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Mining in Canada

Mining in Canada. HR Challenges and Opportunities. Overview of Presentation. About MiHR Human Resources Challenges in the Minerals and Metals Industry Getting the Facts - Sector Study Project Key Findings Recommendations Conclusions MiHR’s role. MiHR History in two minutes.

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Mining in Canada

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  1. Mining in Canada HR Challenges and Opportunities

  2. Overview of Presentation • About MiHR • Human Resources Challenges in the Minerals and Metals Industry • Getting the Facts - Sector Study Project • Key Findings • Recommendations • Conclusions • MiHR’s role MINING INDUSTRY HUMAN RESOURCES COUNCIL

  3. MiHR History in two minutes • First Mining Sector Study - 1993 • MiHR (MITAC) Incorporated in 1996 • Multi-partite structure - labor/mgt/Associations/education/equity groups • Products, Services & Projects (1996-03): • Training development – 120+ modules • Training Needs Assessment • Adjustment tools and services • Career information products • Youth Internship program MINING INDUSTRY HUMAN RESOURCES COUNCIL

  4. Sector Study - Project Overview • 30-month study • Led by stakeholder Steering Committee • Managed by Mining Industry Human Resources Council (MiHR) • Funded by the Government of Canada’s Sector Council Program • Resulting in concrete recommendations and action plans MINING INDUSTRY HUMAN RESOURCES COUNCIL

  5. Key Findings - Industry Growth MINING INDUSTRY HUMAN RESOURCES COUNCIL

  6. Key Findings - An Aging Workforce MINING INDUSTRY HUMAN RESOURCES COUNCIL

  7. Key Findings - An Aging Workforce MINING INDUSTRY HUMAN RESOURCES COUNCIL

  8. Key Findings - Retirement Projections MINING INDUSTRY HUMAN RESOURCES COUNCIL

  9. Key Findings - Suppliers & Contractors MINING INDUSTRY HUMAN RESOURCES COUNCIL

  10. Key Findings - Opportunities • Youth • Women • Aboriginal Community • New Canadians MINING INDUSTRY HUMAN RESOURCES COUNCIL

  11. Key Findings - Engineers MINING INDUSTRY HUMAN RESOURCES COUNCIL

  12. Key Findings - New Graduates • Only a percentage of new graduates will seek employment in the minerals and metals industry • Recruitment challenge: • Intense global competition for Canadian graduates • Graduates lured by work in “exotic” locations MINING INDUSTRY HUMAN RESOURCES COUNCIL

  13. Key Findings - Geologists, Geochemists & Geophysicists • Supply of Geoscientists is not meeting current demand • Interprovincial mobility/recognition of credentials is an issue MINING INDUSTRY HUMAN RESOURCES COUNCIL

  14. Key Findings - Industry Attraction MINING INDUSTRY HUMAN RESOURCES COUNCIL

  15. Key Findings - Supply & Demand Gap MINING INDUSTRY HUMAN RESOURCES COUNCIL

  16. PSE Supply Challenge • The mining industry will need to recruit between 57,000 and 81,000 new people in the next 10 years • Over 60% of this workforce (34,000 – 49,000) will require some level of post-secondary education (PSE) • The current mining-related PSE programs in Canada will only produce between 9,000 and 14,000 new workers for the mining industry MINING INDUSTRY HUMAN RESOURCES COUNCIL

  17. Key Findings - Recruitment Practices • Job posting is most common recruitment tool • Co-op and Apprenticeship programs are most effective methods of recruitment - But they are not adequately supported MINING INDUSTRY HUMAN RESOURCES COUNCIL

  18. Key Findings - Workforce Planning • In general, firms plan for the current year, seldom extending planning beyond three years • Mining employers would benefit from: • Making workforce planning a priority • Taking a more proactive approach to identifying and developing key successors to workers who will retire MINING INDUSTRY HUMAN RESOURCES COUNCIL

  19. Key Findings - Retention Strategies • Employee satisfaction is comparatively high • Until recently, employees have remained with same employer for several years • Retention is becoming a critical element of HR planning MINING INDUSTRY HUMAN RESOURCES COUNCIL

  20. Key Findings - Recruitment & Retention Challenges • Competition for skilled labour • Awareness and perception of the industry • Commuter operations • Delayed retirement MINING INDUSTRY HUMAN RESOURCES COUNCIL

  21. Key Findings - Meeting Skills Requirements • Education and training • Skills requirements and the northern workforce • Impact of technological change • Certification requirements • Skills gap - post-secondary mining programs MINING INDUSTRY HUMAN RESOURCES COUNCIL

  22. Call to Action - Objectives • Increase and make best use of all potential sources of supply • Address existing and expected skill gaps in the industry • Ensure standardization of skills and consistency of training delivery • Ensure that all stakeholders are aware of and understand the critical human resources issues MINING INDUSTRY HUMAN RESOURCES COUNCIL

  23. Objective A - Increase/Make Best Use of All Supply Sources • Promote the industry to youth Ö • Develop national strategy focused on Canada’s Aboriginal workforce Ö • Actively target non-traditional groups Ö *Current/future MiHR project(s): Ö MINING INDUSTRY HUMAN RESOURCES COUNCIL

  24. Objective B - Address IndustrySkills Gaps • Undertake proactive HR practices and workforce planning Ö • Develop programs to attract retired workers and retain older workers Ö • Encourage mentoring programs • Develop collaborative, cross-industry education and training strategy Ö MINING INDUSTRY HUMAN RESOURCES COUNCIL

  25. Objective C - Standardized Skills & Consistent Training Delivery • Present a clear case for the potential benefits of occupational standards, certification and program accreditation to employers and other industry stakeholders Ö • Develop and implement national occupational standards Ö • Standardize credentials for professional occupations MINING INDUSTRY HUMAN RESOURCES COUNCIL

  26. Objective D - Awareness • Develop and implement a communications strategy Ö • Raise awareness and understanding of the issues • Promote collaboration MINING INDUSTRY HUMAN RESOURCES COUNCIL

  27. Study Conclusions • The Canadian Minerals and Metals Industry will be facing a human resources crisis within ten years • To mitigate risk, the industry will work collaboratively with education and governments to attract and recruit skilled workers • 45 individual plans/projects/initiatives suggested • Potential lead organizations and partners identified Read through the recommended actions to see what you/your organization can do! MINING INDUSTRY HUMAN RESOURCES COUNCIL

  28. MiHR’s Role • Expanded governance structure • Marketing and Communications Plan • Re-instatement of membership dues • Strategic Priorities 2005-2008 • Career information products • Aboriginal inclusion • Occupational standards • Inclusion of women • Retention of older workers • Better practices in workforce planning MINING INDUSTRY HUMAN RESOURCES COUNCIL

  29. MiHR’s Role • A catalyst for change: • Canadian Institute of Mines – Mining in Society • Mining Association of Canada – Renewed support for MiHR • CAW/CEP – more engaged • College affinity group revived • University involvement - CMEC • Provincial/Territorial Associations • Other private sector players • Prospectors and Developers Association of Canada MINING INDUSTRY HUMAN RESOURCES COUNCIL

  30. Thank you for your attention Paul Hébert Executive Director MiHR phebert@mihr.ca www.prospectingthefuture.ca www.mihr.ca MINING INDUSTRY HUMAN RESOURCES COUNCIL

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