EMPLOYMENT PROFILE BY LEVEL OF THE ORGANISATION
FEMALE
MALE
OCCUPATIONAL LEVEL Black Coloured Indian White Black Coloured Indian White
TOP MANAGEMENT 0% 0% 0% 0% 33% 0% 0% 67%
SENIOR MANAGEMENT 0% 0% 0% 12% 0% 0% 0% 88%
MIDDLE MANAGEMENT 0% 0% 0% 18% 3% 3% 1% 75%
JUNIOR MANAGEMENT &
SPECIALISTS 2% 2% 0% 21% 6% 2% 0% 67%
SKILLED EMPLOYEES 5% 9% 1% 24% 30% 4% 0% 27%
UNSKILLED EMPLOYEES 4% 0% 0% 0% 93% 3% 0% 0%
SUCCESSION MANAGEMENT TALENT DEVELOPMENT
The objective of succession management at Senwes is to ensure
that there is enough talent to provide cover for critical positions.
It is also to ensure continuity by being able to replace people in
critical positions and to develop leaders for future positions in line
with our leadership development competency model. There is
adequate short-term cover and at least two potential successors
for every management and professional position in the company.
Potential successors have personal development plans to enhance
their successor readiness. We recognise that talent capacity is an essential component of
our competitive advantage. Our business exists for the sake of the
customer and is built on our relationships with them, which are
established, maintained and enhanced by our capacity to meet
their needs and solve their problems.
In order to play this role effectively and competitively, our
employees need to have leadership qualities and competencies. We
have developed a leadership competency model which articulates
the competencies that every Senwes leader should possess and
our talent development investments are targeted at securing such
competencies.
LEADERSHIP DEVELOPMENT MODEL
ADAPTING TO CHANGE
Deals with change in authentic, positive and
resilient ways, being supportive in different
situations and respecting diverse groups of
people.
GETTING THE RESULTS
Unlocks value and achieves outstanding results
through discipline, integrity and well planned,
timeous execution.
DESIGNING THE FUTURE
Focuses on developing ideas and exploring a range
of possibilities, analysing and solving problems in
ways that have a long-term impact.
INFLUENCING OTHERS
Takes people on a journey through communicating
and partnering with others, building relationships,
demonstrating leadership and developing people.
Senwes INTEGRATED REPORT 2015
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