Human resource development

G4:

G4-LA9
Average hours of training per year per employee by gender and by employee category
G4-LA10
Programmes for skills management and lifelong learning that support the continued employability of employees
G4-HR1
Total number and percentage of significant investment agreements and contracts that include human rights clauses or that underwent human rights screening
G4-HR2
Total hours of employee training on human rights policies or procedures concerning aspects of human rights that are relevant to operations, including the percentage of employees trained

Key features

  • Sibanye Gold Academy fully accredited by Mining Qualifications Authority
  • R316 million spent on training and development in 2013
  • 83 bursaries provided by the Group
  • 1,220 employees and 434 community members participated in ABET in 2013

Targets and objectives for 2014

The primary objectives of human capital development are to ensure:

  • the availability, in terms of quality, quantity and employment equity, of the range of skills required to access, extract and process the orebody productively and safely, on a sustainable and environmentally responsible basis, inclusive of production, technical, support, administrative competencies and leadership development; and
  • the skilling of employees in portable competencies, which relate to existence outside the mining environment, and which can be applied to sustain individuals and communities once mining operations end.

Enhancing human capital through education and training is central to a sustainable business.

Sibanye is committed to developing knowledge, skills, attitudes and behaviours of employees to achieve the desired levels of performance for organisational, personal and broader social objectives.

While each operation is accountable for the identification and fulfilment of its own human capital development needs, and has substantial discretion based on its own business needs and circumstances, it operates within the ambit of the Sibanye human capital development model.

All significant investment agreements and contracts that include human rights clauses underwent human rights screening.

Sibanye provides human capital development opportunities to employees through various interventions including:

  • Adult Basic Education and Training (ABET);
  • portable skills training;
  • learnerships;
  • internships;
  • study assistance such as bursaries, grants and interest-free loans; and
  • core skills and leadership development.

The Sibanye Gold Academy provides human capital services to the Group. The academy is fully accredited by the Mining Qualifications Authority and has programme approval from a number of other Sector Education and Training Authorities (SETAs). Satellite campuses are located at the operations and are managed by the academy.

Training and development interventions are based on business needs and are focused on developing employees and communities. During 2013, Sibanye reviewed its SLP targets to ensure that these are in line with business needs. Where business needs are lower than the targets outlined in the Group’s SLPs, communities are afforded the training and development opportunity. Opportunities for recruitment are advertised within the organisation, within communities (local and labour sending areas) and at learning institutions.

In 2013, the Group spent R316 million on human capital development (2012: R315 million).

A total of 7.86 million training hours were provided to employees.

LITERACY

ABET is available to all employees on a full-time and part-time voluntary basis, depending on the Group’s needs. ABET is also offered to community members with regular advertisements placed in local newspapers to convey the message.

A total of 1,220 employees (2012: 1,250) and 434 community members (2012: 597) participated in the Group’s ABET programme in 2013.

PORTABLE SKILLS TRAINING

Portable skills training is available to all employees and provides participants with the necessary skills to find employment even when they are no longer employed by Sibanye. Portable skills training is also offered to community members.

The following courses were offered in 2013 to 2,219 people:

  • Carpentry
  • Welding and cutting
  • Home textiles/curtaining
  • Basic computer skills
  • Broiler production
  • Plumbing
  • Curtain and garment making
  • Motor mechanics
  • Building

A total of 865 employees and 1,354 community members received portable skills training in 2013.

LEARNERSHIPS

Learnership programmes are offered to provide employees with the opportunity to improve their skills through a combination of studying and practical, on-the-job training. Learnerships play an important part in progressing employees’ careers as they lead to qualifications recognised by the SETAs and are registered with the DoL.

Sibanye offers learnerships in the fields of mining and engineering. The Group spent R19.10 million on engineering learnerships and R19.56 million on mining learnerships in 2013.

STUDY ASSISTANCE

Bursaries and study assistance are offered to employees studying at tertiary institutions in disciplines that are core to the mining industry and form an integral part of the Group’s employment-equity plan. The number of bursaries offered is guided by the Group’s long-term requirements. In 2013, Sibanye spent R7.39 million on bursaries.

  Expenditure
(R)
Number of
employees
HDSAs (%) Women (%) Number of community members Total training hours (number of learners x average training days per learner)
Internships 25,163,133 70 89 29 26 193,536
Bursaries 7,394,099 16 88 31 167 368,928
ABET (employees) 18,018,149 1,220 100 14 0 624,640
ABET (community) 7,333,681 0 100 55 593 455,424
Engineering learnerships 19,097,878 361 84 22 219 1,169,280
Mining learnerships 19,560,339 334 96 25 11 695,520
Portable skills (employees) 865 99 5 0 41,520
Portable skills (community) 2,886,176 0 98 47 1,354 129,984
Leadership development 2,451,953 435 64 11 0 17,400
Core skills training 30,520,035 86,345 93 7 0 5,526,080
Coaches/mentors 1,952 95 9 0 78,080