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The UK’s coronavirus death toll has soared to 3,605 after 684 patients died in just 24 hours – the biggest single day increase yet.
The figure does not include people who have died at home. The previous total stood at 2,921 deaths.
The number of confirmed cases has increased to 38,168 after 4,450 more people tested positive.
Most of the deaths have been in England (3,244), followed by Scotland (172), Wales (141) and Northern Ireland (48).
Two NHS nurses, who were both mothers in their 30s with three young children, are among the latest patients to die after battling Covid-19 in hospital.
The grim news came as Health Secretary Matt Hancock, who is back at work after battling the virus, said the Government expects the virus to peak in Britain in the next few weeks and Prime Minister Boris Johnson, who is still infected with Covid-19 and isolating, urged people to stick with social distancing in a bid to flatten the curve.
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The Department of Health said: “As of 9am on 3 April 2020, 173,784 people have been tested, of which 38,168 were confirmed positive.
“As of 5pm on 2 April 2020, of those hospitalised in the UK who tested positive for coronavirus, 3,605 have died.”
Public Health England said 11,764 tests were carried out on Thursday in England, while testing capacity for inpatient care in the country currently stands at 12,799 tests per day.
Two NHS nurses were among the latest patients to die.
Mum-of-three Areema Nasreen, 36, was in intensive care on a ventilator after testing positive for the virus.
She worked at Walsall Manor Hospital in the West Midlands.
In Kent, Aimee O’Rourke, 38, died at the Queen Elizabeth The Queen Mother Hospital in Margate, where she worked.
The mum-of-three was hailed as a “brave angel” as her family said in a tribute: “Aimee was a beautiful woman and a valued NHS nurse.”
More than 10,000 tests carried out
Friday’s figures from the Department of Health show that for the second day running more than 10,000 new people were tested in the UK for coronavirus.
A total of 10,590 new people were reported as being tested in the 24 hours to 9am April 3.
The equivalent figure for April 2 was 10,215.
The total number of people in the UK tested since the outbreak began is now 173,784.
This is the equivalent of around 261 people in every 100,000, or 0.3% of the population.
The number of coronavirus-related hospital deaths reported by the Department of Health stood at 3,605 as of 5pm April 2.
It took 19 days for this number to pass 300. It has taken further 11 days to pass 3,000.
Meanwhile, the number of confirmed cases of coronavirus in the UK has taken two weeks to go from just under 4,000 (3,983 as of 9am March 20) to just under 40,000 (38,168 as of 9am April 3).
Commenting on the death of Ms Nasreen, Mr Hancock said: “I pay tribute to the NHS staff who’ve died serving the NHS, serving the nation.
“It shows the incredible bravery of every member of the NHS who goes into work knowing that these dangers are there.
“I think it is a testament to every doctor and nurse and paramedic and other health professional who is working in the NHS in these difficult times.
“And I think the whole nation is grateful.”
About 35,000 front-line NHS staff are not currently in work due to coronavirus, said Mr Hancock.
He said testing figures for health staff “should” rise to thousands a day in the next few weeks.
The Government has set a goal of testing 100,000 people a day across the whole of the UK by the end of April following widespread criticism of its testing strategy.
The Prime Minister’s spokesman said the 5,000-plus NHS staff who had been tested had mainly been tested at new testing sites.
A total of 172 patients have died in Scotland after testing positive for coronavirus, up by 46 from 126 on Thursday.
3,001 people have now tested positive for the virus in Scotland, up from 2,602 the day before.
Officials said 176 people are in intensive care with coronavirus or coronavirus symptoms, and increase of 14 on Thursday.
First Minister Nicola Sturgeon warned: “I want to be very clear that nothing I have seen gives me any basis whatsoever for predicting the virus will peak as early as a week’s time here in Scotland.”
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A total of 24 patients have died after testing positive for coronavirus in Wales, bringing the total number of deaths in the country to 141, health officials said.
Public Health Wales said 345 new cases had tested positive for Covid-19, bringing the total number of confirmed cases in Wales to 2,466.
Dr Robin Howe, from Public Health Wales, said “345 new cases have tested positive for Covid-19 in Wales, bringing the total number of confirmed cases to 2,466, although the true number of cases is likely to be higher”.
Dr Howe added: “Twenty-four further deaths have been reported to us of people who had tested positive for Covid-19, taking the number of deaths in Wales to 141.
“We offer our condolences to families and friends affected, and we ask those reporting on the situation to respect patient confidentiality.”
The Welsh Government will introduce a law compelling all employers to make sure their workers keep two metres apart, Wales’ First Minister has said.
Mark Drakeford said the social distancing legislation, the first in the UK, would require bosses to “put the needs of their workforce first” when it comes into force on Monday or Tuesday of next week.
The number of people who have died in Northern Ireland after contracting coronavirus has risen by 12 to 48, health officials said.
Testing has resulted in 130 new positive cases, bringing the total number of confirmed cases in the region to 904.
In England, two siblings of Ismail Mohamed Abdulwahab, the 13-year-old London boy who died after testing positive for coronavirus, have also developed symptoms, according to a family friend who launched an online appeal.
The development means Ismail’s mother and six siblings are forced to self-isolate and cannot attend his funeral in Brixton on Friday, Mark Stephenson said.
Meanwhile, Prince Charles, who tested positive for coronavirus last month, officially opened the NHS Nightingale Hospital at the ExCeL centre in east London.
The Prince of Wales, 71, appeared via video-link from his Scottish home of Birkhall and spoke to those gathered at the entrance of the new temporary hospital.
He said: “It is without doubt a spectacular and almost unbelievable feat of work in every sense, from its speed of construction – in just nine days as we’ve heard – to its size and the skills of those who have created it.
NHS Nightingale Hospital – the facts
The NHS Nightingale Hospital has been built in east London in the ExCel convention centre.
The facility will be used to treat Covid-19 patients transferred from intensive care units across London
Just one ward will need 200 members of staff
“An example, if ever one was needed, of how the impossible could be made possible and how we can achieve the unthinkable through human will and ingenuity.”
Charles added: “The creation of this hospital is above all the result of an extraordinary collaboration and partnership between NHS managers, the military and all those involved to create a centre on a scale that has never been seen before in the United Kingdom.
“To convert one of the largest national conference centres into a field hospital, starting with 500 beds with a potential of 4,000, is quite frankly incredible.”
