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SA Coal Mining Industry Scarce Skills Shortage
Paul Schutte
Jan Hanekom
Jack Mashibini
Black slide
Job Applicants
Black slide
Contents
• Request for study• Research methodology• Situation within the coal mining industry• The future• Recommendations
Request for Study
• SACMA and SACHRA initiative– Current situation– The flow of personnel– Assessment of future requirements– Potential gap– Feedback
Contents
• The problem statement• Research methodology• Situation within the coal mining industry• The future• Recommendations
Research Methodology
• Existing literature• Focus on South African Coal Mining Industry• Survey by means of questionnaire• Presentation to SACHRA• Pilot questionnaire• Confidentiality was guaranteed to all participants
About the questionnaire
• The questionnaire had 5 categories – General data– Skills categories– Growth– Resignations and appointments– Training
Feedback receivedCompany No. of
Mines participated
Total no. of employees for
the group
Provided group training
Sasol Mining 5 / 5 Yes Yes
Exxaro 3 / 7 Yes Yes
Anglo Coal 2 / 9 Yes Yes
Xstrata Coal 4 / 13 Yes Yes
BHP Billiton 0 / 5 Yes Yes
• 30 679 permanent employees and 23 891 temporary workers and full time contractors
• Data represented 42% of the total labour force• 50% of sample was from Sasol Mining• 42% was linearly extrapolated to 100%
Feedback received (Cont…)
Contents
• The problem statement• Research methodology• Situation within the coal mining industry• The future• Recommendations
Situation within the coal mining industry
• Scarce skills make up 28% of the permanent labour force
• Machine operators and miners not covered
Scarce skills categories
Certificated and Senior Engineers
7.3%
Engineers and Technicians
11.1%
Draught Persons0.4%
Artisans69.6%
Management and Production
9.6%
Geologists0.7%
Surveyors1.1%
Environmental Management Specialists
0.3%
Scarce Skills
Chief Foremen3.6% Foreman -
Maintenance9.9%
Technical Planner0.3%
Diesel Mechanic / Diesel Fitter
7.8%
Electricians19.7%
Electro Mechanical
Artisans24.0%
Fitters / Fitter and Turners14.3%
Boilermakers7.2%
Electronic (Control and
Instrumentation)0.7%
Other12.4%
Artisan Disciplines
Engineering disciplinesManager
Engineering Services
3% Section Engineer5%
Mining23%
Metallurgical1%
Mechanical6%
Civil0%Electrical
8%Electronic (Control
and Instrumentation)
1%
Industrial 1%
Planning/Project Engineer
27%
Technician / Chief Technician
4%
Other21%
• ± 8% positions were vacant in the scarce skills categories
• 15,1% of the employees in the scarce skills categories resigned during the previous 12 months
• 17,2% new appointments were made• The movement was mainly within the coal
mining industry
Situation in Sept 2007
Main reasons for resignations
Remuneration Package
66%
Limited scope for career growth
31%
Unsatisfactory relationship with
supervisor3%
Black slide
• The problem statement• Research methodology• Current situation within the coal mining industry• The future• Recommendations
Contents
The future…
• SA economy grows by approximately 4 - 6% per year
• 50% of employees are 45 yrs and older (estimation)
• Smaller companies do not have training programs – estimated 3% loss
• The coal mining industry will need to appoint 14% more of its current workforce per annum
Portions of 14% per year to be appointed from training
105%
0 1
92%
100%Vacancies
Year
14% per year to be appointed from training
Retirements
Loss to other companies
3%
5% growth3% to close gap (in 4 years)
Demand
Currently employed
3%6%
Future demand for Scarce Skills
0.0
20.0
40.0
60.0
80.0
100.0
120.0
140.0
160.0
180.0
1 2 3 4 5 6 7 8 9 10 11
Year
% o
f D
em
an
d in
Ye
ar
1
Demand
Projected with currenttraining
Wanted
17%
Supply and demand of trainees
14 14 14 14 14 14
6.6
3
9.3
6.6
3.24.1
0
2
4
6
8
10
12
14
16
Eng
inee
rsan
dT
echn
icia
ns
Dra
ught
Per
sons
Art
isan
s
Geo
logi
sts
Sur
veyo
rs
Env
ironm
enta
lM
anag
emen
tS
peci
alis
ts
% T
rain
ees
per
Yea
r
IndustryDemand
Training(Industry)
Supply and demand of engineering skills
0
10
20
30
40
50
60M
inin
g
Meta
llurg
ical
Mechanic
al
Ele
ctr
ical
Ele
ctr
onic
(Contr
ol and
Instr
um
enta
tion)
Industr
ial
% B
urs
ars
per
Year Demand
Training
Supply and demand of artisan skills
0
5
10
15
20
25
30
35D
iese
l M
ech
an
ic
/ D
iese
l F
itte
r
Ele
ctr
icia
ns
Ele
ctr
o
Me
ch
an
ica
l
Art
isa
ns
Fitte
rs / F
itte
r
an
d T
urn
ers
Bo
ile
rma
ke
rs
Ele
ctr
on
ic
(Co
ntr
ol a
nd
Instr
um
en
tatio
n)
% T
rain
ee
s p
er
Ye
ar
Demand
Training
• The problem statement• Research methodology• Situation within the coal mining industry• The future• Recommendations
Contents
Recommendations
• All mining houses must investigate their future need vs. growth
• Train existing employees for scarce skills categories where potential exists
• More serious mentorship• Recruit previous employees who resigned• Coal Mining industry training forum • Retired employees be contracted• Other factors affecting scarce skills problem to
be addressed in further studies
Conclusion
• There is a growing demand for coal!• Scarce skills make up 28% permanent labour
force• Approximately 8% vacancies are difficult to fill• The Coal Mining Industry must cooperate to
ensure that training programmes will provide in their future needs
• Not enough training is done!