 |
Andrew Skudder,
group executive
responsible for
enterprise capability |
The Murray & Roberts
leadership teams are a key
source of competitive
advantage and the Group has
implemented a rigorous
process to prepare them for a
period of sustainable growth.
Many of the human capital challenges facing the Group are industry-wide, requiring an holistic
approach aimed at both supply side initiatives (growing the pool, diversifying the source and
attracting better than the competition) and demand side activities (retention plans, accelerated
development and reconsidering job designs) to ensure that the Group attracts, develops and
retains the talent it requires to meet its transformation and growth objectives.
In the longer term, sustainable growth depends on the organic development of leadership
talent. Murray & Roberts has adopted the Leadership Pipeline process to develop and retain
its own talent with a comprehensive succession and development program, based on a
common understanding of the roles of leadership at every level of the organisation.
This defines a long term succession planning process ensuring a full and flowing pipeline of
leadership talent.
Murray & Roberts continuously strengthens its human capital development with formal
management of its leadership pipeline. The Group is awarding more bursaries, facilitating
more leadership development and providing more learnerships and artisan training.
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. |
Capabilities
