été choisie le 17 mai comme liquidatrice de la Banque congolaise, l’une de ses concurrentes, anciennement dirigée par le Libanais Roger Yaghi. Avec l’autre grande banque du pays, la BCDC, elle est chargée de mener à bien une liquidation forcée, décidée en 2011 et attendue par plus de 2 700 personnes (95 % de la clientèle).

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2020-05-19 09:15:48
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Position Title : Senior Resources Management Officer Duty Station : Multiple Duty Stations Classification : Professional Staff, Grade P4 Estimated Start Date : As soon as possible Closing Date : 14 June 2020 Established in 1951, the International Organization for Migration the leading intergovernmental organization in the field of migration and is committed to the principle that humane and orderly migration benefits migrants and society. As the UN Migration Agency, IOM currently has over 21,000 personnel in more than 400 locations and works with its partners in the international community to assist in meeting the growing operational challenges of migration, advance understanding of migration issues, encourage social and economic development through migration and uphold the well-being and human rights of migrants. 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Provide oversight of financial expenditures and undertake financial analysis of projects in the CO. 2. Ensure implementation of and adherence to internal controls to safeguard the organization’s assets, control cash and prevent fraud and mismanagement. Develop and implement relevant operational control systems and strengthen internal controls by documenting and streamlining approval processes. 3. Ensure compliance with general instructions of IOM and relevant permanent instructions for the CO, namely in the areas of general administration, finance procurement, logistics, common services, information and communication technology, and human resources. 4. Coordinate the financial and administrative aspects of agreements, in close coordination with relevant project managers and the Office of Legal Affairs. 5. Oversee the maintenance of the CO’s premises, equipment, vehicles and supplies. 6. Participate in the senior management team and in the development and implementation of short and long-term management objectives and goals. Liaise with project managers regarding developing programmes/projects budgets, funding levels of ongoing activities and estimated funds coming in through foreseen future activities. 7. Support the CoM and Project Managers in managing the human resources functions and make recommendations on recruitment and personnel administration. Apply internal HR policies, rules and regulations and make recommendations for resolving difficult or sensitive cases in coordination with relevant units/departments within the organization. 8. Provide support to the CoM and Project Managers in answering queries on the correct allocation of programme funds and providing any requisite documentation including for auditing purposes. Support Project Managers throughout the project cycle to ensure compliance with IOM's policies and procedures and any donor specific requirements. 9. Represent the Organization at relevant high-level inter-agency meetings most notably the interagency Operations Management Team (OMT) and liaise with banks, government counterparts, UN entities and other stakeholders as required in performance of the resources management functions. 10. Liaise with donors regarding new, ongoing or completed projects as required. 11. Supervise Human Resources, Finance, Procurement, Logistics, Common Service and Information Technology units in the Country Office and train the staff in relevant areas of Resources Management. 12. Undertake duty travel to provide support on resource management issues; establish controls and procedures; resolve and provide guidance on resource management problems/issues; and build resources management capacity of the CO ensuring that IOM rules and regulations are followed. 13. Perform such other duties as may be assigned. Required Qualifications and Experience: Education • Master’s degree in Finance, Accounting, Public Administration, Business Administration, Commerce or a related field from an accredited academic institution with seven years of relevant professional experience; or • University degree in the above fields with nine years of relevant professional experience. • Professional certification as chartered accountant (CA) or certified public accountant (CPA), Chartered Institute of Management Accountants (CIMA), or Association of Chartered Certified Accountants (ACCA) will be a distinct advantage. Experience • Experience in Financial and Human Resources Management at the international level; • Field experience, including coordination and cooperation with international institutions and coordination bodies; • Experience in supervising the development and implementation of administrative control procedures, coordinating external auditing exercises; • Experience using corporate IT systems and software. Skills • Knowledge of IOM/UN finance, procurement and HR procedures and rules • Advanced knowledge of Microsoft Office, especially Excel • Knowledge of International Public Sector Accounting Standards (IPSAS) • Knowledge of SAP highly desirable Languages IOM’s official languages are English, French and Spanish. For this position, fluency in English is required (oral and written). Working knowledge of any other UN language and/or Portuguese is an advantage. Notes Internal candidates must have completed at least one year in their current post to be eligible to apply. 1 Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php). Required Competencies: Values - all IOM staff members must abide by and demonstrate these three values: • Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible. • Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct. • Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges. Core Competencies – behavioural indicators - level 3 • Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results. • Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes. • Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate. • Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work. • Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way. Managerial Competencies – behavioural indicators - level 3 • Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential. • Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential. • Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction. IOM’s competency framework can be found at this link: https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_framework_external.pdf Competencies will be assessed during a competency-based interview. Other: IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity. Internationally recruited professional staff are required to be mobile. For this staff category, candidates will not be considered for placement a duty station within their country of nationality. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances. Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted. How to apply: Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 14 June 2020 at the latest, referring to this advertisement. IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information please refer to: www.iom.int/recruitment Posting period: From 12.05.2020 to 14.06.2020 No Fees: IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.
