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Human Capital Services

Human Resource Feasibility Solutions

Challenges mining companies face
Predictability and accuracy of labour data and cost in capital projects and daily operations is a key concern across the mining industry. The Human Resources cost impact on capital projects is summarised in strategic workforce and labour plans and is generally contained in the HR chapters of the feasibility studies. With cost sensitivity in the mining sector rising, it has become increasingly important to understand and predict HR related impacts and cost models comprehensively and as accurately as possible.

How does the Deloitte solution address the business issue?
Our HR Feasibility and Strategic Workforce Planning Solutions ensure that the HR impact of a capital project or current operation is predictable, accurate and comprehensive, including labour and labour related social -, market-, country-, cultural- and statutory compliance data and cost elements. Deloitte supports our mining clients from initial data collection, standardization and sanitization, through detailed analysis to compiling the HR data and cost models for capital projects and current operations.

Benefits to your organisation

  • Accurate and predictable determination of labour- and labour related data and cost elements for capital projects and changing operations:
  • Reduced operational and people-related risk associated with misalignment of labour related information with operational and market realities;
  • Pro-active planning around HR and People related impacts that may drive down unexpected start-up and operational costs;
  • Savings in operational and infrastructure planning through long-term labour cost predictions and strategic workforce and headcount plans

Matthias Malan
Tel: +27 (0)82 418 4266

Strategic Workforce Planning Solutions

Challenges mining companies face
Labour dynamics and skill shortages continue to challenge the mining industry. Yet, despite the relative predictability of both workforce dynamics and persistent global skill shortages, a large part of the industry continues to respond in the same manner each year while expecting different results. Globally, critical talent and skill shortages remain across the industry, compounded by mobility challenges and a dynamic surge in statutory requirements.

Traditional responses to the talent gap remain valid. However, as market pressure increases, progressive companies are deploying strategic solutions that allow them to become more pro-active in managing their workforce challenges.

Strategies to consider:

  • Apply science to workforce planning
  • Introduce industry level cross training
  • Build a global culture around mobility, flexible and growth oriented career models, pro-active succession management.

Africa, today, is one of the emerging markets that most companies are exploring and expanding into. Africa exhibits risks and opportunities seen in countries like China and India during the early 1990s. Back then, few global players knew how to react when these countries opened up their markets for business. Success into Africa will depend on your ability to strategically plan and manage your workforce in this competitive space.

How does the Deloitte solution address the business issue?
Deloitte has leading methods and tools in the fields of Actuarial Analysis, Technology, and Human Capital Management. Deloitte’s data driven approach to workforce planning combines internal and external data sources with supply and demand projections to perform repeatable reporting and scenario planning that help influence talent strategies. With a multi-year horizon, the strategic workforce planning and modelling strategy supports sustainable long term value creation, in addition to providing short term results.

Applying science to workforce planning:

  • As competition for talent heats up across the mining sector, strategic workforce planning has become increasingly sophisticated.
  • Companies bound to win the race are those capable not only of identifying their global resource requirements, but also of understanding where to source their human capital supply.
  • This extends beyond identifying replacement workers for people preparing for retirement to factoring in turnover rates, absenteeism and the impact of disease, the number of graduating candidates, requisite leadership skills and potential supplier gaps in each planned or operational geography.

Benefits to your organisation

  • Reduces people-related costs associated with misalignment of workforce demand and supply;
  • Identifies optimal workforce mix strategies by evaluating whether to buy, build, borrow, or rent talent (e.g., leverage tools, on / offshore mix, use of contingent workers);
  • Enables greater savings in operations and infrastructure planning by providing long-term headcount forecasts and business strategy context (e.g., recruiting staffing, IT user provisioning, real estate investments);
  • Talent strategies based on relevant and future oriented rather than purely historic data outperform generic talent management and HR solutions.

The results for a Strategic Workforce Planning engagement will enable a collaborative approach to design the most appropriate, effective and cost-efficient portfolio of Human Capital interventions to be deployed in a company specific context. A prioritised plan and roadmap of suggested human capital strategies designed to address the projected skills and talent gaps will ensure direct impact on productivity and shareholder value.

Matthias Malan
Tel: +27 (0)82 418 4266

Talent Development and Assessment Solutions – making your people more effective at work.

