Employee attraction, retention and development: critical issues in human resource risk management in the mining industry.

Minimising HR risks in the mining industry needs a strategic approach. Training is an important risk management strategy, and safety training should involve the ability to identify hazards, appreciate their severity and potential consequences, and choose behaviours which mitigate these risks. A high turnover in staff affects the risk management capacity, as does the introduction of workplace changes. The risks introduced by new recruits can be minimised by careful selection processes, good worker induction, and structured mentoring. Supervisors should be encouraged to monitor factors which affect worker efficiency, such as fatigue, health, stress, concentration, safety violations, and drug and alcohol abuse. The primary means of preventing undesirable behaviour is to develop a work culture that discourages risk taking.
Minimising HR risks in the mining industry needs a strategic approach. Training is an important risk management strategy, and safety training should involve the ability to identify hazards, appreciate their severity and potential consequences, and choose behaviours which mitigate these risks. A high turnover in staff affects the risk management capacity, as does the introduction of workplace changes. The risks introduced by new recruits can be minimised by careful selection processes, good worker induction, and structured mentoring. Supervisors should be encouraged to monitor factors which affect worker efficiency, such as fatigue, health, stress, concentration, safety violations, and drug and alcohol abuse. The primary means of preventing undesirable behaviour is to develop a work culture that discourages risk taking.