MINECON offers a range of high quality service in Recruitment, Training and Development of Skilled Professionals.

Currently, we offer organizations in both the public and private sectors, a number of training program in six key capacity building areas, namely: 

  • Technical Skills: Our technical and skills development program are handled under the Mineral Exploration and Mining business units as well as in the Upstream Petroleum and construction business units. These training programs are also detailed in Minecon’s website; https://www.mineconrsl.com
  • Human Resource Management - Training includes Modern Trends in HRM; Management/Labour Relations; Performance Management; Employee Motivation; and Report Writing
  • Supervisory and Management Development – Training is presented under our Supervisory and Management Development modules and addresses the needs of supervisors at all levels.
  • Management Competencies Seminars - These seminars are well structured refreshers for middle/senior level management staff. Areas covered include Leadership, Communication, Change Management, Teamwork, Problem Solving and Decision making Etc.
  • Life Skills- These are life-saving workshops for employees about to superannuate, one other for young people embarking on careers and another for  all persons in employment
  • Microsoft Office Training - The training covers 4 key program in the MS suite that enhances the efficiency of all employees working in modern computerized environments.
  1. OUR APPROACH
    • Open Courses
      We run open courses every quarter. The courses are carefully selected to reflect the prevailing needs of the various sectors of the economy
    • In-House Courses
      We also continue our collaboration with interested organizations to train and develop staff by adapting our generic program to suit the needs of target staff after appropriate surveys and /or needs assessment. The assessment of the impact of the in-house program we have run over the past years shows very positive results.
    • Delivery
      Training can be delivered either at client’s facility or an external venue with appropriate training facilities.  If an external venue is required this can be organized by client, or by our firm. MINECON will provide all the course materials needed to complete the training.
  2. OUR TRAINING EVENTS
    All our program are run by professional facilitators of learning who are adept at generating participation. Our training events are therefore run on a highly participative basis using discussions, brainstorming sessions, exercises, syndicate work and short tutor inputs. Together with the use of interesting case studies, our facilitators always engineer and generate an all-round stimulating and enjoyable learning experience.
    We conduct Post-course evaluation either by written feedback or through our online questionnaire service. The feedback is then collated and returned for review by the client.

  3. DURATION
    Duration of each training event is a subject of discussion between our clients and our experts. Consideration is given to the background of the participant, his/her training needs, as well as the nature of the operations of the organization involved.

  4. BENEFITS TO THE EMPLOYER AND PARTICIPANTS
    Benefits of each program to both participant and the organization are discussed and agreed and used as a basis for post training impact assessment

Human Resource Management & Related Courses


LEADERSHIP IN MANAGEMENT

Profile

Today, most organizations now realize that they must embark on this unusual journey –

Searching and understanding leadership. The reasons behind this trend is quite simple:

The discipline of management is gradually giving way to the discipline of leadership.

Concerns about performance always tends to point at leadership failure. A close examination of any great team or organization reveals great leadership.

Numerous examples abound in sports teams, the public, private, and non-profit sectors. To create a high performance organization, one must have effective leadership.

Leadership without doubt is one of those fundamental building blocks that drives everything else. The potential of the individual and the organization ultimately boils down to leadership. This seminar is designed to take participants through a journey about leadership, exploring the theory and applications of leadership. It will help participants improve on   their managerial   leadership practice and become inspirational leaders, able to inspire colleagues and make bold decisions

Content

  • What is leadership and where does leadership reside within an organization?
  • How do we nourish and grow leadership and Leverage prevailing leadership practice?
  • The evolution of Leadership
  • Situational Leadership
  • A Personal Inventory
  • A Leadership Skills Module
  • Modelling the way and inspiring a shared vision
  • Empowering others
  • Influencing skills
  • Setting Goals

Target Group

  • All levels of Management Staff
SUPPORT STAFF DEVELOPMENT COURSE

Profile

This programme has been designed for all support staff in both staff and line departments including the Finance, IT and the HR Departments. All persons working to instructions from Sectional Heads in these departments will benefit from the training. The program will be run as a workshop and is presented in 3 modules:

 

Module one will reviews the organization and the place of support staff in achieving the goals of the company.

Module 2 picks up the need for support staff to have strong interpersonal and personal skills to succeed in their roles. The importance of courtesy and customer orientation in the success of support staff is explored. Interpersonal skills such as communication, relationship building and the art of professional confrontation are discussed.

In module 3 the need for enabling habits in time and self-management is emphasized and the necessary skills discussed.

 

Content

  • The Organization - Mission, Values and goals
  • Support Staff in the Organizational Environment
  • Team Membership Skills
  • Interpersonal Skills and Assertiveness Training
  • Customer Care and Courtesy as Support Staff Assets
  • Time Management and Personal Planning.

 

            Target Group

  • All support staff in both staff and line departments including the Finance, IT and the HR Departments
SUPERVISORY DEVELOPMENT-ADVANCED COURSE

Profile

The Supervisory Development-Advanced Course prepares candidates for senior supervisory roles. Its focus is on management and leadership and includes in its content operational and financial management. It puts participants in a position to lead, to build teams and develop team members; equip participants with the necessary tools to interface effectively with higher levels of management. It is a good platform for launching a managerial career

 

            Content

Introduction to Management:

    • What Management is and what managers do
    • Organizational Environments and cultures
    • Ethics, Social Responsibility and Diversity
    • Planning & Decision Making; Managing Information; Control
  • Strategy, Innovation and Change
  • Managing Teams and Service
  • Motivation, Leadership and Communication
  • Functional Management:
    • Operations Management, Total Quality Concepts and Application
    • Financial Management
    • Managing HR systems
  • Safety, Health and Environment Management
  • Self-improvement Planning / Course Evaluation

 

            Target Group

Senior Supervisors and Junior Managers

SUPERVISORY DEVELOPMENT - INTERMEDIATE COURSE

Profile

The Supervisory Development Program (Intermediate) is a follow-up of the basic program and is targeted at trainees who have gone through the basic. Nominees must have gone back to the job and demonstrated that they had benefitted from the foundation training by the use of the skills acquired, reflecting improved performance.