Challenges mining companies face
Training and development are integral to the success and competitiveness of mining companies. Significant effort and investment is made into developing skills and promoting experience across technical and behavioural skills, driven by operational requirements, a changing workforce, talent mobility, growth and statutory requirements. As cost and labour market pressures increase, effectiveness, efficiency and value for money are becoming the drivers for Human Resource functions in planning their future development and training strategies.

How does the Deloitte solution address the business issue?
Deloitte has a broad and fully integrated set of human capital solutions covering recruitment and assessment, development, succession- and performance management.

At the heart of our solutions lies a defined set of competencies, made up of comprehensive competency definitions at entry-, supervisory and leadership level. A fully integrated suite of tools and services utilise this behavioural and technical competency library to support targeted selection and recruitment, assessments across all levels, development solutions per level and tailored leadership development programmes. In addition, Deloitte provides individualised and customised assessments, graduate development programmes and managerial/leadership development programmes.

As the sole Africa partner for Development Dimensions International, DDI, Deloitte provides the deepest, broadest and freshest competency based learning programmes and technology to help you make your people more effective at work.

Benefits to your organisation
Deloitte works with you to connect your talent development strategy with your business strategy:

  • Consistent and effective people development;
  • Efficient and rapid deployment of repeatable and standardized competency based selection, assessment and development solutions;
  • Cost effective assessment and development;
  • Classroom based, virtual classroom, and e-Learning programmes;
  • Mining specific customisable supervisory and management development programmes.

Matt Malan
Tel: +27 (0)82 418 4266

Julie Rautenbach
Tel: +27 (0)11 517 4032

Recruitment Solutions

Challenges mining companies face
Mining companies, similar to those in other industries face ever increasing challenges in the strategic talent attraction and retention arena. The very recent economic downturn underscored the importance of strong, skilled leadership and a resilient, energetic management team. Having the right talent on board and holding onto your most valued and scarce skilled people, not only to maintain current business operations, but also to turn the tide, manage challenges and capitalise on opportunities, is paramount. Finding and retaining the right people with the right attitude, skills and experience is more critical than ever.

How does the Deloitte solution address the business issue?
RecruiTalent, the recruitment division in Deloitte offers search and selection services by a team of industry specialists with both local and international experience. Recruiting the best is a key success factor in any organisation. We partner with clients in understanding and fulfilling their exact recruitment needs, with due consideration of appropriate experience, skills, qualifications, and importantly, culture fit.

RecruiTalent specialise in sourcing people with top talent in professional services from junior entry level to senior executive leadership, on an interim management/temporary, temporary with the view to assessing suitability for permanent, and permanent placement basis. We have successfully recruited quality mining professionals for our clients in the mining industry.

Our focus areas include sourcing of financial staff and management including:

  • CXO level - including CEO, COO, CFO, CIO
  • Financial Managers and Executives
  • Chartered and Management Accountants
  • Internal Auditors
  • Taxation professionals
  • Accounts payable and receivable clerks
  • Bookkeepers

We also source staff and management in, but not limited to:

  • General Management
  • Information Technology
  • Management Consultancy
  • Human Resources
  • Project Management
  • Procurement
  • Change Management
  • Personal Assistants
  • Data Capturers
  • Administration.

The Deloitte brand is a magnet for top talent. We have strong strategic relationships and leverage our extensive networks for continuous access to top candidates including previously disadvantaged individuals. We foster strong long term client relationships with an in-depth understanding of each client and its unique requirements which assist us to continually provide potential “right-fit” candidates.
Our ability to search for top executives is further strengthened by our extensive networks and alumni (ex Deloitte employees), database of qualified Chartered Accountants and other specialist skilled candidates. We commit ourselves to providing you with the best talent as well as support from our solid, knowledgeable and capable service delivery team.

Benefits to your organisation

  • Using the philosophy of “One Deloitte” we optimise the multi-disciplinary capability of our firm to add value to our clients. We are in a unique position to leverage a far wider team of professionals and their networks, where required, in sourcing top candidates
  • Sound track record of recruiting for a variety of clients nationally in both the private and public sector
  • A standardised and consistent recruitment process that is fully supported by our state of the art recruitment system
  • An experienced and diverse team, which has specialist experience in recruitment and selection
  • Our processes are fair and non-discriminatory and comply with company policies and current labour legislation
  • Our global and national footprint strengthens our position, as we are able to synergise with our local and international offices, to draw on the best talent and networks in order to fulfil your recruitment needs
  • Efficient service and turnaround times
  • Highly competitive fees.

Anneke Andrews
Tel: +27 (0)12 482 0473

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