True to Ruwacon’s belief, we continue restoring buildings in the communities in which we operate.
Ruwacon is committed to the development of its people. Considering the current skills shortage in South Africa, we are pursuing meaningful training initiatives that offer our people the opportunity to develop themselves. Our efforts are predominantly based on learnerships for previously disadvantaged individuals within our company as well as a bursary scheme for technical students and in-service training. Training programs such as EPWP are also pursued in an effort to contribute to the upliftment and empowerment of the respective communities in which Ruwacon operates.
As part of our bursary scheme, Ruwacon provides full funding for previously disadvantaged individuals completing their building / civil studies. A number of these students are completing a construction course at the National Institute for the Deaf in Worcester. Despite their hearing disability, four students who completed their courses have already joined Ruwacon’s workforce.
Recently, a pre-school, His Grace Pre-School, in the rural Bizana community was upgraded. The yard of the play school was levelled and cleared of any dangerous, open trenches in order to provide a safer play area for the children. The school was properly fenced and additional class room space was provided. The existing classrooms were renovated and additions were made to enhance the learning environment of the school.
Further to these initiatives, Ruwacon continues to aid development and education initiatives within the communities in which we operate in order to facilitate sustainable access to the economy for these beneficiaries.
Ruwacon implemented a formal Enterprise Development Program in order to effectively contribute towards Enterprise Development.
The objective of this program is to assist each developing contractor in reaching independence and sustainability by addressing areas of development as identified in the BEE Codes of Good Practice.
A needs analysis of each SMME is done to determine exactly where the needs for development in the organization might be. This analysis is done on various functional areas of the organization including finances and administration, legal compliancy, tendering, purchasing, cost control, programming, technical skills as well as labour and general management skills.
After the needs analysis is completed, a business development plan is compiled based on the needs as identified in the analysis. Certain individuals in the SMME will be identified as protégés and enrolled in a mentorship program. This program entails skills transfer and mentoring on all hierarchical levels of the organization in order to ensure skills sustainability on each level in the organization
All Ruwacon resources are made available to assist the development of the SMME by whatever means necessary, whether it is mentoring or systems transfer and establishment.