The prince and Mr Hancock both recently ended self-isolation after contracting the virus and Charles commented on the fact they had recovered.
He said: “Now I was one of the lucky ones to have Covid-19 relatively mildly and if I may say so I’m so glad to see the Secretary of State has also recovered, but for some it will be a much harder journey.”
Shortly after he spoke, Buckingham Palace confirmed the Queen has recorded a special broadcast on the coronavirus outbreak to be broadcast on Sunday night.
Previously, it was said that the 93-year-old monarch, who is isolating with Prince Philip, 98, at Windsor Castle, was preparing to make a televised address to calm the nation’s nerves, but was waiting for the “right moment” to address the country.
Mr Hancock, meanwhile, praised all those involved in the setting up of the hospital, adding the “extraordinary project”, the core of which was completed in just nine days, was a “testament to the work and the brilliance of the many people involved”.
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He also praised the NHS and the way its staff are dealing with the virus crisis.
The Health Secretary said: “In these troubled times with this invisible killer stalking the whole world, the fact that in this country we have the NHS is even more valuable than before.”
Asked about the number of ventilators currently in use and how many are expected to arrive next week, Mr Hancock said: “We’ve obviously got a big programme to ramp up the number of ventilators and we now have more ventilators than we had before.
“And we’re going to need them for this hospital and I’m just going to go and have a look at that now.”
Pressed for exact numbers, Mr Hancock did not respond.
Speaking on BBC Radio 4’s Today programme earlier, Mr Hancock said it is unclear whether he is now immune to Covid-19.
He described having coronavirus as a “pretty unpleasant experience” with an “incredibly” sore throat and a feeling of “having glass in my throat”.
He said he has lost half a stone in weight.
Prime Minister Boris Johnson remained in isolation in Downing Street after testing positive for the virus.
He was “feeling better” but still had a fever on Friday.
In a video on social media, the Prime Minister urged the public to stick with social distancing and not be tempted to “hang out” in the warmer weather predicted for this weekend.
“In my own case, although I’m feeling better and I’ve done my seven days of isolation, alas I still have one of the symptoms, a minor symptom, I still still have a temperature,” he said.
“So, in accordance with government advice I must continue my self-isolation until that symptom itself goes.”
Mr Johnson said people must not be tempted to break social distancing rules as the weather warms up even if they were going “a bit stir crazy”
In England, more than 26.7 million units of personal protection equipment (PPE) were delivered to 281 NHS “trusts and providers” on Thursday, Downing Street confirmed.
Mr Johnson’s spokesman said: “That included 7.8 million aprons, 1.7 million masks and 12.4 million gloves.”
It follows the new guidance issued by Public Health England about the level of protection health staff should wear depending on the patient situation.
There would be no new guidance published on the public wearing masks or face coverings when out of the house, said the spokesman.
The spokesman said “surveillance” of the population to determine the spread of coronavirus was ongoing, with 3,500 antibody tests carried out per week.
“This is a population surveillance programme which we have been carrying out since February,” said the spokesman.
“It is being done by Public Health England at their campus which is at Porton Down.
“We currently have capacity for 3,500 of these surveillance tests to be carried out this week which is enough for small-scale population sampling.”
Two newly-planned temporary hospital sites have been agreed at the University of the West of England and the Harrogate Convention Centre.
They will join other sites due to open at Birmingham’s National Exhibition Centre and Manchester’s Central Complex.
Construction of a temporary hospital called the NHS Louisa Jordan is underway in Glasgow.
FORT MYERS, Fla. — Andrea Hayden isn’t too accustomed to having Twins players upset with her. But she was thrilled about it.
Several players had seen Hayden featured in a television segment that highlighted her as the first female strength and conditioning coach in Major League Baseball, and they approached her in the weight room, aghast that they hadn’t already been aware of Hayden’s place in league history.
“How did we not know?” they asked her.
“I wear that as a badge because you’re not supposed to know,” Hayden said. “‘Good. I’m doing my job, because you shouldn’t be aware. You need to focus on what we’re doing and where we’re headed as an organization.'”
Hayden officially became a member of the Twins’ coaching staff last November, when strength and conditioning director Ian Kadish promoted her to assistant coach following a year-long fellowship during the 2019 season. Nobody was really aware of it at the time, but that made her not only the first female strength and conditioning coach in MLB history, but also the first full-time female member of a Major League staff.
It was only later on that Kadish and Hayden got curious and looked through the MLB staff directory to see if there was anyone else. There wasn’t. (Gabe Kapler and the San Francisco Giants have since hired Alyssa Nakken to their Major League staff.)
“OK, cool,” Hayden told Kadish. “Let’s move on. We have work to do.”
That workmanlike attitude defines how both Hayden and the Twins’ organization have approached this move. Kadish offered her the job because he saw her personality as a great fit on his staff and he felt a strong connection to her working philosophy. Kadish considers Hayden to be more of an expert than himself in Olympic lifts and has given her a lead role in the Twins’ performance-testing initiatives.
Hayden is here to contribute her knowledge to the championship push of a 101-win team, and that’s a responsibility she takes very seriously.
“She’s got a great personality, she’s got great knowledge in her field, and she’s adapted to the Major League clubhouse, it feels like effortlessly,” Twins manager Rocco Baldelli said. “It didn’t take very long for a lot of our players to come forward and say that they really enjoyed working with her, and it was a pretty straightforward, pretty easy decision for us to want to have her here and have her here full-time and do her thing, which is great.”
Hayden laughs as she reflects on what her life was like just one year ago, when she was very happy in her role as an athletic performance coach at Lindenwood University, near her hometown of St. Louis. Even without considering her budding Major League career, she’s the first to admit that her professional career has been anything but traditional.
Her interest in the field stemmed in part from her own experiences of looking for any competitive advantage when she played basketball, softball and soccer when she was young. (“I’m five-two-and-a-half with shoes on,” she says with a laugh.) Academics didn’t come easily to her, so she started her career as an 18-year-old as a physical trainer and managed some gyms around the St. Louis area until she “got burnt out of training soccer moms.”
That gave her important, hands-on experience with developing people skills and sharing her knowledge with a wide variety of people. When she found that she needed the scientific background to bring out her full potential in the field, she went to college at age 24 and emerged with degrees in exercise science and human performance. Her career has since seen stops at EXOS, the University of Louisville, USA Hockey and Team China Women’s Hockey.
