In May 2021, News24 reported that the mining sector contributes 8.2% to South Africa’s Gross Domestic Product (GDP). In a highly competitive market, attracting and retaining specialist skills is a critical component to success.
According to Patrick Metswi, Group Services Manager (Head of HR, Legal and Compliance) at Minopex, a DRA Global Company, one of the keys to remaining an employer of choice is a sound talent management strategy.
The Minopex Talent Management model: Driving Value
The Minopex model centres around planning talent needs based on our strategic business priorities both in the present and with a future-focus. With this backdrop we can attract, develop and retain not only top talent, but promising graduates too, says Patrick.
Our business is always evolving and with a renewed focus on talent management going forward, our people will experience enhanced career offerings like personal development planning, career conversations and robust performance management. All of these interventions support our people in identifying and achieving their development and career goals.
While we continuously strive to be the employer of choice and to extend our talent pool, we firmly believe that we must simultaneously build capability internally. This approach has proven to foster future business growth, while building a solid talent pipeline.
Pivot to pro-active talent management
In a world that seeks value at every interaction, retaining talent goes further than creating an enjoyable, challenging work environment and shifts focus to include robust succession planning for critical roles and retention planning for our high potential and critical employees.
Successful retention and succession planning closely supports the business strategy and priorities and is based on market opportunities as well as understanding the skills needed both now and in the future for sustainable business growth.
The Talent strategy should also focus on understanding the career goals and aspirations of our people and matching those to exciting development opportunities, career experiences and reward and recognition interventions.
With this approach we are laying the foundation to assemble a talent pool of exceptional people. Our employees, their development, and their unique skills are critical component to our unique value proposition, Patrick concluded.
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