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MINERALS INDUSTRY EDUCATION AND TRAINING II
Professional development
Target: ensure availability of high quality continuing professional
development. This is best achieved via structured programs that address
the diverse needs of young professionals, including ‘bridging’ courses
for graduates with limited undergraduate mineral processing (for
example chemical engineering graduates). Senior technical role models
are important, as are mentors who can assist with transition to senior
management and corporate roles
Ensure availability of continuing professional development (CPD)
Undergraduate degrees are necessarily too general to provide job-
ready graduates. There will always be a need to provide continuing
professional development in technical topics as well as softer skills such
as leadership and management.
Ensure CPD programs are properly resourced and regularly reviewed.
Ensure CPD programs encourage critical thinking and innovation.
Limit as far as possible the hiring/firing cycles that amplify the cycles of
University enrolments and lead to loss of skills from the sector.
Ensure viability of CPD programs
Treat professional development as a non-discretionary activity that
directly impacts shareholder value.
Ensure that human resource departments are aware of the importance
of specific mineral processing knowledge and skills so that they can
ensure graduates have an opportunity to develop the required skills.
This is particularly important where chemical and materials engineers
are employed as mineral processors.
Evidence shows that CPD was an excellent way of retaining people, so
use this to justify the expenditure required.
Look ahead to identify potential problems with workforce shortages in
the future due to changing technology and demographics change such
as the aging population of industry operators.
14 Section 1
