Our People: Strategy and Objectives
Secure the talent pipeline and ensure a fair and respectful workplace
Strategic focus: Secure the talent pipeline
We seek to attract, develop and retain the best people, and engage them over the long-term. We work to develop an organisational culture based on trust, and to embed ethics and integrity into our culture in order to create a fair and respectful workplace. 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 & engage our workforce. Building Trust is a high priority in order to engage employees and build constructive relationships with unions.
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.
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.
Increasing the participation of woman in mining is fundamental to secure the talent pipeline.
Developing and retaining talent is 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 reengineered 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.
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.”
Culture of trust
Our vision is to nurture an avant-garde and honest culture founded on Trust. Our working climate survey provides insightful information on the perception of our people with respect to our organisational culture and our areas of opportunity. To reinforce the culture, we targeted business ethics as a lever of influence.
Responsible labour policies and human rights
As signatories to the UN Global Compact, we are strongly committed to respecting and protecting freedom of association and collective bargaining. Our collective agreements with unions guarantee competitive wages and benefits for our workforce that is unionised. We are also committed to respecting the fair labour practices and labour rights of our non-unionised workers. Good relations with unions have also facilitated their buy-in of our efforts to embed safety in our culture.
Child labour or compulsory work are banned from our operations and are regularly monitored by Mexican Authorities. In our Code of Conduct we make clear to our employees and contractors that we do not tolerate any form of harassment, intimidation or discrimination. As a signatory to the UN Global compact we are strongly committed to supporting and respecting the protection of internationally proclaimed human rights and ensuring that we are not complicit in human rights abuses.