Anglo American Platinum Limited |
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Developing people
Human resource development largely takes place at the operational training centres at each mine, Anglo Platinum Development Centre in Rustenburg, as well as at the newly established Operational Skills Development Centre (OSD) in Rustenburg. These training centres have retained their ISO 9001 quality management certification and have been reaccredited for the next three years as training providers in the mining industry. The Group maintains its strong representation in national structures, such as the Mining Qualifications Authority (MQA), the Education Advisory Committee of the Chamber of Mines and contributes significantly to human resource development in the industry.
The OSD Centre plays an intricate part in the development of employees at Anglo Platinum. The specific areas of focus are critical skills development for the Group's operations in terms of current and future requirements.
Specific training provided at the facility includes:
- various company-related safety training programmes;
- engineering skills for lower-level employees;
- induction for new and ex-leave employees and returning artisans and engineers;
- mining skills Levels 2, 3 and 4; and
- back-to-basics mining skills programmes.
Facilities were also established to offer portable skills in support of the Group's Social and Labour plans in Rustenburg and are as follows:
- Painting
- Carpentry
- Tiling
- Bricklaying
- Plumbing
A total number of 386 employees have successfully been trained in the abovementioned portable skills during 2008. The focus is on employees nearing retirement, employees with disabilities and employees who are medically boarded and are unable to continue work underground due to injuries and/or illness, but who are fit enough to undergo training.
Safety trainee programme
A development programme for safety trainees was initiated during 2008 with the main objective being the provision of competent safety professionals. The average length of the programme is three years and trainees attend classes on a part-time and full-time basis. In total, 32 trainees successfully completed their first year of study during 2008.
Mining Training Centre East
Earmarked as the long-term plan to provide competent mining staff for all the Anglo Platinum mines on the Eastern Limb, R285 million was made available to establish a Mining Training Centre. Construction commenced in June 2008 and good progress has been made. Mining training will consist of theoretical and supervisory training on surface and practical training underground.
As at the end of December 2008, the following number of learners were in training at our mining training centre in Rustenburg:
- NQF Level 2 learner miners – 83 learners
- NQF Level 3 rock breaker learner miners – 136 learners
- Practical route supervisors (NQF 2) – 38 learners
- Practical route shift supervisors (NQF 3) – 26 learners
A Mechanisation Mining Training Centre is also being established in Rustenburg in support of the training strategy.
Engineering training
To complement the Mining Training Centre, the Group has significantly increased its artisan training. Anglo Platinum's Engineering Skills Training Centre in Gauteng is currently undergoing a R27 million upgrade to increase capacity to train and qualify approximately 1,500 qualified artisans over the next five years. Currently there are 704 registered engineering learners in the system.
Process training
The Processor academies established during 2008 are aligned with the Mineral Processing qualification for lower-level employees. These academies were established at Waterval Concentrator, BRPM, Amandelbult, Mogalakwena Section and Waterval Smelter with 110 employees attending.
Coaching in Anglo Platinum
The demand for mentoring and coaching schemes is on the increase in South Africa, driven by the skills development and BEE imperatives. Professional associations and SETA's have specified mentorship and coaching as an important element of professional training, internships and learnerships.
Committed to keeping in line with these demands, Anglo Platinum implemented coaching as a development tool to ensure the success of various training and development interventions within the Engineering, Process, Mining and Services disciplines.
Adult basic education and training (ABET)
Anglo Platinum continues to believe that the provision of adult basic education and training (ABET) has a positive impact on its employees' ability to communicate effectively and hence work safely. In addition, it allows its employees the opportunity to develop their skills and realise their full potential.
Employees, contractors and community members have been offered ongoing ABET training opportunities in 2008. Enrolments have increased significantly, with December 2008 figures ending at 6,589. These enrolment numbers have increased 91% over the 2007 numbers. Staff-to-learner ratio has also reached 1:34, well above industry norm.
Full-time learning has continued with over 1,300 enrolments recorded, more than doubling numbers reported in 2007. Own-time learning has continued with enrolment numbers increasing by more than 80%. Own-time attendance, however, remains a challenge.
Recognition of prior learning has continued with almost 19,000 interviews being conducted during the year. Placements indicate that most learners will have to start ABET at the lower levels.
Altogether 124 classes are used during morning, afternoon and late afternoon time periods to accommodate shift workers. Staff training has continued in line with industry demands. Each centre has been staffed with the relevant number of assessors and moderators.
Young professionals
The Anglo Platinum bursary and graduate scheme continues to grow in numbers in order to be able to ensure a long-term supply of professional employees into the Company.
In 2008, the Group spent R50.9 million on its bursary scheme. The table below provides historical and future bursar numbers.
| Bursay scheme | Number of bursars |
| 2009 target | 841 |
| 2008 | 657 |
| 2007 | 486 |
| 2006 | 414 |
| 2005 | 323 |
| 2004 | 364 |
| 2003 | 395 |
Importantly, the objectives of the scheme are to support:
- the Group's pipeline of future leadership; and
- the Group's employment equity objectives and targets. Accordingly, the recruitment ratio of 70:30 in favour of HDSA candidates is a guiding principle. In 2008, 81% of the Group's bursars were HDSA and 17% female.
