Modern Mining September 2024

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Pair employees with mentors, coaches or guides who can provide direction and share expertise.

some jobs redundant, employees have an opportunity to acquire new and essential skills that are unlikely to be replaced by AI anytime soon. However, those humans who refuse to embrace and leverage tech may very well be replaced by another human who leans in. 6. Create career pathways: Develop clear pathways that outline the progression from current roles to new or advanced positions. Communicate these pathways to employees and offer the necessary support and resources to help them navigate the journey. By designing people-centric L&D solutions that cater for individual preferences, motivations and goals, you empower employees with choice, autonomy and feedback that boosts engagement and impact. organisation to cultivate a space where everyone is enthusiastic about continuous development and learning; where every employee can realise their full potential and your workforce is prepared for the future. Enhancing the skills and capabilities of your workforce is a springboard to increased innovation, productivity and competitiveness in an ever-evolving market. Look to work with a learning and development partner that builds bespoke learning and development solutions which meet the specific needs of your business and its people, considering human capital, capacities and budget allocations – laying powerful foundations for your people to fill meaningful, sustainable, future-fit roles.  7. Return to Step 1: assess skill aps Your L&D strategy should help your

offer finance for non-finance managers, customer service, conflict management, change management, team management, or ethics training. SA Business School is currently seeing a significant demand for programmes that develop power skills such as resilience, adaptability, creativity, collaboration and problem-solving. Because they enable people to navigate the complex work environment, these skills are becoming more and more important as our world becomes increasingly tech-driven. 3. Encourage continuous learning: Promote a culture of ongoing improvement by supporting employees in pursuing formal and informal education, professional development and training. A robust and flexible learning culture also helps employer brands to attract and retain top talent. 4. Commit to mentorship: Pair employees with mentors, coaches or guides who can provide direction and share expertise. Establish internal programmes to help employees transition into new roles - and you’ll build their confidence as they take on new challenges. 5. Leverage technology: Use e-learning platforms and blended learning models to create interactive and flexible learning experiences. Blended learning methods such as online modules, webinars, Augmented Reality and video tutorials can overcome geographical barriers, allowing companies to train employees across diverse locations, time zones and work schedules. It is also important to allay employee fears about technology. While AI will make

Create customised training modules that address the specific needs of employees and the business.

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1. Assess skills gaps: Work with your L&D training provider to conduct skills audits and gap analyses. These will help you to identify current and future skills in the context of your organisation’s strategic goals. A data-driven approach is useful because it yields L&D initiatives that support growth and success for both your business and your people. 2. Develop tailored programmes: Based on the skills gaps you identify, create customised training modules that address the specific needs of employees and the business. These could include technical training, soft skills development or leadership training. Collaborate with accredited learning and development specialists to ensure quality, relevance and alignment with business objectives and individual career ambitions. As your workforce develops and grows, and your people need to diversify their skill sets and skills programmes become invaluable tools in providing short, focused learning interventions to close identified skills gaps. For example, you might

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