DURING ITS TWO
decades on the
Australian resources scene, mining
contractor NRW has provided many
ambitious junior operators and labourers
ample opportunities to move through the
ranks of its 3000-strong national workforce.
One of the big jobs keeping its
workforce busy is providing services for
Hancock Prospecting’s $10 billion Roy Hill
iron ore project in the Pilbara.
Two contracts worth a combined $820
million for earthworks and concreting
in the construction of a railway and
processing plant required a peak
workforce of over 2,000.
Behind the scenes, NRW has been steadily
building its workforce capabilities with a
specific focus on entry level supervisors.
“For us it’s about improving our
NRW SUPERVISORS
earn their stripes
At either extreme, the proficiency of a supervisor can drive day-to-day productivity or
destroy workforce morale. Taking no chances, mining contractor NRW is ensuring all
junior supervisors step into the role with the right support and the right skills.
capacity not only in numbers but also in
quality,” says human resources manager
Elardus Rademeyer.
“Although it is a challenging time for
mining contractors, the consensus from
NRW leadership is that there are certain
principles we have to maintain – we
cannot stop investing in our people.”
When Rademeyer first assessed the
company’s leadership training processes,
he fast realised a more structured
approach was needed to maximise NRW
supervisors’ development.
“We’ve had a lot of inexperienced guys
who progressed from operators to leading
hands and then junior supervisory roles
without any formal training and we saw
real inconsistencies in the way they led
and managed our guys onsite,” he says.
“That’s when we approached AMMA
to help us to tailor a program for our
requirements.”
Since 2012, AMMA’s Training and
Elardus Rademeyer
NRW ensures all new supervisors
receive industry training
SUMMER 2014-15 RESOURCE
PEOPLE
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TRAINING
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