Performance Report 2010-2011 - MiHR

Performance Report 2010-2011 - MiHR

Reliable labour-market information means we can startto reduce the effects of the cycle, industry can investin scenario planning and better understand the humancapital needed to meet their production targets andmaintain profitability.MiHR is aresearch-drivenorganizationProviding increased intelligence to industrystakeholders enables the mining sectorto proactively address labour-marketchallenges such as recruitment, retention,diversification and training. Since it wasfounded in 1996, MiHR has combinedfunding from both the public and privatesectors to develop research, analyze,forecast and disseminate labour-market,human-resource and other informationrelevant to the mining sector.By identifying labour-market supply anddemand gaps, we are helping industrytake practical measures to ensure thatthe risks associated with a shortage(or surplus) of labour can be mitigated.Labour-market information underpinsevery aspect of industry planning andpreparedness.The Mining IndustryWorkforce InformationNETWORK (MIWIN)The Mining Industry Workforce InformationNetwork (MIWIN) was launched in 2007.Its aim is to provide accurate and timelylabour-market information (LMI) to the“MiHR is a good source for information...the Council isforward looking, strategic plans examine the next5-10-15 years which is such an essential componentfor the mining industry to rely on and prosper under.”Ingrid Hann, VP Human Resources, De Beers Canadamining industry and its stakeholders.This entails forecasting future hiringrequirements in the sector, by occupationand region, based on fluctuations incommodity prices — the largest driverof employment in the sector. To date,MIWIN forecasts have been producedfor mining in British Columbia,Saskatchewan and Ontario. As a resultof the Saskatchewan forecast theSaskatchewan provincial governmentis developing a post-secondary strategyfor mining in the province and MiHR iscommitted to being part of this taskforce.Create customizableforecasts using theonline databaseIn October 2009, MiHR began to developa pan-Canadian forecasting capability forwhich a National Report will be completedby mid-2010. Ultimately, MIWIN willinclude a web-basedonline query function,which will enableusers to generatecustom hiringforecasts based onselected criteria.Reliable LMI will havea huge impact on the industry: universitiesand colleges will access the informationthey need to make proactive decisionsaround forecasting human resourceneeds while employers can plan aroundmultiple scenarios.ONTARIO, SASKATCHEWAN & BRITISH COLUMBIA STUDIESMINING INDUSTRY HUMAN RESOURCES COUNCIL 3

Making the grade:Current and projectedsupply and demand forhighly qualified peoplein the Canadian mineralsand metals industryHighly qualified people are essentialto innovation, productivity and long-termsustainability of the industry. Currently,industry lacks fundamental informationabout this segment of the workforce.Standard sources of labour-marketinformation do not usually reportspecifically on HQP and its unique HRchallenges and opportunities have notbeen clearly identified.To address this, MiHR has partnered withthe newly established Canada MiningInnovation Council (CMIC) to develop aworkforce profile and improve industryunderstanding of the HR challenges andopportunities for HQP. Findings from thisstudy will enable industry stakeholders totake a proactive and strategic approachto attracting and retaining this importantgroup. Due for release in 2011, the studywill enhance the existing LMI offered byMiHR. Ultimately, this exciting initiative willincrease the participation of HQP inCanadian mining and ensure the futurecompetitiveness and growth of the industry.MINING INDUSTRY HUMAN RESOURCES COUNCIL 5

ANSWERING THE HR CHALLENGE | ACTIVITY REPORT 2010-2011We NEED TO INCREASEWORKER MOBILITYretain workers and transfer valuableindustry knowledge

It can take anywhere from two-to-five years to train a skilled workerfor the mining industry. Now is not the time to take our foot off thegas when it comes to investment in workforce development. Theestablishment of recognized National Occupation Standards willhave a significant and long-lasting effect on our sector. The CanadianMining Credentials Program (CMCP), through the certification of miningworkers, aims to increase overall retention and mobility of the workforce.Mining credentialsare an industry priorityAttracting and retaining top talent is apriority in the mining industry. One of thekey strategies for addressing this priorityis to define a set of nationally recognizedoccupational standards and to certifyworkers against them. Certifying workersto industry-defined standards ensuresthat the training, skills and experienceof existing and potential new workersmeet the needs of employers. Buildinga common understanding across thecountry about previously unrecognizedor loosely defined occupations will helpto support mobility in the labour pool andfacilitate recruitment of workers at newand existing mine sites.For the past three-and-a-half years, MiHRand a group of industry leaders havebeen working together to build a suite ofNational Occupational Standards (NOS)that create a common understanding ofthe skills, competencies and knowledgerequired to work safely and proficientlyin various occupations in the miningindustry. The NOS for undergroundminers, minerals processing operatorsand surface miners are now completeand others are being developed. TheseNOS will be used as the foundationfor conducting workplace assessmentsand certifying workers who havedemonstrated that their skills andknowledge meet or exceed the newlydefined industry standards.Certification pilotsare now underwayIn 2010, the certification program is beingpiloted at four to five sites across Canada.The policies, procedures, assessmenttools and certification process as a wholewill be evaluated, moving certificationfurther towards an industry reality andfull implementation cross Canada.Transferring valuableindustry knowledgeA recent addition to the MiHR video libraryis a suite of over 100 clips of miningsupervisors, managers and executives.It provides unique insights on attributesof the mining sector and 18 key skillsneeded by workers. These clips are one“As a national representative, I saw that the expertiseand knowledge that miners had accumulated wasn’trecognized. I certainly heard from the shop floor thatworkers wanted recognition for their skills and thecredentials program will do that.”Walter Manning, National Representative, Communications,Energy and Paper Workersstage in a knowledge-transfer strategyand hold immense value when you considerthat the industry will lose up to 40 percent of its workforce in the next 10 yearsdue to retirement.Completed NATIONALOCCUPATIONAL STANDARDS✓✓✓✓Underground MinerMinerals Processing OperatorSurface MinerDiamond DrillerOther priority occupations have been identifiedfor developmentMINING INDUSTRY HUMAN RESOURCES COUNCIL 7


