People

• Employees
• Training and
       organisational
       development
• Health management
• Safety management

PEOPLE

Training and Organisational Development

Development programmes

In 2006, the newly established Training and
Organisational Development Department positioned
itself to further improve its services, and in 2007, this was achieved with a fully fledged service function to increase the capacity and potential of current and new employees in line with the mine’s development goals.

Some of the significant activities during the period under review include the following:

• Establishment of standard instructions regarding training and organisational development
• Bursary allocations
• Replacing the in-house Frontline Leadership Development Programme (FLDP) with the more suitable and focused Rio Tinto FLDP.

Technical training

Apprentice training

Technically qualified employees have become a priority for Namibia if the country is to achieve the goals set for Vision 2030, by which time it wishes to reach the status of a developed nation.

With the extended life of the mine, the company reaffirmed its position to further invest in its human capital. This resulted in an increased number of bursaries being made available. The number of new bursaries awarded increased significantly, from about five a year for the past two years to 22 new bursaries in 2007 and 31 in 2008. Rössing awards bursaries in areas where it experiences a shortage of skills so that important posts can be filled in order to run the mine efficiently.

In 2007, the company awarded 22 bursaries for a combined value of about N$1.7 million for university and college courses. The year also saw 124 bursaries valued at a combined N$2.6 million being awarded for apprenticeship training.

Mining equipment training

Rössing uses haul truck and shovel simulators to train both old and new mining operators to ensure safe and efficient mining operations at its open pit. The mine is now in the process of appointing a dedicated Simulator Trainer to ensure optimum utilisation of all the relevant training equipment.

“I was one of the lucky fourth year students that received a bursary from Rössing to complete my Engineering degree. For the first two years of my studies, my parents covered the cost. In my third year, I worked for Rössing and during that time I applied for a bursary for my graduate year. The bursary meant a lot to me – not only in terms of the financial support, which was substantial, but also to know that I have a job at Rössing when I complete my studies. I think it really helps a lot, especially in today’s environment where many young people go to university or college to study, but there are just so many positions available in the workplace. Rössing is a very good company to work for – I am getting tremendous experience. At the moment I’m working in the Project Section, and after three years of graduate training and working experience I will be able to register at the Namibian Engineering Council. And from there, the sky is the limit.”

HEIN LINTVELT
Electrical Engineer, Rössing Uranium

“A principal challenge in 2006 was to re-establish a training and leadership development programme for our human resources. I am pleased to say that we overcame this challenge in the course of 2007.”

CHRIS MURANGI
Manager: Training and Organisational Development

Processing training

A training strategy currently being developed for the Processing Department is expected to be finalised in early 2008.