Training and development Golden Mine Projects encourages all employees to have Personal Development Plans that are updated twice a year. These development strategies help to shape our training budgets and plans in each Region. Golden Mine Projects conducts an annual talent review in which every talent is evaluated. This includes employee feedback and management reviews, which are aggregated at the Group level. Our training plans in South Africa are connected with our workplace skill plans.
At Golden Mine Projects, we provide various training and development opportunities.
In 2021, we allocated US$1,397 per individual for training purposes. The training programs we support encompass:
- Employee induction and onboarding
- Training in legal and compliance matters
- Leadership development programs
- Technical skills training, covering areas like mining, engineering, technical services, and other relevant technical competencies, ensuring that our employees stay current with modern mechanized mining practices
- Safety training initiatives
- Diverse soft skills training programs
Golden Mine Projects invests in training programs that demonstrate clear business advantages. We closely monitor various metrics to determine the most effective training strategies for our organization. These metrics encompass financial indicators such as training expenditure per individual, the percentage of payroll dedicated to training, and leading indicators like the percentage of performance improvement among employees who have participated in training. Additionally, we evaluate the business benefits, including the return on investment (ROI) for each dollar spent on training.
We systematically assess the business gains resulting from our training programs, focusing on performance enhancements achieved. This assessment encompasses the efficacy of management and supervisory training in terms of individual performance improvements and the net benefit after accounting for all training-related costs. As we continuously refine our systems and processes in alignment with the digital age, we evolve our training metrics accordingly over time.
At Golden Mine Projects, we actively encourage our employees to pursue ongoing professional development (CPD) opportunities, attend role-specific conferences and seminars. Additionally, we administer various group training initiatives across our organization. These programs evolve annually but currently include:
- Leadership programs tailored for both management and supervisory levels, which encompass internal programs and collaborations with accredited learning institutions
- Diversity and inclusion training encompassing awareness training, unconscious bias training, and fostering crucial conversations
- Code of conduct training emphasizing the embodiment of Golden Mine Projects' values and adherence to our code of conduct
- Strategy training designed for management employees, involving an annual unpacking of Golden Mine Projects' strategy to align employees with Group objectives
- Performance management training, focusing on goal setting, effective reviews, and performance management techniques
- Courageous safety leadership and vital behaviors training to promote safety-conscious leadership across all our operations
Each of our regions provides training interventions that are most suited to their specific needs. This includes the following:
| Region | Training offered | ||
| AUSTRALIA | The following segmented programs were carried out: Within Australia, leadership development programs are built upon the Golden Mine Projects leadership competencies. Each leadership program is aimed at different levels of leadership through a philosophy of increasing leadership capability and increasing levels of influence. Current programs focus on minimising unconscious bias, self-management, project management and building effective teams. Expertise from external key partners are utilised for some of our higher end leadership programs. In such instances, Golden Mine Projects Australia have partnered up with local universities and other reputable providers. Leadership activities are also backed up through leadership coaching, 360 assessments, mentoring and relevant leadership psychometrics. |
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| AMERICAS | In 2019, we updated the "Escuela GF" program to the "Centro de Alto Rendimiento (CAR)" program, which aimed to establish a training and development model by categorizing programs into Position Leadership Programs and Performance Programs based on the 2018 Balanced Scorecard (BSC). Leadership Programs by Position:
Performance Programs: We granted monetary incentives based on the 2018 performance ratings. In our continuous learning offerings, we provided e-learning platforms, English classes, study time, "My Mecca" (My First Career), and technical courses. We successfully trained 97% of our employees, with a total investment of $429,147. |
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| SOUTH AFRICA (SOUTH DEEP) | South Deep provided the following Skill Development Programs: OIM Coaching - Coaching sessions for Line Managers. |
Bursar, interns, scholarships, graduates and work experience programmes
| Region | Number of bursars and interns | ||
| AUSTRALIA | 14 Trainees 7 current Indigenous scholarships under way |
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| AMERICAS | N/A |
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| SOUTH AFRICA | 40 Interns / Graduates 15 Bursars 7 work experience (Vac work) |
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| WEST AFRICA | 130 Interns 242 Bursars 234 Scholarships 47 Graduate Trainees 127 National Service |