“I think it’s just a love of what the weight room means and the power that it can have in the culture that is kind of driven out of that, where we work hard and we see the benefits of it on the field,” Hayden said. “And not to say that that’s everything, but it is something really powerful.”
One day last February, a former colleague, Aaron Rhodes, told her on the phone that a friend had an opportunity in baseball. He asked her to call and just to listen to what the friend had to offer. That friend was Kadish, and he and Hayden immediately had a strong connection as the pair discussed an opportunity with the Major League team.
Except, well, Hayden thought she was missing something.
“I remember being like, a third of the way into our conversation, he hadn’t brought up one time that I was a girl,” Hayden remembers. “And I’m like, ‘Does he not know?'”
“So, do you have any more questions?” Kadish asked at the end of the call.
“Yeah, like, I’m female,” Hayden recalls. “Where do you see that as being an issue or a problem?”
She remembers Kadish laughing.
“Look. Your job is the same as my job,” Kadish told her. “The only way it’s going to be difficult is if you do it differently than I do it. I’m not viewing it at all any differently than what I have to do.”
“He never once flinched at it,” Hayden said. “It never was an option. Like, it never was a disadvantage because of being a female. He only saw it as an advantage.”
Five days later, Hayden was in her car, driving down to Spring Training in Fort Myers. She left a full-time job with benefits and her hometown behind when she left Lindenwood for the fellowship with Kadish and the Twins.
“A personal motto is ‘courage over comfort,’ and choosing the things that maybe are unknown and scary and taking that leap,” Hayden said. “It’s always paid off. And I’m really fortunate that it has.”
It’s a reflection of Hayden’s personality and the seriousness with which she takes her role on a winning team that she’s never really looked to carry herself as any sort of figurehead — and there’s nothing about her day-to-day life that really makes her feel the need to do so. She calls the players her “brothers” and gives and takes friendly jabs with the best of them as she works the weight room.
She jokes that the only difference is that all of her team shirts are in men’s sizes.
“She wants to be low-key,” Kadish said. “She wants to lay low and do her job to the best of her ability and let her work speak for itself. I commend her for that in every aspect. I have no problem blowing her tires up and bumping her up, because she deserves it.”
“I think my success in my career, it’s secondary to [the players] and our success as a team, and I feel that I’m part of them,” Hayden said. “So I’d never want to make myself feel as if I have an individual platform. I have a platform with the Twins. And I really take that seriously. So every win, every loss, I wear that.”
Whether fairly or not, she knows the expectations for her — at least, looking from the outside in — might be higher than they would be for others in her position. She is aware that her success and how she carries herself in this position could open or close the door for other women to follow.
With that in mind, Hayden also said she feels that Kadish, Baldelli, the Twins’ organization and her network also deserve the acknowledgment for putting her in this position and giving her the well-deserved opportunity.
“I attribute a lot of it to a really powerful network of people,” Hayden said. “I’m so humbled that they put their name on me. I say I wear a jersey with a lot of people’s names on my back that have taken a risk on me, whether that was when I was 18 or currently in the big leagues. People have taken a risk to allow me to do what I love, and so I take that really seriously.”
Still, she’s careful to acknowledge the fact that other women around the industry may not have the strong base of support and understanding to facilitate such an easy transition into the industry. Hayden understands that there could be uphill battles and double standards for others in her position.
But that’s not the path she’s forged in the Twins’ organization. And for that, she remains encouraged — and grateful.
“It’s a direction that is obviously needed in the game, and one that nobody sits and stops, and really, it’s what times have evolved into, for the better,” said veteran starter Rich Hill.
“My story has just been awesome,” Hayden said. “And it’s so good and so supportive and being with all these dudes is awesome, and I wouldn’t trade it for anything. So that’s honestly the best part.”
Do-Hyoung Park covers the Twins for MLB.com. Follow him on Twitter at @dohyoungpark and on Instagram at dohyoung.park.
You think of expanding your business, suddenly one idea sparks in your mind and that is none other than the mobile app technology and you want to adapt it since you want your business to excel and you don’t want a single stone to remain unturned for the sake of your success.
But after getting a mobile app you realize that it is turning out to be a hard task for you to retain users.
When the question of app’s success comes the very segment which describes the success of a mobile app is the number of active users on your mobile app, and something which takes this journey one step ahead is the app retention on your mobile app.
Push notifications can be a tool for the user retention, but only if you decided to proceed with certain tactics, which are mentioned herewith in this blog. Let’s read ahead and experience the difference
App retention is one of the greatest concerns every app has to deal with and needs to find out the best ways out of it in order to make your app survive the app chaos elegantly.
Indeed there are certain aspects which must be integrated into the app during the app development process, so the app can fit in the requirements of the business and falls as an absolute fit for the users’ expectations as well.
But with so many features, functionalities, it gets more confusing for the app owners to pick the right strategy for the mobile app, which can help the mobile app from getting doomed, so to avoid the cloud of confusion, we have brought this post today, which clearly speaks that how a simple feature in your app, can help your mobile app to survive the game of the app retention…this feature is none other than the Push Notification.
Motivates users to buy products
When a customer plans to buy something from your app, but adds them in the cart and forgets to buy the product, in such scenario when you send a push notification reminder to your targeted audience so they can complete their purchase.
So with a help of simple push notification, you trigger your audience and help them to stay hooked to your services only.
Offers personalized notification
Your users have a different choices, and the different demand from the users, often lead the users to visit the competitor’s mobile app, since they feel the existing app doesn’t have anything new to serve them, so with a push notification you can easily eradicate this possibility by continuously updating your users, about any new feature or the new update which would suit their taste.
With this, you would help your users to stay engaged with your mobile app only and you can experience a much-engaging user experience.
Works on users’ psychology
When you wake up in the morning, and find a notification on your mobile app, telling you the weather forecast, you would definitely feel touched and would start to notice the app.
This same strategy is integrated by the Facebook as well, wherein on opening the app or the web page in the morning, you are notified by a beautiful message, which states, Hi XXX, today weather will remain clear in Australia, you can enjoy the sunshine!!!, these small notifications which stay on top of your mobile app, keep reminding the users to about your app.
Now the question comes, that how to make the push notification a successful strategy???