On the SDP (Intermediate) trainees will have the opportunity to review what they studied on the basic program. New topics to be treated will include job planning; job Assignment; Conducting Follow Ups; Coaching and Supporting; Reporting, and Rudiments of Change Management.

The broad aim is to take trainees to a next level and prepare them to be able to operate beyond the level of the foremen. Graduates of this training must be able to provide direct support to regular supervisors, act in such positions and eventually be able to operate independently at that level.

            Content

  • Understanding Organizational Environments and cultures
  • Vision, Missions, Values  and Organizational culture
  • The Supervisor – Place, Role, Functions, Responsibilities and Qualities
  • Leadership and Authority
  • Communication/ Motivation
  • Time Management and Personal Planning
  • Managing people and Performance 
  • Team Work (Building and working with & in teams)
  • Recognizing and Managing Stress (Team Members/Self)
  • Productivity Management,

 

            Target Group

Middle level Supervisors

SUPERVISORY DEVELOPMENT - BASIC COURSE

Profile            

The Supervisory Development (Basic) is the foundation program for supervisory development.  It is aimed at preparing support staff who potential and demonstrate promise, to perform in foremen roles. It is also designed to benefit those already in foremen roles but had no prior supervisory training. The program gives trainees an overview of the supervisory role in the organization, emphasizing the importance of the role in achieving overall organizational results. It introduces trainees to basic organizational dynamics seeking to imbue trainees with the needed commitment to company goals and aspirations. It covers the place of the supervisor in the organization, key accountabilities as well as the required competencies of the role. These are essential skills which impact visibly on the performance of beginners (foremen) and prepare them for junior supervision. Finally the program equips participants with a guide for running a shift a guide.

            Content

·         Introduction to Supervision
·         Ten Effective Supervisory Competencies
  • [Planning Jobs; Assigning Jobs;  Giving Direction Giving Feedback; Conducting follow-ups;  Coaching and supporting;  Solving Problems; and Making decisions;  Handling Discipline/Grievance;  Evaluating Performance;  
  • Shift Management
·         Self-improvement Planning                                                                      

          Target Group

Lead Hands; Charge Hands; Foremen; Junior Supervisors

FRONTLINE MANAGEMENT

Profile

Customers form an impression about your company when they walk through the door and are greeted warmly; or they call your company and someone answers the telephone. The professionalism of the people who greet them or answer the phone represents your company’s brand. To properly reflect your brand they must represent your company through their appearance, behaviour, attitude, business manners and interpersonal skills. No matter how busy the front desk areas are in your organization, you count on the people manning the desks to always project a professional image and make a great first impression on everyone they encounter. Your front desk personnel are the first ambassadors to your organization.

 

 

The challenge however is: how does the person manning the front desk handle several incidents with ease, poise and professionalism? How they can efficiently handle situations when several telephone lines are ringing, visitors are waiting, co-workers are asking for help etc.

 

 This is the challenge we seek to confront and address with this 2-day training program. It is designed to improve the way front desk personnel interact and communicate with customers or clients. The program discusses skills and techniques that will help to lower customer turnover, dissatisfaction, and frustrations. It will also help reduce the stress on other team members as a result of the ineffectiveness of frontline personnel.

 

Content

  • Courtesy at the work place
  • Courtesy for frontline staff
  • The A,B, C s of the frontline role: Appearance, Behaviour and Communication
  • Developing a Professional Image: Appearance
  • Professional Behaviour and Habits
  • The power of communication
  • Effective Use of Body Language
  • Verbal Communication Skills
  • Listening Skills
  • Business Image on The Telephone
  • Telephone Techniques
  • Dealing with incoming calls
  • How to sound confident, interested and helpful
  • Outgoing calls
  • How to deal with telephone calls and visitors simultaneously
  • Complaint Handling
  • Establishing the source of complaint
  • Remaining polite and helpful
  • Customer Service
  • Developing a Personal Commitment to Quality Service
  • Understanding customer needs and attitudes
  • Dealing with difficult customers on the telephone and face-to-face
  • Handling Stress
  • Identifying personal stressors
  • Tips for managing stress
  • Remaining Calm and composed under pressure
  • Self-Improvement and Action Planning

Target Group

All frontline personnel including Office Managers, Secretaries Receptionists; Security Personnel etc.

PROPOSAL WRITING

Profile

  • Proposals are a very unique type of business document. It is primarily a sales pitch for a product or service that your company offers. It outlines a problem or opportunity that the client has and presents a product or service as a solution. Proposals can be directed externally (to another organization) or internally (for example, to senior management, in order to gain support for a project or idea). In this course, we will focus on external proposals, but the principles can also be applied to internal proposals. Identify the purpose of a proposal. After going through this 2-day training program participants will be able to Identify different types of proposals; Perform a needs analysis and write a goal statement; Prepare a proposal outline; Improve their writing skills with a variety of techniques; Proofread and edit their proposal; Add the finishing touches to create a professional-looking final product

Content

  • What is a proposal
  • