Prof Michael Ochurub

Personal particulars Surname: Ochurub First name: Michael Date of birth: 10 April 1962 Gender: Male Nationality: Namibian Postal Address: P.O. Box 55155, Rocky Crest, Windhoek Residential Address: Unit 84, Riverport Apartments, Hosea Kutako Street, Windhoek Central061-2072731 Telephone number (w) 061-2072731 Cell phone number: +264 81209 4570 E-mail addresses: mochurub@nust.na / michaelochurub62@gmail.com Language proficiency (Excellent/ good/ average/poor) Language Read Speak Write Khoekhoegowab: Excellent Excellent Excellent English: Excellent Excellent Excellent Afrikaans: Excellent Excellent Excellent Career Objective I aspire to become a professor and to achieve the highest levels in an academic environment, especially at an institute of high learning. My desire has always been to create and foster an engaging teaching and learning environment, and an atmosphere that is stimulating and encouraging students. With my proven knowledge, skills, and experience in teaching and learning, research, and leadership roles, I would like to become a professor to serve on committees at higher levels where I can apply and/or utilize my extensive knowledge and experience, and be a part of decision-making process towards the achievement of NUST strategic objectives. Current position Name of Employer: Namibia University of Science and Technology (NUST) Position: Associate Professor: Human Resource Management Date of employment: January 2013 up to date Main duties and responsibilities: • Lecturing HRM courses such as Management & Leadership, Advanced Organisational Development, Training and Development and Talent Management and Capacity Building at the Post-graduate level • Lecturing at master’s degree level courses: Talent Management (TLM912S), Organisational Strategy (OSY911S), Research Methodology (RME912S) and Strategic Change Management (SCM910S) • HRM Curriculum development and research activities • Mentoring/coaching and development of Junior Lecturers and Lecturers • Academic (Teaching and Learning of senior students and postgraduate students) • Research supervision and Publication (HRM subject areas) • Outreach and Development • Administration and Management • Community Services and networking • Provide student support services • Representing the Namibia University of Science and Technology at various HRM – Committees outside 1. Previous position(s) Name of Employer: Ministry of Basic Education and Culture Position: Teacher, Senior Secondary Teacher, and Hostel Superintendent Date of employment: January 1982, January 1987, and January 1990 Date of departure: December 1982, December 1988, December 1991 Main duties and responsibilities: I was teaching Economics and business economics. As a Hostel superintendent, I was responsible for the Receiver of the revenue, Control, and filing of income registers, and invoices, etc, Overall hostel administration, Supervision of the hostel staff, Bookkeeping: inventory registers, balance statements and income sheets, Stock control, and Purchasing, Dealing with suppliers, and Maintenance of the hostel & equipment. 2. Previous position(s) Name of Employer: Ministry of Basic Education & Culture Position: Education Planner: Commercial subjects Date of employment: June 1992 Date of departure October 1993 Main duties and responsibilities: Curriculum design and research, Implementation of the new curriculum, Evaluate the existing subject curricula for commercial subjects, Developing and design appropriate assessment procedures, Development of teaching and learning materials, Implementation of subject curricula, Budgeting and Financial Planning, Facilitating workshops and In-service training for teachers at the national level 3. Previous position(s) Name of Employer: Ministry of Basic Education & Culture Position: Senior Education Officer: Broad Curriculum and Curriculum Management Date of employment: November 1993 and September 2001 Date of departure October 1998 and August 2002 Main duties and responsibilities: Broad Curriculum management at NIED, Development and implementation of the Broad Curriculum, Development of the syllabi and materials, Planning and execution of professional tasks regarding broad curriculum, Assist with financial and resource planning, Liaison with people in other directorates and stakeholders in education, Monitor development, revision and implementation of subject syllabi, Develop teaching and learning materials for schools and adult education programmes, Guide, assist and cooperate with projects based on curriculum development, Revision of ministerial policy documents and other programmes based on the national educational needs, Coordinating functions, various activities and the work of other staff members, Facilitate in-service training of teachers after needs assessment and identification, Targeted research in curriculum and entrepreneurship programmes for learners. 4. Previous position(s) Name of Employer: M.O.B Consulting Business Development Services CC Position: Executive Director: Business Development Date of employment: July 2001 Date of departure : July 2010 Main duties and responsibilities: • Human Resources Management and organizational performance management • Provide overall direction to the design & evaluation of training programmes, manuals and materials • Oversee conduction of all learning and Business development interventions • Job Description writing, job evaluation and job grading • Development of salary structures • Development of Five-year Strategic/Business Plans • Manage overall Human Resource Development function and determine medium and long term HRD strategies • Analyse, develop and always revise HRD policy and ensure its successful implementation • Internal efficiency reviews and Performance Management • Organizational development • Business strategy formulation and alignment process • Alignment of strategic objectives to a Balanced Scorecard • Development of organizational scorecards (KPA’s and KPI’s) • Change management, career/succession planning • Financial management and financial statement analysis • Feasibility studies and business plan formulation • Evaluation of corporate business policies and practices • Close liaison with the training departments of the client companies (public sectors and private sectors) 5. Previous position(s) Name of Employer: University of Namibia (UNAM) Position: Lecturer (Part-time) Date of employment: February 2003 Date of departure: November 2004 Main duties and responsibilities: Courses taught: • Curriculum studies in Adult Education (M Ed) • Teaching Methods of Economics (B Ed, 3rd year level) • Assessment and Evaluation of Instruction (Post-graduate Diploma in Education) • Studies in Workers Education (B Ed, 3rd year level) • Marginalised Peoples Education Discourse (B Ed, 3rd year level) • Research Projects: Economics (B Ed, 3rd and 4th year students) 6. Previous position(s) Name of Employer: Office of the Prime Minister Position: Deputy Director: Performance Management of the Public Service of Namibia Date of employment: 01 Aug 2003 Date of departure: 31 Feb 2006 Main duties and responsibilities: - Oversee the design and implementation of the Performance Management System (PMS) - Direct provision of Training and Human Resource Development functions in various government ministries - Manage and facilitate the implementation of Performance Management System in Offices/Ministries/ Agencies identified. - Manage and supervise the job activities of the training officers and other staff members in the directorate. - Capacity building, communication, consultation and information dissemination to stakeholders in the Performance Management Project - Awareness campaign and marketing of the PMS in all government offices/ministries/Agencies - Compliance and interpretation with the Public Service Act, Public Service Staff Rules, and other relevant Acts - Preparation, facilitation and rendering support to interventions that will facilitate the implementation - Mindset change for successful piloting and introduction of the PMS - Facilitating the achievement of work-related goals and reviewing performance as a way of motivating employees - Instilling a customer-service, performance-oriented, transparency, and accountability culture within all classes of public officials and align public service processes, rules, regulations, and practices with the new culture - Prepare, conduct, and facilitate training, radio, television, and newspaper talks/programmes/articles on the PMS - Compile and distribute newsletters and information materials on the Performance Management System - Maintain the PMS website, Liaise with contracted and donor partners, Compile and edit project documents, Manage and supervise staff involved in the PMS Project, and Supervised Chief Training Officers and other subordinates 7. Previous position(s) Name of Employer: UNESCO Position: National Project Coordinator: Capacity Building & Human Resource Development Date of employment: February 2006 Date of departure: July 2006 Main duties and responsibilities: - Capacity Building and Human Resource Development in Teacher Education Project. - Oversee Training & Development of Teacher Educators at all the Colleges of Education in Namibia - Manage overall Human Resource Development function and determine medium and long-term HRD strategies - Analyse, develop and always revise HRD policy and ensure its successful implementation - Establish a performance-driven culture, implement and facilitate OD interventions - Planning, coordinating, and overseeing all training arrangements relating to conducting training workshops - Create a conducive learning environment and integrate learning and development in all HR strategies - Do training needs analysis (situation-bound needs), assessment, determine training needs, analyze various levels of training, and identify various approaches to needs determination in consultation with various units and departments - Identify facilitators to conduct workshops and training activities as well as the areas needing development - Prepare and periodically revise the detailed training plan - Overseeing the development and review of training materials - Supervise training facilitators, develop their contracts, and maintain sound consulting relationships - Monitoring project implementation and progress - Prepare and submit progress reports - Keep proper accounts of the project and submit financial reports to UNESCO – prepare and revise the project budget - Manage and supervise other project staff and their performance 8. Previous position(s) Name of Employer: City of Windhoek Municipality Position: Business Analyst/Organisational Development Specialist Date of employment: 26 July 2006 Date of departure: 31 July 2011 Main duties and responsibilities: - Promote the overall organisational strategic intent, performance, innovation - Provides value-adding Organisational Development (OD) to ensure organisational effectiveness. - Render proactive support to the Management of the City of Windhoek through the provision of accurate management information using information management systems and Corporate Performance Models and make recommendations for decision-making that promotes and enhances organization performance and development as well as growth. - Provision of Organisational Strategic Management Support and Change management (OD) and talent management - Organisational Design and Job Design: Advice on the organisational structure to support and align it with the business strategy and strategic intent of the organization. Perform the process of strategic job analysis (and recognizing the changing nature of work ) in consultation with the line management - Coordinates all organisational performance initiatives and individual performance management - Conduct Business Process Mapping and Balanced Scorecard alignment to organizational strategic intent - Develop and review the Five-Year Strategic Plan of the Organisation each financial year - Compile Annual Reports and make presentations to top management and the Council on organizational performance - Job evaluation and facilitate job grading, capacity building, and Human Resource Development - Operates the information management systems in conjunction with the BI Support Specialist and does the business analysis for Management. - Responsible for implementation of strategic management/intent within the City of Windhoek in conjunction with the various stakeholders through the balanced scorecard and related/ similar models. - Investigate, analyse, and model (i.e. draw diagrams) each business area taking into consideration the operational objectives, business processes, data elements, business rules, and organisational structure. - Conducts business process engineering identifying business processes and identifying/proposing improvements/models - Capacity building in new projects and conducting training as part of the implementation of change initiatives and management and Conducting change readiness assessments. 9. Previous position(s) Name of Employer: Transport Namibia (TransNamib) Ltd Position: Director on the Board of Directors Date of employment: August 2015 Date of departure: February 2022 Main duties and responsibilities: • Appoint and oversee/manage the performance of the Chief Executive Officer, who is the accounting officer of the organisation • Establish or redefine the corporate vision, mission, and purpose • Create and monitor the organizational strategic plans • Appoint and evaluate the chief executive • Nominate directors and make decisions on committee membership • Provide proper financial oversight • Protect the company’s assets and members’ investments • Evaluate the company’s practices for business continuity and resiliency • Oversee and assess the annual operations and budgets • Ensure legal compliance and stay updated with regulatory changes • Uphold integrity in the company’s financial reports and disclosures on sustainability performance 11. Previous position(s) Name of Employer: TransNamib Subsidiaries: NAMRAIL, GPT/Transnamib Sleeper & Swakopmund Hotel Position: Director (Board of Directors) Date of employment: January 2017 Date of departure: December 2019 Main duties and responsibilities: • Appoint and oversee/manage the performance of the Chief Executive Officer, who is the accounting officer of the organisation. • Establish or redefine the corporate vision, mission, and purpose • Create and monitor the organizational strategic plans • Appoint and evaluate the chief executive • Nominate directors and make decisions on committee membership • Provide proper financial oversight • Protect the company’s assets and members’ investments • Evaluate the company’s practices for business continuity and resiliency • Oversee and assess the annual operations and budgets • Ensure legal compliance and stay updated with regulatory changes • Uphold integrity in the company’s financial reports and disclosures on sustainability performance Teaching Philosophy As a starting point, there is a need to provide an