by developing new graduates
A leading global mining organization has embarked on a cultural transformation since its founding. Its leaders remain committed to offsetting negative effects caused by past operations, and — in light of recent costly accidents — to building a culture of safety, reliability, and sustainability.
The organization’s leaders identified two needs: firstly, to boost its skilled talent pipeline by recruiting from a generation generally disinclined to work for organizations with heavy social and environmental footprints; and secondly, to identify and invest in its existing high potential talent, preparing such individuals to take on strategic roles in the future.
To sustain its reputation as a talent-driven organization, the company partnered with BTS to design an effective horizontal and vertical development program for new graduates.
The resulting development journey was created by over 80 HR, learning, and talent professionals and 10 subject matter experts. Over the course of 18 months, it reached 172 individuals across the globe.
The development journey included two “itineraries”: one for 55 global trainees, that focused on unearthing the organization’s business and administration functions, strategic initiatives, and HR processes; and another for specialist trainees, all about leveraging technical mining-related and logistical knowledge. Each itinerary featured three major pillars: soft skill development, hard skill development, and practical learning.
Throughout this portion of the development program, which applied to both global and specialist trainees, BTS facilitators:
This portion of the development program, which applied only to global trainees, was a virtual workshop that involved:
This portion of the learning program applied to both specialist and global trainees.
Specialist trainees completed of a six month-long technical project:
Global trainees completed a seven month-long innovation project that leveraged Agile methodologies:
The new graduates’ development program fostered trainees’ emotional intelligence, acumen, sense of innovation, and project management capability, all of which left a tangible impact on the organization’s reputation, talent pipeline, and succession plan. Due to its resounding success, the program is running for the second year, and the third one is currently being planned.
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