Orientation: The South African construction industry is constrained by the shortage of a skilled workforce due to global competition and insufficient graduate output. There is a need to evolve attract and retain the most valuable talent. Research purpose: The aim of this study was to investigate talent management in a prominent South African internationally operating construction company. The objective is to develop a framework for enhancement of talent management practices. Motivation for the study: The South African construction industry’s inability to retain talent, hampers global competitiveness and productivity. Talent shortages need to be addressed at a strategic level to remain competitive. Research approach/design and method: A qualitative research approach examined a single South African construction organisation in the Gauteng Province. Grounded theory was used to analyse data generated from interviews, participant observations and company documents. Main findings: Firstly, talent management in the construction industry supposes mutual actions from the organisation and its talented employees. Secondly, internal enablers drive business outcomes by in alignment with a well-crafted strategy. Thirdly, a regulatory framework should acknowledge labour market dynamics and diversity. Fourthly, internal and external enablers should be taken into consideration. Finally, effective implementation of talent management practices yields talent sustainability and competitiveness. Practical/managerial implications: The two conceptual frameworks developed indicate: (1) key factors that play a role in talent management, and (2) the interface between talented employees and the organisation. Contributions/value-add: The findings provide two proposed frameworks that could guide leadership to devise an enabling global competitive talent management environment in the construction industry.

中文翻译：

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南非建筑业的人才管理

方向：由于全球竞争和毕业生产出不足，南非建筑业受到熟练工人短缺的限制。有必要发展吸引和保留最有价值的人才。研究目的：本研究的目的是调查南非一家著名的国际运营建筑公司的人才管理。目的是建立一个框架，以加强人才管理实践。研究动机：南非建筑业无法留住人才，阻碍了全球竞争力和生产力。需要在战略层面上解决人才短缺问题，以保持竞争力。研究方法/设计和方法：定性研究方法检查了豪登省的一个南非建筑组织。扎根理论被用来分析从访谈，参与者观察和公司文件中产生的数据。主要发现：首先，建筑行业的人才管理假设组织和其优秀员工之间的相互配合。其次，内部推动者通过精心制定的战略来推动业务成果。第三，监管框架应承认劳动力市场的动态和多样性。第四，应考虑内部和外部推动因素。最后，有效实施人才管理实践可以提高人才的可持续性和竞争力。实际/管理意义：所开发的两个概念框架表明：（1）在人才管理中发挥作用的关键因素，以及（2）人才与组织之间的接口。