innovative, engaging, and responsive high-quality teaching and learning environment for the students, which supports 21st century pedagogy, the 4th Industrial Revolution (4IR), and beyond. Therefore, it is crucial to have in place a comprehensive student-centred academic support structure to ensure that the mode of teaching, which is research-based, and virtual can succeed in the blended learning environment. My teaching philosophy would aim to provide effective teaching based on the process of acquiring new knowledge, skills, and experiences to improve the quality of life of the students. My teaching philosophy focuses on both the practical and theoretical aspects of the content or subject matter, which requires proper planning, instruction, assessment, and feedback. This means that theoretical knowledge is the mandatory starting point. Therefore, the teaching aims at equipping the students with comprehensive knowledge and relevant expertise in the areas of the specific field of study. The students should be able to operate effectively in today’s ever-changing, dynamic and turbulent business environment both in public, non-governmental, and private establishments. Hence, students would be taught to know and understand the advanced comprehensive principles, concepts, theories and problem-solving techniques to cope in a workplace environment. To achieve this, the learning process would be facilitated both in and outside the classroom, requiring specific tasks to be carried out by the student. This facilitation will make use of, inter alia, practical projects, tutorials, case studies, problem-based learning, and individual journal article reviews. The progress of learning embedded in such tasks will be monitored, recorded, and assessed as necessarily required. I firmly believe that teaching must be based on the needs of the students by fostering and encouraging the use of e-learning, engagement in research activities, and the use of other relevant technology (AI) to enhance and create new knowledge. This denotes the importance of reshaping them through digitalization. Teaching should go beyond the classroom and consider the different backgrounds, and cultural differences of the students because students gain deeper insights when they link theoretical knowledge with the practicalities of their nationality and economic class. My teaching philosophy will also emphasize continuous learning, as well as respect, and other values and morals of the community. Subjects taught 1 Organisational Development and Change (ODC711S) Undergraduate, NUST, Bachelor of Human Resource Management 2 Introduction to Human Resources (IHR512S) Undergraduate, NUST, Bachelor of Human Resource Management 3 International Business Management (IBM422S), Undergraduate, NUST, Bachelor of Business Management 4 Introduction to Psychology of Human Resources (PHR511S), Undergraduate, NUST, Bachelor of Human Resource Management 5 Performance Management and Productivity Measures (PMP612S), Undergraduate, NUST, Bachelor of Human Resource Management 6 Education, Training, and Development (ETD711S), Undergraduate, NUST, Bachelor of Human Resource Management 7 Principles of Training and Development (PTD712S), Undergraduate, NUST, Bachelor of Human Resource Management 8 Research Methodology for Labour Relations (RME711S), Undergraduate, NUST, Bachelor of Human Resource Management 9 Engineer-in-society: Ethics & Professionalism, Undergraduate, NUST, Bachelor of Engineering 10 Research Methodology for Business Students (RMA411S), Undergraduate, NUST, Bachelor of Business Management 11 Management and Leadership (MAL811S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 12 Advanced Organisational Development and Change (ADC812S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 13 Advanced Performance Management (APM821S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 14 Career Management and Development (CMD812S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 15 Human Resource Metrics (HRM812S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 16 Training and Development Perspectives (TDP812S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 17 Research Methodology (RME811S), Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 18 Mini-Thesis Supervision and examination, Postgraduate - Honours, NUST, Bachelor of Human Resource Management (Hons) 19 Organisational Strategy (OSY911S), Postgraduate - Masters, NUST, Master of Human Resource Management 20 Strategic Change Management (SCM921S) Postgraduate - Masters NUST Master of Human Resource Management 21 Talent Management (TLM912S), Postgraduate - Masters, NUST, Master of Human Resource Management 22 Research Methodology (RME912S), Postgraduate - Masters, NUST, Master of Human Resource Management 23 Organisational Development (ODP921M), MLCM Programme, Postgraduate - Masters, NUST-Harold Pubgewitz, Master of Leadership & Change Management 24 Organisational Behaviour (OBE921M) MLCM Programme, Postgraduate - Masters, NUST-Harold Pubgewitz, Master