Peñoles

Talent Development

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.

The Talent Development System consists of the following pillars:

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.

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Engineers in Training Program

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.

100 graduated generations (more than 2 thousand engineers)
100 graduated generations (more than 2 thousand engineers)

Programs in General Mechanics and Electricity-Instrumentation  

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.

949 graduates with 100% scholarships, most of them currently employed by Peñoles

To learn more, visit our Annual Report and Sustainable Development Report.

We evaluate employees’ attainment of organizational objectives and competencies on the basis of clear, measurable and challenging goals.

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Annual performance evaluations help us recognize achievements, provide formative feedback, implement training to address areas of opportunity and determine pay increases.

Since 2008, we have evaluated 100% of our staff personnel.
Since 2008, we have evaluated 100% of our staff personnel.

To learn more, visit our Annual Report and Sustainable Development Report.

We provide competitive, fair retribution and benefits, above law requirements.

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Our staff personnel enjoy:

  • Life insurance

  • Health insurance

  • Pension fund

  • Savings fund

To learn more, visit our Annual Report and Sustainable Development Report.

 We provide ample opportunities for ongoing technical, administrative and interpersonal training and education.

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Ongoing training

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.

Each year, in collaboration with ITAM, we offer development programs to promote the growth and preparation of our employees.
Each year, in collaboration with ITAM, we offer development programs to promote the growth and preparation of our employees.
We provided an average of 43 hours of training per employee

Simulator Training Center

<p>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.</p>

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.

To learn more, visit our Annual Report and Sustainable Development Report.

We secure the permanence of our staff with best-performance and greatest-potential by promoting their development

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Development and succession plans

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.

As of 2023, 75% of our key positions have an approved succession plan
As of 2023, 75% of our key positions have an approved succession plan

Mechanisms for development and recognition

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.

In 2023, we awarded 2,276 loyalty acknowledgements and 116 academic achievement bonuses

To learn more, visit our Annual Report and Sustainable Development Report.