Requisition: EOI 2020 11 Senior Resources Management Officer (P4) Multiple Duty Stations (56432281)Released Posting: Posting NC56432282 (56432282) Released
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2020-05-14 13:39:04
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Position Title : Resources Management Officer Duty Station : Multiple Duty Stations Classification : Professional Staff, Grade P3 Estimated Start Date : As soon as possible Closing Date : 14 June 2020 Established in 1951, the International Organization for Migration the leading intergovernmental organization in the field of migration and is committed to the principle that humane and orderly migration benefits migrants and society. As the UN Migration Agency, IOM currently has over 21,000 personnel in more than 400 locations and works with its partners in the international community to assist in meeting the growing operational challenges of migration, advance understanding of migration issues, encourage social and economic development through migration and uphold the well-being and human rights of migrants. With the launch of the Pathways Pool initiative, IOM is looking to build a pool of pre-assessed candidates for the two critical roles of Chief of Mission and Resources Management Officer. For additional details on the Pathways Pool please visit our website. Context: Under the direct supervision of the Chief of Mission (CoM) and in coordination with the Senior Regional Resources Management Officer (SRRMO) and relevant units at Headquarters (HQs) including Administrative Centres (Manila and Panama), the successful candidate will be responsible and accountable for managing the budgetary, financial, human resources, and administrative functions of the Country Office (CO). Core Functions / Responsibilities: 1. Monitor and oversee the financial management of all activities including oversight of financial expenditure and accountability. In coordination with the CoM and the SRRMO undertake financial analysis of all activities and its Sub-Offices. 2. Prepare project financial reports in accordance with IOM and donor regulations and established procedures. 3. Maintain and further strength appropriate internal controls to safeguard the Organization’s assets, control cash, and prevent fraud. 4. Prepare Programme and Budget reports and proposals. Review monthly accounts of the Country Office. 5. Supervise the management of the treasury by forecasting cash flows according to CO activities and its Sub-Offices and ensuring daily control of funds disbursed. Ensure funding is received in accordance with donor agreements. 6. Oversee the budget control process and analyses variances between budgeted and actual expenditures based on the donor agreement. Assist the CoM and Project Managers in the preparation of budget for new projects. 7. Provide technical support to project managers throughout the cycle to ensure compliance with the general instructions of IOM and relevant permanent instructions for the whole CO, namely in the areas of general administration, finance, and human resources. 8. Inspect payroll versus budgets, ensuring that salaries are correctly allocated to projects consistent with IOM’s projectization criteria. 9. Manage the human resources function and make recommendations on recruitment and personnel administration. Apply internal HR policies, rules, and regulations. Make recommendations on resolving difficult or sensitive cases in coordination with the SRRMO. 10. Supervise the proper records of PRISM at the CO and Sub-Offices. 11. Supervise the procurement and logistics services, including contracts with suppliers of goods and services and related administrative authorities; oversee the management of the fleet of vehicles and the maintenance of the premises as well as the functioning of all support services at the Country Office. 12. Liaise and coordinate with The Office of Legal Affairs (LEG) and Global Procurement Supply Unit (GPSU) as needed for the review and approval of agreements and Purchase Orders (POs) (lease, construction, service and agreements with implementing partners (IPs)) before signature and make sure IOM procedures are followed in the selection of partners and service providers. 13. Supervise and train local staff on IOM's administrative/financial policies and procedure. In coordination with the SRRMO and other relevant Units/Departments in the RO, Administrative Centres and HQs, evaluate monthly financial reports for all projects and act to resolve anomalies and unusual trends. 14. Supervise ICT staff to ensure compliance with relevant IOM standards, processes rules and regulations. 15. Serve as Officer-in-Charge (OiC) of the Country Office in the absence of the CoM. 16. Perform such other duties as may be assigned. Required Qualifications and Experience: Education • Master’s degree in Finance, Accounting, Public Administration, Business Administration, Commerce or a related field from an accredited academic institution with five years of relevant professional experience; or • University degree in the above fields with seven years of relevant professional experience. • Professional certification as chartered accountant (CA) or certified public accountant (CPA), Chartered Institute of Management Accountants (CIMA), or Association of Chartered Certified Accountants (ACCA) will be a distinct advantage. Experience • Experience in Financial and Human Resources Management at the international level; • Field experience, including coordination and cooperation with international institutions and coordination bodies; • Experience in supervising the development and implementation of administrative control procedures, coordinating external auditing exercises; • Experience using corporate IT systems and software. Skills • Knowledge of IOM/UN finance, procurement and HR procedures and rules • Advanced knowledge of Microsoft Office, especially Excel • Knowledge of International Public Sector Accounting Standards (IPSAS) • Knowledge of SAP highly desirable Languages IOM’s official languages are English, French and Spanish. For this position, fluency in English is required (oral and written). Working knowledge of any other UN language and/or Portuguese is an advantage. Notes Internal candidates must have completed at least one year in their current post to be eligible toapply. 1 Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php). Required Competencies: Values - all IOM staff members must abide by and demonstrate these three values: • Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible. • Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct. • Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges. Core Competencies – behavioural indicators - level 2 • Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results. • Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes. • Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate. • Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work. • Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way. Managerial Competencies – behavioural indicators - level 2 • Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential. • Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential. • Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction. IOM’s competency framework can be found at this link: https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_framework_external.pdf Competencies will be assessed during a competency-based interview. Other: IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity. Internationally recruited professional staff are required to be mobile. For this staff category, candidates will not be considered for placement a duty station within their country of nationality. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances. Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted. How to apply: Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 14 June 2020 at the latest, referring to this advertisement. IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application. Only shortlisted candidates will be contacted. For further information please refer to: www.iom.int/recruitment Posting period: From 12.05.2020 to 14.06.2020 No Fees: IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts. Requisition: EOI 2020 10 Resources Management Officer (P3) Multiple Duty Stations (56432263)
Released Posting: Posting NC56432264 (56432264) Released
IOM 4
2020-05-14 13:24:53
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