of Leadership & Change Management 25 Curriculum Studies in Adult Education, Postgraduate, UNAM, Master of Education 26 Teaching Methods of Economics, Undergraduate, UNAM, Bachelor of Education 27 Assessment and Evaluation of Instruction, Postgraduate Diploma, UNAM, Postgraduate Diploma in Education 28 Studies in Workers Education, Undergraduate, UNAM, Bachelor of Education 29 Marginalized People's Education Discourse, Undergraduate, UNAM, Bachelor of Education 30 Research Projects: Economics, Undergraduate, UNAM, Bachelor of Education Successful supervision of Master’s degree students: No. Name of Student, year obtained, topic, research (structured, mini-thesis, or thesis), university, and qualification: 1. Kwizi, M. I. (2022). The impact of retrenchment on organizational performance at WordPress Namibia Limited in Windhoek. Thesis, NUST, Master of Human Resource Management. 2. Iipumbu, S. (2022). The impact of career development on employee retention at Rössing Uranium Limited. Thesis, NUST, Master of Human Resource Management. 3. Simasiku, S. (2022). Training and development practices at the Namibia Institute of Pathology Limited in the Khomas region. Thesis, NUST, Master of HRM. 4. Sem, V. (2022). The impact of orgnanisational culture on employee performance at Namibia Water Corporation Limited, Khomas Region, Namibia. Thesis, NUST, Master of HRM. Re 5. Mutasa, T. (2023). The effect of Performance Appraisal Practices on employee productivity at Zebra Publishing Proprietary Limited Namibia. Thesis, NUST, Master of HRM. 6. Ndafenongo, D. N. (2024). Examining the impact of career development on employee turnover intentions in the Ministry of Labour, Industrial Relations and Employment Creation in Windhoek, Namibia. Thesis, NUST, Master of Human Resource Management. 7. Achante Masala (2025). Investigating the impact of hybrid work model on employee performance at Mobile Telecommunications company in Windhoek, Namibia. Thesis, NUST Master of Human Resource Management. 8. Evarisa Ndapandula Thomas (2025). Examining the effect of centralised recruitment system on Namibia police force’s performance. Thesis, NUST, Master of HRM Management. 9. Katrina Megumbo Mbeeli (2025). Investigating employee perceptions on the implementation of a performance management system at Namibia Correctional Services. Thesis NUST, Master of Human Resource Management. 10. Matias Shikalepo Lukas (2025). Exploring challenges in retaining top talent employees at Namibia Qualifications Authority. Thesis, NUST, Master of Human Resource Management. 11. Pokati Shapwa (2025). Effect of the lack of rewards on employee satisfaction at Namibia Students' Financial Assistance Fund. Thesis, NUST, Master of HRM. 12. Selma Shilungu (2025). Exploring employee perceptions on the effectiveness of the Skillsoft Percipio e-learning platform in corporate training at Sanlam Namibia. Thesis, NUST, Master of HRM. Peer-reviewed publications in the past 5 years 1. Ochurub, M. & Alweendo, B., N. (2024). Analysing the influence of Talent Management strategies on organisational performance at Namibia Power Corporation. International Journal of Research in Social Science (IJRISS). ISSN 2454-6186. DOI Number:10.47772/IJRISS. Volume V111 Issue V. 2. Ochurub, M. & Ndafenongo, D., N. (2024). An exploration into the factors affecting the implementation of employee wellness programmes in the public service of Namibia. International Journal of Research in Social Science (IJRISS). ISSN 2454-6186. DOI Number:10.47772/IJRISS. Volume V111 Issue V. 3. Ochurub, M. Jeremiah, A. & Iipumpu, S. (2022). The Influence of Career Development Practices on Employee Retention in The Mining Industry in Namibia. International Journal of Research and Social Science. Volume 6, Issue 6. 4. Ochurub, M., & Jeremiah, A. 2021. Assessing operational efficiency and use of strategic capabilities in rail transport in Namibia. Namibia Journal for Research, Science and Technology. Volume 3, Issue 1. 5. Ochurub, M., Ochurus, E., & Jeremiah, A. (2021). Implementation of the new Public Procurement Act Number 15 of 2015: a case study of local authorities (municipalities) in Namibia. Namibia Journal for Research, Science and Technology. Volume 10, Issue 1. 6. Ochurub, M., Jeremiah, A. & Simasiku, S. (2022). Exploring the effectiveness of the talent development programme at the Namibia Institute if Pathology (NIP). International Journal of Research and Social Science. Volume 6, Issue 6. 7. Ochurub, M., Jeremiah, A. & Mulisa K.I. (2022). Impact of retrenchment on employee Productivity at WordPress Namibia Limited. International Journal of Research and Social Science (IJRISS). Volume 6, Issue 7. 8. Ochurub, M., Jeremiah, A. & Sem, V.H. (2022). Analysis of organizational culture as the main identity of an organisation. International Journal of Research in Social Science (IJRISS). Volume 6 Issue 6. 9. Jeremiah, A., Atiku, S.O., Ochurub, M., Shimaneni, F. & Kandjinga, E. (2022). Predictive influence of petty corruption on operations of Southern African universities. International Journal of Research and Social Science. Volume 6, Issue 3. 