Training & Personal Development at South32

Not at all impressed by the training program. I believe other mining company's training is far superior to South32 in terms of role-specific & general manner. As a graduate, there is no guidance or company-recommended training listed. I identify the requirements of certain training myself as I do the job and ask other people what they have attended. There was no software training has been given if there is any! For instance, I have learned SAP with the help of colleagues & myself. I don't know if this is the appropriate way, this is good in terms of the learning curve but sometimes you miss out on basics. Same story in terms of procedures, workflow & personnel safety lock training, etc. I am learning workflow and procedure through extensive reading and as I get the chance to work on certain projects or exposed to situations. Not sure if this is an efficient way, as sometimes you miss on basics and don't have a clear picture. A good structuring of the grad program may solve this issue. This also requires the superintendent's training and awareness of what workflow, procedure & basics a newly joined or graduate should be exposed to and educated on.

Formal training is clear and well scheduled. A lot of the work for my role has been on the job learning, a informal form of training however very effective.

LEAD Safety course De-escalation training Safety re-start I have considerably improved my safety awareness and detection of hazards in the mine site

There were 9 modules to do before being approved to come to site. There has been a face to face induction which reinforced the modules learnt before coming to site - this was a good refresher. There has been a fair few training courses come out as part of the safe restart plan for GEMCO. Skills: Further knowledge in SAP, problem solving and troubleshooting, project scoping, business processes around certain things, working and helping the trades people on the floor.

There is an arrange of onsite training to specific jobs/ tasks and the ability to organized more formal offsite recognized training to suit.

I haven't received any proper formal training since I start this Job. I consider that as professional development training. I have done various on-site training days for a new software or technology we get. Also did a WAH permit, but that WAH was very poor. Instructor was "you've already all done this training 5 times" But I had never done it, so he rushed over what seemed like quite important detail. Overall I think training is very poor here.

Developing all my underground training qualifications has been a great learning experience

I feel like we could be doing more to train our employees in the more generic, company-specific goals such as confidence and talking to anyone, conveying your points effectively and time management skills.

Enroll us into relevant courses to our job/profession.

Risk task-based training. Bayer process GISTM TRAINING inSAR online training Working at height and Confined space training Chemical Handling

There have been lots of opportunities to rotate around my team and learn different areas of the refinery, which I love. However, sometimes training gets compacted into too short of a time frame and people get put into roles they aren't quite ready for due to low manning.

Quiet professional. Do all the tasks and the skills assessments by book. Have open door policy for the new commers to learn correctly and effectively.

Training is good, they even offer it to graduates because a person that is trained is better than one that isn't.

I have completed some useful training so far. Task Based Risk Assessment, and Fatigue Management

Training and workshops have been organised for various software throughout my employment. Appears to be a good attitude towards training and extra learning