| |
| HUMAN CAPITAL |
| |
| As South Africa's leading engineering and construction
group, Murray & Roberts has strengthened its human
capacity to meet the challenges to 2010 and beyond. |
| |
 |
Jerome Govender (35)
appointed CEO Bombela
Concession Company
from July 2007 |
Vaneshree Naidoo (33)
appointed MD Murray & Roberts
Concessions
from July 2007 |
Dave Athey (41) appointed
MD Murray & Roberts
Engineering Solutions
from October 2007 |
John Smith (51)
appointed CEO of
Clough
from August 2007 |
|
| |
 Malose Chaba (47)
appointed CE of the
engineering contracting
& services cluster from
October 2007 |
| |
South Africa experienced several construction related
growth cycles through the 1950s, 1960s and 1970s.
However, the current infrastructure investment boom is by
far the largest in the country's history as infrastructure is
provided for an economy that is now serving all South
Africans. After more than two decades of decline, this will
raise the profile of the engineering and construction
industry and drive demand for related human capital and
leadership talent. The human capital challenge lies in basic
skills and strategic and professional leadership.
This is a global challenge and not one affecting South
Africa alone as infrastructure development becomes
characterised by larger and more complex projects
requiring more sophisticated leadership with the ability to
manage complex and dynamic environments.
It is not the first time the South African construction industry has had to undergo a rapid
transformation to meet significant new expectations. A similar challenge loomed in the
1960s and 1970s when the country experienced the last cyclical construction upturn.
A new generation of leaders seized the opportunity and
met the challenges posed at that time.
Murray & Roberts views its leadership teams as a key
source of competitive advantage and has implemented a
rigorous process to uncover fresh solutions and prepare
them for a period of sustainable growth.
Many of the challenges facing the Group are industrywide.
This limits the scope for external recruitment
within South Africa. Murray & Roberts has an active
recruitment program underway to attract expatriate South
African construction executives from the international
community and build domestic imple mentation capacity.
Employing expatriates (as opposed to repatriating South
Africans) is a sensitive issue in a country with high
unemployment, but it must be recognised that South
Africa has never before been able to meet the challenges
of high growth from internal resources alone.
In the longer term, sustainable growth depends on the
organic development of leadership talent. Murray &
Roberts has adopted a process to develop and retain
its own talent through a comprehensive leader ship
succession and development program, based on a
common understanding of the roles of leadership at all
levels of the organisation. This defines a long term
succession planning process ensuring a full and flowing
pipeline of leadership talent.
Murray & Roberts is strengthening human capital
development throughout its leadership pipeline. The
Group is awarding more bursaries, facilitating more
leadership development and providing more learnerships
and artisan training. As part of an industry initiative, the
Group has entered into an agreement with other listed
South African engineering and construction firms and the
Department of Education to support the development of
construction skills and underwriting of jobs at Further
Education & Training colleges.
Murray & Roberts has identified the industry leadership
and skills challenge early and is prepared for 2010
and beyond.
The Murray & Roberts career website is accessible at www.careers.murrob.com.
The career website is used to communicate with potential candidates for
advertised vacancies and for bursary and graduate development opportunities. |
|
|
