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Simon Houlding is Vice-President of Professional Development for InfoMine Inc., responsible for EduMine, the professional development division which provides learning and training programs to the global mining industry. He is a practicing professional engineer and author.

Companies Need to Attract, Develop and Retain Talent as They Climb Out of the Mining Recession

The best companies realise that talent…more so than capital or technology…is a scarce resource at large companies today and poses one of the most significant barriers to growth (The Economist Intelligence Unit). As companies increasingly rely on knowledge workers, the ability to source, develop, and retain talent at all levels becomes a critical differentiator. This ability will become increasingly important within the mining industry as we climb out of the current recession and the demand for talent increases exponentially. Companies that strategically prepare for this

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Talent Management Issues in Mining – Knowledge Transfer and Closing the Skills Gap

This posting follows from an earlier article that addressed the talent management issues of skills development and employee retention. We look here at the issues of knowledge transfer and closing the skills gap, summarized as follows. The internal talent pool within each company is shrinking as the older generation retires or moves on, and internal procedures for transfer of knowledge and skills to the younger generation are mostly non-existent. Mining schools, with their own difficulties in finding and retaining appropriate faculty, are failing to close

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Talent Management Issues in Mining – Skills Development and Employee Retention

The current talent management squeeze in mining is summarized by the following observations and supported by a number of studies, including Managing the Learning Landscape, published by the Association for Talent Development (ATD) and the Project Management Institute (PMI) (2014). It is increasingly difficult to recruit talent with appropriate skills and experience to manage projects; this is compounded by the tendency for the younger generation to change jobs with increasing frequency. The internal talent pool within each company is shrinking as the older generation retires

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