MiHR’s attraction strategy equips industry with thenecessary knowledge to recruit, retain and advance moreunder-represented groups, such as Aboriginal workers,women, new Canadians and youth, into the sector. All ofthe products shown on the following pages are availablefrom MiHR. Request them through Mining asa Career of ChoiceThe face of mining in Canada is changing.The average person’s image of miningfocuses on practices of half a century agoand methods long abandoned by miningcompanies. The realities of modernmining paint a much-improved picture.Unfortunately, youth continue to havenegative perceptions associated with thesector and are not aware that the miningindustry pays, on average 66% more thanthe average of all Canadian industries.huge dividends in the future when themarket begins to tighten and competitionfor skilled workers increases.Canada’s first miningvirtual career fairThis unique event was created in responseto a survey of mining employers to assistthem with their current recruitmentchallenges. Employers were able toaccess pan-Canadian and internationalemployment seekers with zero travelcosts, reduced carbon footprint and noVirtual MineMentor Program. Developedby industry, Explore for More programshave a direct impact on the choices ofcareer seekers and student transitioninto the industry. The Virtual MineMentorProgram establishes an early link toindustry through positive mentoringrelationships, encouraging students tochoose a career in mining. Focused onoutreach to communities, the SpeakersBureau is a valuable resource to educatorsand students. You can support your“As employers, we need to proactively reach out and connectto our future workforce. Explore for More career resourceshelp us make these essential connections with youth.”Patricia Dillon, Director, Employee Communications and Engagement& Industry Relations, Teck Resources LtdExplore for More career kits have been distributed toall high schools in Canada, reaching over 100,000students. We’re reaching the miners of tomorrow.We simply can’t mortgage away our future.Employers need to collaborate withtraining institutions to make their futurerequirements for skilled and well-trainedworkers known, invest in workforce diversityprograms and distinguish themselvesas employers of choice — which will paytime away from the office. The opportunityto chat directly with career seekersexpedited the whole recruitment process— over 500 resumes were submitted,an average of 20 job applications perexhibitor.Motivate and inspire studentsthrough the Speakers Bureau andVirtual MineMentor ProgramStudents across Canada continue tobenefit from the Speakers Bureau andindustry through this awareness programby becoming a speaker, mentor orthrough sponsorship.Mining Reality TVCareer videos produced by MiHR arebeing used by industry to changeperceptions of mining. Viewable and our YouTube channel, the videos, which feature15 diverse Canadian miners in action,are encouraging interest and dialogueamong career seekers.MINING INDUSTRY HUMAN RESOURCES COUNCIL 9

Implement a diversitystrategy using toolsdesigned by industryMiHR continues to work with industryto research and produce tools that helpemployers make the best use of allpotential sources of labour. To date,we have distributed hundreds of ourMining for Diversity guide and recentlyhelped manage a study on the statusof women in mining.Mining for Diversity – An Employer’sGuide to Attract, Recruit & Retaina Diverse WorkforceCreated through consultation with industry,the innovative practices described in thisguide are valuable corporate intelligence.A total of 27 mining companies withRamp-UP - A Study on the Status ofWomen in Canada’s Mining andExploration SectorDiversifying the workforce by increasing thenumber of women retained and recruitedby the mining sector is an essentialstrategy in addressing the looming skillsshortage. The Ramp-UP study, launchedat PDAC 2010 has produced findingsthat confirm to industry what barriersexist and more importantly what can bedone to attract, retain and advance morewomen in the sector.“I think the Ramp-UP study is a tremendously valuablepiece of information... that really allows us to see women’semployment in mining from a variety of perspectives.”Heather Bruce Veitch, Director, Human Resources,Iron Ore Company of CanadaAboriginal peoplesplay an important rolein the future of miningCanada’s Aboriginal communities areincluded as part of a multi-prongedeffort by MiHR to address the labourshortage. Many Aboriginal communitiesare located close to principal producingmines and many active explorationsites. Additionally, half of all Aboriginalpeoples in Canada are under 25 years ofage and the community’s growth rate ismore than four-times that of the generalpopulation, making it one of the fastestgrowing groups in the country.MiHR collaborated with industry, organizedlabour, educational institutions, Aboriginalcommunity leaders and other groups todevelop resources and guides for bothindustry and Aboriginal communities.Mastering Aboriginal Inclusion in Miningand the Guide for Aboriginal Communitiesare readily available from MiHR.Canadian operations “opened their HRdepartments” and exchanged innovativeand ground-breaking attraction, recruitmentand retention programs.ANSWERING THE HR CHALLENGE | ACTIVITY REPORT 2010-2011