Altogether 118 tertiary institution bursars are expected to qualify at the end of 2008 in the following disciplines: mining, engineering, electrical and mechanical engineering, metallurgy and chemical engineering, analytical chemistry, rock engineering, geology, mine surveying, and finance and accountancy. They will join the Group's graduate development programme in 2009, where they will be exposed to comprehensive programmes designed to prepare them for their first substantive positions.
By the end of 2008, 541 bursars would have obtained their tertiary qualifications through the Company's bursary scheme dating back six years.
Talent management
The competition war for talent and the scarcity of skills in South Africa have highlighted the need for skills retention. The talent identification and retention process in the Group aims to identify, develop and retain high-potential and high-performing individuals. This process influences other human resource-related decisions such as recruitment, succession planning, rotation plans, career development panels and various retention initiatives.
In 2008, Anglo Platinum invested in world-class leadership development and executive potential assessment programmes for talent at different career stages. Selected employees received international exposure and networking opportunities with employees from other Anglo business units.
Management and leadership
To enhance performance at the managerial and supervisory levels, employees attended various development programmes.
At junior management level, 53 managers have attended the Junior Management Programme and 63 potential senior managers have graduated from the Programme for Management Excellence, thereby enhancing the leadership supply from within the organisation.
To enhance performance at supervisory levels, various development programmes have been initiated with over 3,500 supervisors attending these programmes. These programmes have focused on areas such as personal and professional mastery, generic supervision skills, change management, performance management, employee relations and employee communications.
Career paths
Anglo Platinum has generated generic career paths for all disciplines. Role descriptions have been articulated, indicating minimum requirements such as job complexity, qualifications, experience and competence. Individual development charters have been developed for certain levels of employees and are reviewed annually.
Fast-tracking
The Group remains committed to fast-track the development of high-potential employees from historically disadvantaged groups to increase the talent pool and pipeline in support of business growth and compliance with the mining charter. Through focused fast-tracking programmes, the Group is currently developing 432 high-potential black business leaders for senior positions.
Employment equity – diversity and opportunity
Anglo Platinum has successfully complied with all recommendations of the Department of Labour's Director-General review in terms of section 43 of the Employment Equity Act.
The Group's employment equity status shows satisfactory progress towards achieving equitable representation of designated groups across all occupational levels and categories of the workforce. As required by the Employment Equity Act and its amended regulations, Anglo Platinum submitted a consolidated employment equity report for the 2008 reporting period ending 31 May 2008 to the Department of Labour as shown below.
The Group has achieved 27% representation at top management level, while at senior management, middle management and supervisory levels it achieved 29%, 46% and 64% respectively. The Group achieved 44% representation at a management level against the mining charter target of 40% which comes into effect in 2009. At the end of 2008, 10% of our employees were women, meeting the mining charter requirement of 10% by year 2009; however, the Group still experiences challenges in attracting suitably qualified women in the mining discipline.
The Group's employment equity strategy, typified by special interventions such as attracting high-potential candidates, employee development programmes, mentoring, shadowing, fast-tracking and talent pool management continued to deliver positive results towards achieving our targets.
HOUSING
Anglo Platinum and the National Department of Housing (NDOH) have signed a memorandum of understanding to establish a partnership that will provide 20,000 houses for Anglo Platinum employees in Limpopo and North West in the next five to 10 years.
Anglo Platinum's investment in the land and the servicing of 20,000 stands is more than R1,4 billion, while the government's subsidy contribution over 10 years is more than R900 million. The total investment, including social and economic amenities, is over R2,5 billion. This programme is expected to benefit more than 120,000 people.
The memorandum was signed by Anglo Platinum's CEO, Neville Nicolau, and NDOH Deputy Director-General, Kaba Kabagambe.
The partnership is aimed at accelerating housing delivery. The role of the NDOH in promoting the development of sustainable human settlements includes helping stakeholders to provide housing for their workforce. Anglo Platinum is such a stakeholder, and owns or has access to sites that may be suitable for housing. For the provision of community facilities, such as schools, clinics and transport links, all levels of government will be involved, and Anglo Platinum will provide support.
The aim is to make available 12,000 housing units in North West province and 8,000 units in Limpopo, funded by both Anglo Platinum and relevant government subsidies. Currently, the following stands have been earmarked for development:
- 310 stands in Northam Extension 6.
- 7,700 stands in Rustenburg, in Seraling, Boshoek, Bokamoso and Boitekong Extensions 19 and 24.
This development marks the beginning of an ambitious and long-awaited project of facilitated housing, in support of the government's plan for the establishment of sustainable human settlements.
Anglo Platinum will not only provide funding for the project, but will also accelerate the delivery of quality housing solutions for its employees, while allowing existing communities to grow and become sustainable.
“We are pleased with this partnership, because it will assist us to fast-track the provision of adequate housing and the sustainable integration of our employees in communities around our operations,” Neville Nicolau said.
Kaba Kabagambe welcomed the agreement. He said that a key constraint for the department has been the lack of suitable land. “The first phase of the scheme will create 15,000 jobs,” he noted.
