Positioning your training strategy for the next upswing

By Gary Gibson, Global Training Manager, Runge

Additionally, international mining companies are increasingly taking this current hiatus brought on by flattened demand for their commodities to standardise their business practices and processes across their myriad operations worldwide.
Forward looking mining companies are now globally investing in their future capability. Those mining organisations which understand the cyclical nature of the industry are now taking the opportunity to invest in more effective and efficient ways of delivering training to their staff irrespective of where they are in the world.
Currently, training is predominantly delivered through face-to-face classroom-based training at mining sites or by attendance at scheduled training events held in a central location. However, there is a growing trend towards a new mining workforce which is becoming more mobile and international, especially those in managerial and technical roles. Reflecting the often difficult working environment and remote location of mine sites, labour turnover and attrition in the industry are typically high. Nonetheless, many remain in the industry thereby creating an ongoing need for skills upgrading and refresher training.
As the anticipated upswing in commodity demand starts to become evident, many mining companies will need to replace a significant number of staff who were let go during the downturn. This means a step change will be needed in the way training programs are delivered in order to cope with this spike in what promises to be an unprecedented scramble to find or to train up new entrants to the industry.
To combat these challenges, mining organisations should consider adopting a “blended” learning strategy. This is a learning solution that integrates e-learning methodologies such as online delivery, discussion boards and chat rooms with “traditional” instructor-led methods including lectures, in-person discussions, seminars or tutorials. By utilising this blended approach to learning, up skilling of staff can take a more “holistic” and structured approach.
Runge, in conjunction with its strategic e-learning partner Catalyst Interactive, is developing a solution to address this problem by undertaking an innovative approach to training known as the Smartminer project. This project will provide mining professionals and technical staff with access to relevant professional development opportunities across a range of knowledge domains or streams.
Global mining companies can take advantage of this approach by providing a vehicle for skills enhancement across their organisation, not to mention the opportunities it makes available for individuals seeking to enhance their skill levels and job prospects in the mining sector.
The solution would also provide access to a range of training courses designed to be delivered in multiple modes across the globe and which are available at any time. The courseware can be provided in a TaaS (Training as a Service) mode as a fully hosted service globally or installed within mining organisations’ existing LMS (Learning Management System).
Irrespective of the model adopted, its function is to deliver at the moment of need knowledge and training that is directly linked to performance improvement for mining professionals and skilled workers worldwide. Certain on-the-job training or refresher training could also be delivered via mobile devices (Mobile Training) like an iPhone or an iPod in a similar way to how the medical and hospitality industries are now providing just-in-time (JIT) and just-for-me (JFM) training on key operational procedures and processes in situ.
Recent research in the USA carried out by the American Society for Training and Development (ASTD) shows that one in every three hours of training is now delivered via some form of technology. This trend towards e-learning is expected to increase as organisations become more cost conscious of the fees and expenses associated with classroom-based courses.
Shifting demographics will also contribute to this growing momentum. As older workers edge closer to retirement, they are being replaced by younger and more tech-savvy staff who will expect to have access to online offerings to aid them in their pursuit of professional growth and development. The adoption of a “blended” learning strategy offers learners and organisations alike, the best of both worlds.