“Attracting Aboriginal people to the mining sector not onlymakes geographical sense, it also makes economic sense.Today mining jobs offer any Canadian a chance at a rewardingand well-paying profession. These jobs can help sustainnorthern communities, and by MiHR helping the miningindustry address the labour shortfall, they are helping theindustry stay ahead of the curve through Aboriginal inclusion.”Gordon Peeling, President and CEO, The Mining Association of CanadaThis guide contains information forstudents, teachers, career counsellorsand leaders in Aboriginal communitieson the numerous career opportunitiesavailable in Canada’s mining industry,and the training and educationopportunities associated with those jobs.Divided into four sections that coverthe main areas of mining — exploration,development, operations and closure— the guide describes the activities,opportunities and training programsrelated to all occupations in the miningindustry. It is also available online at:www.aboriginalmining.caMastering Aboriginal Inclusion in Miningis a modular series of programs designedto nurture and grow the competenciesthat help businesses become companiesof-choicefor Aboriginal talent. Themodules and training program (availablethrough makea strong business case for Aboriginalinclusion. Developed jointly with theAboriginal Human Resource Council,these initiatives educate and equipmining companies with the knowledgenecessary to recruit, retain and advancemore Aboriginal workers in the sector.Helping employersnavigate foreignworkerrecruitmentRecruiting foreign workers requiresforesight, planning and, at times,the services of third parties such asrecruiters operating in source countries,training organizations and immigrationpractitioners authorized by Citizenship& Immigration Canada. This guidesummarizes the many options andsteps available, background informationregarding government requirements,examples of industry best-practices,tips from employers who have beenthrough the process and a comprehensivelist of resources.MINING INDUSTRY HUMAN RESOURCES COUNCIL 11

Understanding the truephysical demands ofthe jobs you recruit forFollowing a comprehensive analysisof the physical skills required forUnderground Miner, Surface Miner,and Mineral Processing Operator Techoccupations, MiHR produced 34 detailedphysical demands reports. HR Managersand Health & Safety Officers are usingthese guides to understand and makethe best use of all potential sources ofsupply (including women, mature workersand persons with disabilities), to assistin returning injured employees to work,and to determine compatibility betweena worker and a specific job.Tools for supporting minedownsizing or closureEasy-to-use workplace-adjustment toolsand services are available to helporganizations meet the challenges ofre-integrating laid-off workers due todownsizing or mine closure. MiHRis helping employers manage thisdifficult process.Take advantage offederal governmenttools and programsTwo guides have been produced foremployers to provide an overview offederal government programming andtools that are available to the miningindustry. To date we’ve distributedhundreds of these employer tools.Stay informed on HRissues and opportunitiesMiHR personnel regularly attendconferences and trade shows andpresent at industry meetings on the HRchallenges facing our industry. To inviteMiHR to present, or to register forinformation on our Annual Forum forIndustry, please email advantage ofresources createdfor the industry,by the industryThe products and publications shownhere are all available from MiHR anddownloadable at To receivefree mining HR updates and information,register for HR Prospector by THE HR CHALLENGE | ACTIVITY REPORT 2010-2011

StrategicFrameworkThe MiHR Strategic Plan is based on fivekey human resources priorities for thesector. They were originally identified inthe 2005 sector study and are regularlyrevised and revalidated through industryconsultation and the MiHR Board.1. Meet current and projected HRdemand by increasing and makingbest use of all potential sourcesof labour supply.2. Address existing and expected skillgaps in the industry.3. Ensure standardization of skills andtraining consistency to facilitaterecruitment, establish clear educationrequirements and increase workermobility.4. Ensure that all stakeholders are awareof and understand the critical HR issuesand opportunities facing the mineralsand metals industry, and that they areaware of the programs and servicesthat exist at the federal, provincial andterritorial level to address them.5. Increase industry stakeholders’ abilityto understand, anticipate and planfor HR-supply-and-demand requirementsthrough labour-market information,occupational forecasting and HRbasedresearch.The strategic plan organizes MiHR’s programming into four Prioritiesas part of an overall strategy to address the HR challenge:Industry Catalyst and LeaderFacilitating and leading the collaborativeefforts of the Canadian miningindustry to address the HR challenges.Skills, Learning and MobilityNational Occupational Standards,Worker Certification, TrainingAccreditation.Attraction, Retention and TransitionResearch for Industry SustainabilityTools and programs that increase workplacediversity, Aboriginal participation, retaintalent, promote careers in the industry.Labour market information, HR policyresearch, workforce developmentresearch.MINING INDUSTRY HUMAN RESOURCES COUNCIL 13

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