Unfortunately push notification can be a deal-breaker or the maker for your app if you skip following the rules. The rules are quite simple and state:
Keep the content simple
When you decide to proceed further with the push notification then you must remember that your users don’t have much time to understand and act on your notification, so the very first strategy suggests, that more your content would be simple, more it would be preferred by the users. So keep the notification content simple yet engaging with some magic words, like ‘ Grab the deal’ or ‘ (name) you should not miss this deal’, by integrating the words like this, you would allow your users to use your app.
The selection of the right platform to send the push platform is also mandatory for the successful push notification strategy. There are many push platforms in the market, such as PushWoosh and Parse to name a few, but you need to pick the most appropriate option as per your business needs.
Notifications must have the frequency
You need to understand a very common and most significant fact, that every user has a personal life as well, and you cannot disturb it with your push messages, so you need to understand that your push notification must not turn out to be an irritating factor for your mobile app, so by keeping this in mind you must set a frequency of your push messages.
Switch on/off option
When it comes to push notification, the more you allow your users to use it as per their convenience they would prefer to use it further. To make this happen, you must let the On/Off option in your mobile app, which would allow the users to set the notification-receiving as per their convenience.
Indeed push-notifications can help your mobile app to retain the users, but only if it is planned and managed with the right strategies to yield the best result out of it and can help you to make your app development a cherishing experience for your business goals.
Also, one another fact which equally matters in the success of a mobile app, and cannot be given a miss at any given cost, is the selection of the right mobile app development company for your app.
I know there are many app development companies in the app development market, and which keep on confusing you further, but you need to be sure of picking a right app development partner, which has the impressive technical experience and the technical exposure to handle your app requirements effortlessly.
If you are finding it hard to find such company for your app concept, then you must get in touch with experienced app builder such as Techugo, which has every bit of these requirements coupled with the renowned clientele list, and help your app to grow immensely.
Jason is a senior Android developer in Australia. He holds great expertise in latest and advanced Android technologies, and ensures to integrate his skills into the mobile app development process.
Last November, thousands of Lagosians including hundreds of UBA Bank employees attended what was billed as the ‘party of the year’ at the Lekki Special Events Centre on Admiralty Way.
The UBA RedTV Rave had everyone from Wizkid to Olamide to Jidenna to Burna Boy thrilling the festive crowd as UBA chairman Tony Elumelu and CEO Kennedy Uzoka mingled with the artists and guests.
On the surface, this was the best of times, as a bank that was clearly in rude health celebrated a successful year with thousands of employees, friends and family. The bank had also recently concluded a recruitment exercise that would add nearly 4,000 new employees to its staff strength, so the year ahead looked to be a promising one for most employees present.
Unknown to them, while senior executives danced with Wizkid in the VIP area, one of the most brutal staff layoffs in Nigerian banking history was just around the corner. They partied well into the night and then showed up for work the following week as usual. A week went by. Two weeks. Four weeks. Then right at the start of the new year – a shocker.
Closed at 5.30PM, Terminated at 10.30PM
Ifunanya (name has been changed) was asked to wait behind at work on Friday January 3. As a 12-year UBA veteran including a long stint in her role as a Branch Operations Manager at a branch in Ojodu, Lagos, this was not an unusual request to receive. She was even used to working weekends so that the ATMs could remain functional and she could troubleshoot other onsite customer-facing issues. This time however, was different.
Along with other staff members at the branch, she was asked to wait for a board meeting. By 10.30PM, the assembled staff were informed that their services were no longer required. They were then told verbally to write out their resignation letters on the spot and leave voluntarily or be forced out. At this point, her security pass was taken, and along with the other affected staff, her profile was unceremoniously deactivated from the bank’s internal system. She was reminded to drop her work ID on the way out, and thus ended a 12-year association with the bank.
When a relative of hers reached out to tell the story, he was keen to make the point that she was not an agency employee, but a full UBA employee on a monthly salary of N153,000. He could not understand why the bank would treat her that way. I heard similar stories from two other sources who insisted that they were coerced into resigning after being told that their services were no longer required right at the start of the new year.
Shocking and callous as these stories may have sounded, one of the first things you are taught in any professional journalism program is to always balance the story. So I sought an alternate account of what transpired, with the goal of putting the picture together to tell a complete story. There were conflicting accounts of the events of January 3 flying around, with some accounts describing a recruitment and promotion exercise without mentioning any firings, while others reported a purported “restructuring” at UBA, which is a well-known euphemism for “mass sack.”
I managed to establish contact with a current senior employee at UBA who asked to remain anonymous because he is not authorised to speak about such matters. This was his account of what happened at UBA bank at the start of this year:
“Usually when anyone joins UBA with a Bachelor’s degree, they are put on a GT1 level (N80,000). After one year, they are promoted to GT2 (N100,000), then after another year ET1 (N140,000) which is where a lot of people get stuck on. If you are lucky, you get to ET2 (N165,000). So what UBA did was to meld those 4 levels into one (ET) so any one who was on GT1 and GT2 gets automatically promoted to ET2. Those that were on ET1 and ET2 got promoted to SET (Senior Executive Trainee).
So it was a promotion of sorts, but honestly it was long overdue because compared to other banks, N80,000 for entry level staff is quite low. About the layoffs: I only know 4 people personally who got affected. The people affected were on manager grades and worked at the head office, they all reportedly got 6 months arrears.”
According to this source, he was not personally aware of the fate of any branch staff or what he termed ‘OND staff.’ He did however say that in his opinion, the bank handled the situation poorly and that Nigeria does need stronger labour laws to protect young graduates fresh out of school from exploitation for cheap labor at the hands of corporates like UBA. He also mentioned that he knows current UBA staff have not had a salary increase in ten years – a remarkable situation for workers in a country whose currency has declined 195 percent over the same period.
As it later emerged, more than 2,000 staff were affected by the shocking late-night cull at UBA. It also became increasingly clear that the firings had nothing to do with a harsh operating environment or decreased profitability. The bank which had brought together Nigeria’s most expensive music stars to perform at its end of year shindig was anything but struggling – it actually hired more people than if fired. What the sackings did though, was clear out a number of people in roles that the bank considered obsolete, particularly within branch operations.
It can definitely be argued that such restructuring is inevitable in the face of rapidly changing technology, which is hardly a terrible thing. What is also true however, is that the bank that paid huge sums of money to bring Burna Boy and Jidenna to an annual vanity event that adds nothing to its bottom line could also afford to retrain its redundant staff to fit into new roles – instead of just sacking them and instantly bringing in thousands of readymade replacements.
