Canada: Mining Industry Using Dual-Career Paths To Retain Knowledge Workers

According to a report issued by the Mining Industry Human Resources Council (MIHR), in partnership with the Canada Mining Innovation Council, Canadian mining companies are adopting dual-career development paths--that is, the creation of alternate advancement paths for technical and managerial employees--as a means to retain knowledge workers. In addition, "Making the Grade: Human Resources Challenges and Opportunities for Knowledge Workers in Canadian Mining" finds, among other things that a continued decline in fertility rates, coupled with an aging population, means that highly skilled immigrants will grow in importance to organizations looking to fill knowledge worker skills gaps.

Furthermore, the study finds that "employer outreach to younger audiences is seen as one key to future attraction of knowledge workers. The number of people connected through social media is increasing at an exponential rate, particularly among younger generations. Organizations are increasingly turning to social-media campaigns for recruitment, awareness and branding opportunities."

According to "Unearthing Possibilities: Human Resources Challenges and Opportunities in the Canadian Mineral Exploration Sector," a second report issued by the MIHR, the mining sector:

is not immune to the broad trend of an aging workforce—with 16 per cent of the workforce over age 55. Furthermore—and of particular importance—the sector has a shortage of workers in the middle parts of their career (aged 35 to 44), suggesting challenges with mid-career attrition.

Thus, among other things, it finds that programs and initiatives to engage and retain the aging workforce are also important for the future success of the exploration sector. .

Source: Mining Industry Human Resources Council News Release (October 14, 2011)