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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

HR Challenges and Opportunities


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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


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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


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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


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Key Findings - Industry Growth

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - An Aging Workforce

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - An Aging Workforce

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - Retirement Projections

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - Suppliers & Contractors

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - Opportunities

  • Youth

  • Women

  • Aboriginal Community

  • New Canadians

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - Engineers

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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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


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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


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Key Findings - Industry Attraction

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Key Findings - Supply & Demand Gap

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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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


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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


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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


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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


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Key Findings - Recruitment & Retention Challenges

  • Competition for skilled labour

  • Awareness and perception of the industry

  • Commuter operations

  • Delayed retirement

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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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


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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


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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


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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


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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


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Objective D - Awareness Delivery

  • Develop and implement a communications strategy Ö

    • Raise awareness and understanding of the issues

    • Promote collaboration

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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Study Conclusions Delivery

  • 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


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MiHR’s Role Delivery

  • 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


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MiHR’s Role Delivery

  • 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


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Thank you for your attention Delivery

Paul Hébert

Executive Director

MiHR

[email protected]

www.prospectingthefuture.ca

www.mihr.ca

MINING INDUSTRY HUMAN RESOURCES COUNCIL


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