Yet again, the actions of a Nigerian corporate made the point that Nigerian labour law, in addition to be being poorly enforced is also woefully inadequate and unfit for purpose. If after 12 years of useful service to a bank, Ifunanya could be dumped out onto the street without even a few hours of notice – and no regulatory action was forthcoming – then clearly, Nigerian employees working for Nigerian companies have a problem on their hands.
As much as the UBA situation made that point, nothing could have prepared me for what I was about to unearth about another Nigerian corporate behemoth.
Diarrhea in India, Death in Ibeju-Lekki: The Unbelievable Story of Dangote Refinery
While senior executives at UBA House were going over the finer points of their plan to log 2,000 employees out of their work systems and force them to resign on the spot, a different level of labour exploitation was entering its fourth year about 73KM east of the Marina. There, at the site of the Dangote Refinery at the Free Trade Zone in Ibeju-Lekki, Lagos, the refinery was taking delivery of the world’s largest crude oil refining tower.
While this was predictably being celebrated across local and foreign media as the start of a glorious new chapter in Nigeria’s industrial history, I was speaking to a whistleblower with close and detailed knowledge of the project. What he had to say about the refinery project, the Indian project managers, the company’s internal culture and its much-publicised trainee program left me absolutely floored. Naturally I reached out to Dangote Group for a comment, but at press time I have received no response or acknowledgment.
My source, whom I shall call “Mukhtar” worked in and around the refinery project between 2016 and 2018, and what I found most distressing amidst everything he said was the revelation that deaths due to onsite accidents are not just known to happen at the refinery site, but are effectively covered up by Dangote. This he said, is because the people who die are mostly site labourers who are hired through staffing agencies instead of directly. When they die, it becomes the staffing company’s problem and the Dangote brand distances itself from it – even though the site owner is legally responsible for all safety-related incidents onsite.
Something else that struck me was that he implied that – contrary to all its public posturing – the company actually has no intention of using Nigerian engineers to run the refinery anytime soon. The trainee program that sent dozens of Engineering graduates for a one-year training program in India? “Strictly PR,” he said.
For full effect, I have decided to reproduce the full and unredacted transcript of our conversation instead of using quotes and reported speech. Here is the conversation below:
ME: When we started this conversation, you mentioned that Dangote Refinery is exempt from Nigerian labour laws. What were you referencing?
Mukhtar: Because the refinery is in the FTZ, it is not subject to certain laws like local content laws. As such, even mundane jobs are given to non-Nigerian companies. Even the refinery’s fence wall was handled by a Chinese company. This didn’t stop long stretches of the fence from collapsing sometime in 2017. The FTZ affects Labour laws too. The company is not really under any obligation to employ Nigerians. They do so mostly for PR. All key decision makers are Indians (say 98%).
ME:There have been several horror stories about Indian-run businesses in Nigeria. Was this one of them?
Mukhtar: Yes, the Indians are quite racist. Some even demand to be referred to as “master”. To be fair, when this is reported, the HR unit makes a show of cautioning them. But I dont think anyone has ever been dismissed for it or seriously punished. Most of workers who meet their death on site are labourers. So their names might be known to many staff. I’ll see what I can get. It happens. It’s kept under wraps but it happens.
ME:Now you mentioned onsite deaths earlier. I want to know all about this. Why haven’t we heard anything about this?
Mukhtar: The refinery site is not really the best place to work. Mortality rate on site is quite high. People falling from heights or getting crushed by heavy vehicles/machines is quite common. These numbers are not reported because most staff are contract staff (or outsourced) so the company gets to wash its hands off such cases. But safety on site is the ultimate responsibility of the owner of the project. The construction site has a board that is supposed to display the safety statistics but it is never displays the truth. According to that board, there has never been a fatality on site. But in reality, I think 2018 had about 5 fatalities between January and March. If I were to guess, I’d say there have been over 25 fatalities since construction started in 2016/17.
ME:Now you said earlier that the trainee program was a washout and a disappointment. Fill me in on that.
Mukhtar: I was one of the first batch of engineers sent to India for training in 2016. In my opinion, the whole scheme was either poorly thought out or the company was somehow compelled to do it, and did so for PR. Our salaries were being paid into our accounts in Nigeria, so we were using our debit cards to access our Nigerian accounts for expenses over there) Around July 2016 when the naira went from around 160 per dollar to nearly double that number, our spending power was effectively halved.
ME:I also remember that there was a forex shortage crisis in 2016 and Nigerian bank cards stopped working outside the country.
Mukhtar: So when the banks eventually stopped all cards from functioning abroad, we were stranded. The company resorted to selling us dollars or rupees at the black market rate.They deducted the money from our salaries. We had accommodation (two adults per room) and feeding (Indian food which many of us did not like). Some of had to buy intercontinental dishes regularly, because Indian food is really not nice if you’re not into many smelly spices. It was crazy. Meanwhile we were told categorically that we would have Nigerian food and Nigerian cooks. It was a blatant lie by the Indian HR director.
Also, no arrangement was made for our medical care. Those who fell ill had to treat themselves from their pockets. During the currency crisis, those who fell ill had to rely on the rest of us to put together our spare change to pay for their treatment. The company promised to refund medical expenses, but this shouldn’t have been the situation in the first place.
ME:Tell me about the training program. What was the course content and the experience like? Was it what you were expecting?
Mukhtar: The training itself was a mess too. We were supposed to be trained to operate the refinery (at the time, it was said that it will be completed by mid 2017), but we were sent to a design company. These (designing a refinery and operating it) are two very, very different things. The trainers did not want us there in the first place. It was not a part of their initial contract with Dangote. Plus, they didn’t know what to teach us because designers are not operators. They were confused, several times, they asked us what we wanted to learn. But we could not know what we wanted to learn cos we knew nothing about the entire business. In the end, they reluctantly settled for teaching us design (skills we were/are unlikely to use cos the refinery was already 90% designed).
ME:If you say that the refinery was “already 90% designed,” and you were learning design in India, that sounds like your presence was superfluous. Was the company really serious about sending you to learn skills to run a refinery?
Mukhtar: Indians will run the refinery. It will take many many many years before that refinery will be populated by just Nigerians. It was strictly PR. Anyways, the training with that design company was suddenly terminated on December 31st. Apparently, Dangote had not paid them a dime for all the months were were being taught design. They didn’t want to send us back to Nigeria so they moved us to the Dangote office in India. The office housed the Indian engineers (around 150 – 200 in number) who were supervising the design work being done by the design company. Now, it is interesting that these guys were working and earning as expatriates within their own country.
