Retaining and developing capability to drive productivity

Phillip de Courcey CEO RESA

RESA works across industry and government to grow the capability and capacity of the resources workforce

RESA

Resources and Engineering Skills Alliance 2

The Past...

Electrician- Auto 7%

Electrorefining- Technician

4%

Engineer- Geotechnical

10%

Engineer- Maintenance

12%

Engineer- Mining 13%

Engineer- Senior Mine

8%

Engineer (all other types)

28%

Geophysicist 6%

Geo-scientists (all other types)

9%

Instrumentation Technician

3%

Top 10 Job Ads- March 2013

Source: RESA internet ads tracking

More history ..

0

500

1000

1500

2000

2500

3000

2015 2016 2017 2018 2019 2020

Chart N: Aggregated Occupation Demand

Skilled Technical Labourers Trade Professional Manager / Admin

Source: South Australian Future Mining Workforce Report 2014-2030

Current Headlines…

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Current Data..

Mechanical / Metal Boilermaker

/ Welder 17%

Equipment Operator Concrete

Pump Operator 13%

Equipment Operator Crusher

Operator 13% Equipment

Operator Truck Driver- Dump

13% Electrotechnology

E&I Technician 10%

Mechanical / Metal Mechanical

Fitter 10%

Maintenance Rubber Liners

10%

Quality / Safety / Health HSE

Advisor 7%

Maintenance Fitter

7%

Top 10 Job Ads- March 2015

Source: RESA internet ads tracking

Now…

• Global Commodity prices–price for Iron Ore and Oil plunge,

• Investment in new projects stalls, • Companies push to increase efficiency,

‘adjust’ working, conditions and workforce numbers to decrease cost.

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The big picture.

Monthly SA Resources Adverts Jan 13 - Mar 15

Source: seek.com.au

241 267

361

194 181 189 183

160

122

181

128 119

154

101

136

186

117

163 155 173 165

121

69 87 82

61

0

50

100

150

200

250

300

350

400

Tap

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The Future

Participation and age

30% of people employed in mining

are over 45

Source: Dept Employment; 2014; Industry Outlook-Mining

The Future

The Future Problem?

Changing national demographics,

Historical Employment conditions escalation E.g. - ‘the poach and pay cycle’,

A complex and inflexible training system.

We wont have the people with the skills needed.

The talent Pipeline

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Workforce Planning

Restrains wages escalation E.g. – addresses ‘the poach and pay cycle’,

Prepares for changing national demographics,

Provides Pathways, Job Satisfaction, increasing employee engagement and productivity focus,

Future skills preparedness.

Employee Productivity Model

Fig 1: Economic Value of an Employee to the Organization over Time (C) Bersin by Deloitte

• Decreased time to become productive, • Improved workforce retention and resilience, • Cross and Multi- Skilling impacting productivity, • Improved workforce engagement and focus on outcomes, • Industry standards driving compliance, • Increased supply of skills capping wages escalation.

Resources and Engineering Skills Alliance 17

Strong business case

Thank you

www.resa.org.au

Workforce research, planning and development specialists for the resources and mining sectors. Phil de Courcey CEO Phillip.decourcey@resa.org.au M: 0423791460

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