10. Ochurub, M., Bussin, M., & Goosen, X. (2012). Organisational readiness to introduce a performance management system. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 10(1), Art. #389, 11 pages. http://dx.doi.org/10.4102/ sajhrm.v10i1.389. 11. Ochurub, M. (2001). Developing and implementing the senior secondary curriculum in Namibia post-independence. Oxford Brookes University. Broad Research Theme: My broad research theme is based on many different, conflicting, and remotely related ideas on the impact of Artificial Intelligence (AI) on the changing business environment with a specific focus on the micro and macro environmental aspects that need to be aligned with AI for workable solutions leading to enhanced operational efficiency. AI as the simulation of human intelligence processes by machines plays a very crucial part in improving the business environment with all its processes. The theme as highlighted above would focus on all the features, perceptions, and experiences that the researcher sees as relevant to the research question. In order words, there will be an integrated approach to align business development processes, human resource issues, and people management challenges to AI. The main question for consideration is how AI systems may work by ingesting large amounts of business and change management data, analyzing the data for correlations and patterns, and using these patterns to make predictions of the future states of the business and employee growth with a specific aim to prepare people and businesses to meet the requirements of the Fourth Industrial Revolution (4IR). We are now in the fourth industrial revolution, also referred to as Industry 4.0. and researchers should take cognizance that there is increasing automation and the employment of smart machines and smart factories underway. It means that the research must produce informed data that would help to produce goods more efficiently and productively across the value chain. On the other hand, the research theme would also focus on the elements of learning, reasoning, self-correlation, and creativity, which could be linked to artificial intelligence in the sense that it could focus on obtaining data and turn it into actionable information, choosing the right algorithm to reach a desired outcome, fine-tuning algorithms to ensure most accurate results possible and using statistical methods and other AI techniques to generate new ideas. The research theme on the business environment and HR-related practices has been selected as it is important to change how we work and live, and AI has been linked to it to automate some repetitive, detailed-oriented tasks done by humans such as customer services, business management, change management, etc. Academic Administration Details: Programme directorship/coordination: Programme Coordinator for the Master of Human Resource Management (09MHRM) programme since 2020, as well as the other courses taught at master’s degree level: Organusational Strategy (OSY911S), Talent Management (TLM912S), Strategic Change Management (SCM910S) and Research Methodology (RME912S). Academic committee membership: I am a panel member and reviewer in the Departmental Committee for Research and Innovation (DCRI), the School Higher Degrees Research Committee (SHDC), and the Faculty Higher Degrees Research Committee (FHDC). Head of Department (Governance & Management Sciences). General academic administration (incl. HoD, Dean, etc.) Community Engagement: Position in community engagement (e. g. Board of NGO). I was appointed by the Usakos Town Council to serve as a Trustee on the Michael Josef Uirab Education Trust Fund and have developed some policies on the strategic direction of the fund as well as organizational development initiatives for the Fund. This position and all activities carried out are non-remunerative and part of community services. Active community involvement (Projects): • In 2023, I conducted an industry needs analysis for the programmes/courses offered by Africa Institutional Management Services (AIMS) as well as training and development of the staff members in business-related areas and HR as part of the community services. • I facilitated and conducted a three-day training and development workshop for FESMAS (Fellah’s School of Mathematics Sciences) on 13 – 15 September 2023 as part of the community engagement project without any remuneration. • I taught and assessed well-structured course content in Management Leadership skills to one hundred and thirty (130) final-year Engineering students at NUST as part of the community services between October and 1 November 2023 academic year. External projects: Membership to professional bodies: I was serving on the Board of Directors of TransNamib and was the Chairperson of the Human Capital Sub-committee for seven (7) years. I was also a member of the Board of Directors of NAMRAIL and chaired the HR Committee for three (3) years.