But realising that the “training” was a blunder, the company sent back some engineers to train in an actual refinery. So what was supposed to be a 1 year training became 2 years.
ME:Since returning to Nigeria, is there anything else you have noticed about the project that worries or disturbs you?
Mukhtar: Yes. So we have only the refinery at the FTZ, but the company gets to import things meant for other branches of the company duty-free. As a matter of fact, with the Dangote jetty in place and a customs office right there, the company no longer needs to clear stuff at Apapa. Dangote empire effectively has its own customs and port, because we cannot assume that the custom officers stationed at Dangote’s jetty/FTZ are extremely meticulous in checking what comes in and goes out. Personally, I find this disturbing. No non-military entity should be able to import stuff that easily into any country. This is bigger than just skipping custom duty payment.
Between bank staff being fired at 10.30PM and refinery site labourers being killed by workplace accidents without accountability, the sheer grimness of the picture facing Nigerian workers comes into stark relief. It is afterall, an employer’s market, with several thousand qualified people jostling for every job opening, which creates the possibility and incentive to treat staff like battery animals.
Whether the Labour Ministry is willing or able to do anything about such blatant labour exploitation is anybody’s guess. Nigeria’s government is increasingly weak and unable to impose its will on the country even territorially. In the event that the government did take interest, there is a valid fear that it would go to the other extreme and adopt a lazy anti-business Hugo Chavez approach, as it so often does. The real solution if there is to be one, must come from Nigerian labour having a stronger bargaining position through an improved economy. Anything else as it stands, is little more than a sticking plaster.
As Mukhtar mentioned, even inside the ridiculous situation of being financially stranded in a foreign country at the behest of an irresponsible and insincere Nigerian corporate, the vast majority of the group chose to suffer in silence. They did so because spending a year abroad learning useless information, suffering deprivation and experiencing diarrhea after being forced to eat unfamiliar food was still preferable to whatever alternative was at home.
Ultimately, that is the biggest problem facing Nigerian labour.
Governor Dapo Abiodun of Ogun State and the governorship candidate of the Allied People’s Movement (APM) in the state during the last election, Hon. Adekunle Akinlade, have mourned Hon. Saibu Adeosun.
The duo of Abiodun and Akinlade, in separate statements, described Adeosun’s death as a great loss to his family, friends and political associates as well as the All Progressives Congress in Ipokia Local Government and Ogun State in general.
DAILY POST reported earlier that Adeosun, one of the newly appointed 20 Local Government Caretaker Chairmen by Gov Dapo Abiodun has died.
Adeosun was appointed alongside others to head Ipokia Local Government Caretaker Committee.
It was learnt that Adeosun, who was to be screened by the Ogun State House of Assembly today, died around 5 am on Wednesday.
Abiodun, while swearing in the President of the Customary Court of Appeal, Justice Mobolaji Ayodele Ojo and other Judges of the Court, observed a minute’s silence in Adeosun’s honour, praying that the good Lord comfort his family and grant his soul eternally rest.
“The death of the Chairman-Nominee for the Transition Committee in Ipokia Local Government Area of Ogun State, Saibu Adeosun Mulero, a few hours to his screening by the State House of Assembly came to us as a rude shock.
“He was such a diligent and resourceful grassroots politician, whose skills and astuteness would have helped the people of Ipokia move to a higher level of development.
“He will surely be missed by the party, APC, the good people of Ipokia LGA that he had plans to lead, and the Dapo Abiodun administration would miss his envisaged contributions to our model of inclusive and participatory governance, of which he was a disciple,” Abiodun said.
On his own part, Akinlade, who shares the same local government as Adeosun, in a statement signed by his Media Aide, Adelani Azeez, said, “It is with a heavy heart that we write to mourn the death of our brother and a member of our great party in Ipokia Local Government – Hon. Saibu Adeosun, who joined his creator this morning.
“Until his demise, Hon. Adeosun was a grassroot politician and an All Progressives Congress (APC) member.
“We did not wish for this untimely death, but God knows better and we implore Him to grant the family of the bereaved the fortitude to bear the irreparable loss.
“Hon. Adeosun’s death is a great loss to his family, friends, political associates, All Progressives Congress in Ipokia Local Government and Ogun State in general.
“Adeosun’s demise calls for sober reflections and it is a lesson to all of us that, from God we came and to Him we shall return someday.
“May Almighty God forgive his sins and grant him eternal rest.”
» » Nathan Miller obituary, death: Nathan Miller Chocolate Chambersburg
Nathan Miller obituary, death: Nathan Miller Chocolate Chambersburg
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Nathan Miller obituary, death: Beloved Nathan Miller Chambersburg chocolatier has passed away.
He is the proprietor and chocolatier at Nathan Miller Chocolate.
Please say a prayer for his grieving family mourning his death as you read the tributes below:
Please cover Deb and Rick Miller in love and prayers for comfort. They lost their beloved son Nathan and he will be greatly missed by so many.
I just remember him with this amazing dry sense of humor that brought joy to our lives as my sons middle school and highschool friend. Wrestling, soccer, cross country and many sleep overs at our house. Nate had an explorer’s spirit and wasn’t afraid to take risks like my son.
Looking back I never would have dreamed they both would have been business owners. Nate became a chocolatier in Chambersburg after studying abroad and here, all types of culinary skills. Nathan’s chocolates in Chambersburg made the best chocolate.
Nathan was a true example of an overcomer and showed the world that with faith and hard work you can find your dreams. You will be dearly missed and thankyou for the wonderful day I got to come down and have a tour.
Rest in Peace Nate until we meet again. Love and prayers
The Chambersburg community has a lost a real one. I’ll always remember going to $5 punk shows in the event space attached to the coffeehouse, buying bags of my favorite Little Amps coffee, having the best brownie I’ve ever tasted, and tearing up with hometown pride when seeing Nathan’s factory on national TV while on a flight home. Thank you Nathan Miller. Rest Easy.
Nathan Miller obituary
Nathan Miller I met you in the darkest part of my life. You took me under your wing. You told me your dreams of being a chocolatier, I knew you would not only make that a reality, but take it to the highest level.
You were in your twenties, with all your friends, drawn to your house almost nightly, and Sunday barbecues. You were all so smart, fun, creative and welcoming- to an older woman divorcee even though I never felt like the outsider I was.
