At Peñoles, we believe our most valuable asset is our people. In 2009, we implemented the Talent Development System, whose aim is to select, develop and retain outstanding employees with the highest potential. In this way, we can guarantee the optimal performance in our near and long-term activities and operations.
We recruit highly competent staff through professional internship programs and fellowships. Additionally, we publish job vacancies internally to promote the professional advancement of our current employees.
Founded in 2003, this program is comprised of a 12-month training in technical, administrative and social skills. The course serves to orient recent graduates in the fields of mining, geology and metallurgy, and electrical, mechanical and chemical engineering within the professional culture of Peñoles.
Launched in 1993 to meet the need for qualified personnel in maintenance areas, these courses are delivered at the Laguna del Rey Center for Technical Studies (CETLAR) under a dual instruction scheme entailing 80% practical training and 20% theoretical.
We evaluate employees’ attainment of organizational objectives and competencies on the basis of clear, measurable and challenging goals.
Annual performance evaluations help us recognize achievements, provide formative feedback, implement training to address areas of opportunity and determine pay increases.
We provide competitive, fair retribution and benefits, above law requirements.
We provide ample opportunities for ongoing technical, administrative and interpersonal training and education.
One of our priorities is to promote training and development of our staff in light of their career plans, as well as in accord with current and future areas of opportunity and challenges facing the Company. For Peñoles, employee training is the main driver to improve productivity, quality and competitiveness.
Our simulator facilities create virtual scenarios to operate heavy machinery, involving both normal and failure conditions, to properly and safely prepare workers before they ever enter a mine. This kind of training reduces risks, accidents and costs.
We secure the permanence of our staff with best-performance and greatest-potential by promoting their development
We have identified core positions critical to ensuring the operational continuity of the business and have on this basis developed career and succession plans to ensure the comprehensive, technical readiness of up-and-coming leaders within the Company.
Peñoles has implemented several programs to reward seniority and performance. Among these are the Gold Program, which recognizes outstanding performance and leadership potential; the Academic Bonus and Scholarship Program, which promotes ongoing education, and the Loyalty Recognition Program to acknowledge outstanding years of service, among others.