We seek to strengthen the talent pipeline with people who possess the right skills and capabilities to satisfy our present and future needs. Talent management is a key element of our strategy to develop and engage our workforce. Building trust is a high priority in order to engage employees and build constructive relationships with unions.
Secure the talent pipeline
To secure our talent pipeline we collaborate with leading educational institutions such as the National Autonomous University of Mexico (UNAM), the National Polytechnic Institute (IPN), the University of Guanajuato and the the University of Zacatecas to offer internships. Our approach is to detect talent by closely monitoring the performance of our interns throughout their internships as we give priority to recruit from our pool of interns. Effective training is offered to our new recruits according to their needs and always considering health and safety as non-negotiable elements of their training.
CETEF and CETLAR
Fresnillo plc’s Centre for Technical Studies (CETEF) was created to train high quality mining technicians for our specific needs. Candidates to join the CETEF are chosen from the communities surrounding our operations in order to favour local employment while securing the talent pipeline. Our training approach is based on a model that favours hands-on experience, spending 20% studying theory and 80% practicing with modern equipment. Furthermore, we also have an agreement with Peñoles to send our candidates to their Centre for Technical Studies of Laguna del Rey (CETLAR). The CETLAR follows a similar logic to the CETEF but focuses on training maintenance technicians.
We seek to strengthen the talent pipeline with people who possess the right skills and capabilities to satisfy our present and future needs. Talent Management is a key element of our strategy to develop and engage our workforce. Building Trust is a high priority in order to engage employees and build constructive relationships with unions.
Increasing the participation of woman in mining is fundamental to secure the talent pipeline. Although we are slightly above the national average, we must maintain our effort to seize this opportunity.
Developing and retaining talent is further fundamental to meeting the human capital requirements of our business strategy and consistent with our vision to engage our people for the long term. Planning of human capital requirements is carefully aligned to our operations and explorations with frequent feedback to monitor progress.
Our approach to evaluating performance was re-engineered to achieve a better alignment between individual objectives of our people and the business strategy. Monitoring the performance with respect to the objectives and behaviours also allows for detecting leadership potential, training needs and the expectations of our people. We aim at reinforcing feedback and openness and embedding them in our culture.
Our long-term talent management efforts include the promotion of the earth sciences. For nearly 10 years we have recruited interns who study mining, metallurgy, geology, topography and environmental engineering from prestigious Mexican universities such as the National Autonomous University of Mexico, the National Polytechnic Institute and local universities. Many of these trainees are offered permanent employment by the Group.
ITAM - Leaders with vision
Leadership skills are developed through our “Leaders with Vision” programme that selects candidates with high leadership potential and takes them through a series of seminars to develop their skills. Our senior executives deliver these seminars throughout the year as a mechanism to raise engagement and foster relationships. Our senior executives themselves participate in a training programme organised by one of the leading business schools in Mexico, the Mexico Autonomous Institute of Technology (ITAM). Recognising innovative contributions from people and nurturing entrepreneurship has been the objective of our “Value Creation Projects.”