Learning and Development in South Africa’s mining industry is not only a legislative requirement; it is a tool that can be used to achieve ZERO HARM. It is not a nice-to-have, it is an imperative.
In the most heavily legislated sector in our country, with the safety of miners always a top priority, we need to be innovative in how we address learning.
According to the Daily Maverick, our mining sector is on track to achieve a record safety year in 2024! Whilst this is good news, the fact is that 33 miners perished in the first 9 months of this year.
We know that even ONE life lost is too many.
So, how do mines continue the improvements seen in 2024? Current data shows that improvements have come about due to the roll-out of beer safety tools, replacing humans with machines in dangerous areas, and other physical methods, i.e. beer ventilation and improved transport systems.
These methods are part of a broader shift towards “intelligent mining” strategies that combine technology with updated safety protocols to protect workers and optimise operations.
The ongoing commitment to these improvements means a focus on education and training to achieve the sectors’ long-term goal of zero fatalities and increased operational safety.
In a sector already under financial pressure, and one that contributes around 8% to our GDP (source: Labour Research Service), the focus must be on educating miners as quickly and thoroughly as possible, in a cost-effective manner, and using a state-of-the-art, made-for-our-market learning approach.
A challenge that mines face, is finding content and platforms that cater to their unique needs. The mining landscape is different to multinational corporations with endless budgets and a predominantly English-speaking workforce; it has challenges that international platforms don’t resolve, and content providers do not understand.
Traditionally, workers are required to sit in a classroom for safety or induction training for anything from 7 to 21 days, where they endure death-by-PowerPoint training, in the hope that something will stick. This is no longer a feasible or practical option.
Training content should be modernised
Based on up-to-date learning practices, and captured on an LMS that enables employees to:
learn at their own pace,
in their chosen language,
using real-life and immersive scenarios to land difficult concepts,
on an easy-to-use and uncomplicated platform,
in a fraction of the time that would be spent in a classroom.
An integrated LMS is also essential.
When learning is successfully completed, the completion results should seamlessly be transferred to and from systems such as ERP systems and even real-time intelligence systems. Removing cumbersome, paper-based reporting will reduce man-hours, and clerical errors and will ensure mines remain compliant!
A focus on continuous learning.
A focus on continuous learning should be emphasised, ensuring that miners stay current with industry standards. This ranges from onboarding, where new employees are introduced to safety protocols, equipment handling, and environmental regulations, to role-specific training, focused on technical skills required for tasks such as operating machinery, conducting inspections, and troubleshooting.
Additionally, data-driven assessments should track progress and identify skill gaps for further development.
This cycle ensures that workers are always prepared, safe, and efficient in their roles. An LMS that alerts you when certificates have expired, will again, ensure mines remain compliant and reduce administrative errors.
And what about contractors?
We know that mines have many contractors who are invited on-site to complete a body of work, either short-term or long-term. Legislation places the responsibility to prepare and educate these contractors, on the mines. What’s key is that contractors are quickly and effectively prepared for their work, and that the mine is compliant with the law before the contractor is allowed to begin work. From a financial standpoint, speed is just as important as compliance, when every minute a contractor is on-site is an additional cost. Streamlining the contractor and supplier induction can save time and money.
There are solutions designed specically to help mines optimise onboarding, training, reporting, and compliance—and they’re already being successfully implemented! Migrating from an existing HCM or LMS is not only possible but has been done by several mines in South Africa. Think about the transformation this could bring to your mining operations. Imagine the power of achieving NO HARM while upskilling and reskilling miners.
It’s time to Reimagine Learning with I•WIN.
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