Your gatherings, many which involved karaoke and music- your go to Karaoke was vintage Pink Floyd and David Bowie. We enjoyed art, the outdoors, our views of spirituality, of course gorgeous food, and a lot of laughter. Then when I was trying to make it as a realtor, you trusted me and hired me, giving me work. You referred your friends and your wonderful uncle Doug Walter.
You grew my business. As time went on your family, Deb Walter Miller with Doug, made me feel welcome, just as you had, with your friends.
When you trusted me to sell your home, I saw you off to go back to Chambersburg to pursue and conquer your dreams. We didn’t stay in touch. I didn’t visit you when your work brought you to Denver. And I didn’t support through your health battle. I never reciprocated any of the joy and generosity you naturally shared with me. I deeply regret that.
My heart is heavy and I pray your heart and soul have been set free. I miss you, and I’m so grateful for all the love and life you showed me.
Nathan Miller obituary, death: Nathan Miller Chocolate Chambersburg
Nathan was a kind, gentle person. He believed in us and helped us get started. He always gave us good advice and held great conversations over his amazing coffee and chocolates. He will be missed and we will think of him every time we take a bite of chocolate. May he rest in peace.
Our downtown mourns. We mourn the loss of Nathan Miller, proprietor and chocolatier at Nathan Miller Chocolate. Nathan provided encouragement and advice to many businesses with our downtown. He collaborated with GearHouse Brewing Co on a chocolate porter and crafted a product known world wide. We offer our condolences and prayers to the Nathan’s family and friends.
📸 – Nathan Miller Chocolate
Saddened to hear about the passing of Nathan Miller of Nathan Miller Chocolate. His dedication to his craft and his effort to revitalize Chambersburg’s Grant-Street-warehouse area were major inspirations for my own business ventures in this town.
“Made with ❤️ from bean to bar then handwrapped by our team. Come visit our factory at 140 North Third Street in Chambersburg, Pennsylvania.”
[from the packaging – this bar was a gift to Rach and I from Alex and Moriah].
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KCC program offers free manufacturing training available for Battle Creek residents
Battle Creek Enquirer
Published 6:00 AM EST Dec 6, 2019
Kellogg Community College wants to help Battle Creek residents launch a career in skilled trades by offering a free manufacturing training program for those who meet income requirements.
The Kellogg Advanced Manufacturing Assembly training program focuses on providing students the technical skills required to get a job in manufacturing and the professional skills needed to succeed.
“We have companies that are coming up and are like, ‘Hey, we need people,'” Workforce Solutions Career Coach Cherise Buchanan said. “They want people who are going to be committed and are going to stay there, and I think having these students come through our program and saying, ‘Hey, I can make it through this six-week program, and I can be there on time, and I can be there every day.’ You’re going to have a better opportunity.”
Students at Kellogg Community Regional Manufacturing Technology Center campus experience what it’s like to work on a factory floor.
The program will start in January at KCC’s Regional Manufacturing Technology Center campus. Courses cover foundational skills in technical training in manufacturing, Occupational Safety and Health Administration industry training, writing and computer classes and basic math for manufacturing.
Students also get experience working on a production line.
“It’s changing the whole concept of what it means to go to college.” Kellogg Community College Chief Communications Officer Eric Greene said. “So many people… think going to college means I’ve got to be there for two to four years or longer. There’s going to be homework. It’s going to be all lecture based. But this is college. These are college credits they’re earning toward an actual degree, but it doesn’t feel like a traditional college experience.”
‘What do you need to be successful?’
Students will earn 8.74 college credits, the Occupational Safety and Health Administration 10-Hour General Industry Certification and the WorkKeys National Career Readiness Certificate.
Throughout their training, students learn industry standards for efficiency, quality control and safety so that, upon completion of the program, they’re ready for work in an entry-level position.
“They’re actually learning these and putting them into practice,” Program Manager Lisa Larson said. “They’re debriefing at the end of each session. They’re doing several different production runs and then they’re talking about what defect they found and how they can do better.”
As part of Kellogg Community College’s Advanced Manufacturing Assembly Program, student learn what it’s like to work on an assembly line by building an industrial strength cart from these parts
The program also teaches students the soft skills needed to get a job.
Through a partnership with Michigan Works and Goodwill Industries, students in the manufacturing program receive resume building and mock interview training, as well as financial literacy instruction. They also get assistance with job placement.
Students also receive support services to help them overcome other barriers such as transportation or having enough to eat.
“Anything our students need, we all kind of work together to make sure they get what they need,” Buchanan said. “I like to say, ‘Look at the total person…What do you need to be successful?'”
DENSO, Trillium among employers
Companies including DENSO Manufacturing, Trillium Manufacturing and Advanced Special Tools Incorporated have hired people from the program, and more companies are taking interest.
“Sometimes when we go on company tours, we have past KAMA students from four or five years ago giving the tours,” Larson said.
In some cases, Larson said, students who go through the manufacturing program will return to Kellogg Community College for more specialized training.
Greene said the program typically has high placement rates and job advancement rates.
“They come through our program, and they get a job, and then a short time after that, they get a raise or a promotion,” he said.
Even if students can’t find a job right a way, they can enroll in a paid work experience in manufacturing through Goodwill.
“Everybody can leave doing something if they chose,” Buchanan said.
The program is part of Kellogg Community College’s Innovative Accelerated Credentialed Training, known as iACT. The programs, which include manufacturing and nurse assistant training, are designed to quickly prepare people with workforce skills.
“There’s just a lot of progress toward our local workforce becoming more reliable, more vital, just to the overall production that goes on in this community,” Greene said.
Paid for by W.K. Kellogg Foundation
Both iACT programs are made possible through three-year a $2.8 million grant from the W.K. Kellogg Foundation. Next year will be the final year of the grant.
Larson said Workforce Solutions would like to expand the program.
“We’re hoping to just keep continuing this because it is a very popular program. The employers recognize it. They value it, and we want to keep it going,” she said.
To be eligible for the program, those interested must be 18 years of age and a Battle Creek resident. They must also meet income eligibility guidelines determined by household size. For example, an individual must make less than $24,280 to apply.
Twenty slots are available in each session, and the deadline to apply for the January advanced manufacturing training program is Dec.16. Classes begin January 27.
Contact Elena Durnbaugh at (269) 243-5938 or firstname.lastname@example.org. Follow her on Twitter at @ElenaDurnbaugh.
MultiChoice Group is committed to developing and honing the skills of young, talented and ambitious African storytellers. That is why it is with pride that we announce that the M-Net Magic in Motion (MIM) programme will now be known as the MultiChoice Talent Factory South Africa (MTF ZA) in line with MultiChoice Africa’s broader MTF programme.
This new chapter will carry the same passion for film and movie making, the same devotion for excellence and will continue with our promise of enriching lives. The naming convention allows the business to consolidate all initiatives that are critical in developing a sustainable talent pipeline to the video and entertainment industry.
The MiM Academy was established in 2014 and has been instrumental in helping transform the South African film and TV industry by upskilling students and empowering them with substantial knowledge and experience in just 12 months. The MultiChoice Talent Factory (MTF), which was launched in 2018 by MultiChoice Africa, does the same by upskilling the next generation of passionate young film creatives.
To date, 58 students have been trained through MIM and are making their mark in the video entertainment industry. About 16 Mzansi Magic movies have been produced by participants of this programme and nine graduates have started their own production companies, namely: A tribe called story, Eccentric Circus and Beyond Black.
The MTF ZA programme has three pillars:
Applications to be part of MultiChoice Talent Factory ZA (MTFza) Academy class of 2020 are now open and will close on 29 January 2020 MTFza is a 12-month long industry readiness programme that affords the opportunity to learn from some of the leading TV producers in the country while acquiring valuable experience in the directing, producing, cinematography, commissioning, art direction and many other skills.”
How to apply?
Download the application form (below), fill it in, provide all the supporting documents listed below and email directly to: [email protected] by 29 January 2020 12pm. Quote the subject line: MTFza Academy 2020 application
Martha (not real name) had no choice but to stay with her sick mum in hospital, but this didn’t mean much until it was clear her stay would run into a year. For Martha, it meant placing her life on hold as she wouldn’t have time to do anything else.
However, this changed when she came across Tech Skills Hack (TSH), an open Facebook group where people get free training on diverse digital skills ranging from graphic design to data analysis to content creation.
Martha joined the group, attended training religiously, and soon discovered she could become a certified digital skills expert running her personal creative agency.
Iniobong Udoh, the brain behind TSH, would be overwhelmed by a sense of fulfillment hearing this testimonial because it is clearly fulfilling the startup’s mission.
“Tech Skills Hack is a platform dedicated to equipping Nigerians with the in-demand and futuristic digital skills to curb unemployment and help businesses scale free of charge,” she says.
Demystifying digital literacy
There is a belief that people in the tech space are a bunch of code-writing geeks. However, Udoh thinks it’s only a myth.
“The tech ecosystem is a large community that includes all digital skills, ranging from graphic design, data analysis, content creation, that has nothing to do with writing code.”
Her mission was clear; to bridge the gap that exists between employers of labour and applicants without basic skills. And she does this by compiling curated digital skills resources and sharing on the various training platforms used.
To her, “Digital skills literacy means possessing skills you need to live, learn, and work in a society where communication and access to information is [sic] increasing through digital technologies like the online platforms, social media, and mobile devices.”
If anything, Udoh’s experience as a Google Certified Android developer and a certified UX expert came in handy as she brought the startup to life in February 2019 — a year after she got the idea but was held back by funds to either rent a hub or acquire equipment for physical training.
“I had to use the available platform and it was Facebook for me. Aside from programming, we train undergraduates on basic or foundational skills like Excel, PowerPoint, Canva, Google Sheets, and social media usage.”
TSH’s offering is twofold: solving the challenge of affordable training and acquiring the basic equipment to practise – a laptop. The aim is to assist young people to acquire relevant digital skill sets via their smartphones at no fee at all. Unfortunately, it wasn’t an encouraging first outing for her.
“I felt bad when we sent out the ad inviting people to learn and the response wasn’t impressive as thought [sic], but 50 people responding to our ad was fair.”
To build trust, Udoh made the platform open for interested individuals to join instead of adding people randomly. With time, the platform would have a good number of open-minded, willing, consistent, and determined members.
Apart from Udoh who is the founder, TSH’s team includes Nzaki Ekere who doubles as the CTO and in-house developer who takes web development classes and Anthony Eyo as the digital marketer. Extra help for on-site training also comes from volunteers, some of who have gone through training on the platform.
A social enterprise
“Tech Skills Hack is a non-profit venture. We’ve been running this for 9 months and it’s been self-funded. It is not too capital intensive because I use a free platform (Facebook) and get free volunteers. I get to search top-notch courses from organisations like Google, Udemy, and Coursera for free, so we don’t pay for these courses, except with our time, because I need to go through every course before sharing them on our platform,” Udoh explains.
With no change of business model in view, Udoh affirms that TSH will retain its non-profit social enterprise status for the next two years, but it will need as much help as it can get.
“Our aim is to equip every Nigerian with a digital skill at no cost or low cost, and we would appreciate support from people to achieve that.”
In over 9 months of operation, the startup boasts of more than 1000 users on both Facebook and Slack. It has also assisted 30 budding Small and Medium-scale Enterprises (SMEs) to design logos and business cards for free. Lately, it conducted two free offline trainings in two Nigeria cities, Lagos and Uyo, in partnership with a Ghanaian tech hub, iSpace; and Directorate of Microfinance and Enterprise Development, Akwa Ibom State, respectively.
At a point when incorporating offline training is needed because online classes do not fully capture the startup addressable market, the founder admits that TSH is greatly in need of funds.
“We would appreciate financial and hub support. We need founders to allow us to use their hubs and gadgets for our trainings. We’ll also love free publicity so that more people can hear about what we are doing and get to join.”
Undeterred by challenges
Apart from funding, Udoh names trust issues as another challenge some people have because the belief is that with free trainings, the quality of content is usually bad.
She said they may not be able to change this perception, but the reviews, testimonials, and feedback received from students, who have gone ahead to get their certifications and even begin their own creative agencies, are enough motivation for the TSH team.
“I’ve lost count of the reviews and tags we get once a student learns a skill. Not only the testimonials but students using the skills they’ve learnt to better their lives and also pass down this knowledge to others is also what we use to measure our success and this we’ve been able to achieve in a short span of our existence.”
With another physical training program in the offing, the team is presently working on integrating an eLearning site with better and friendly learning features to further expand coverage.
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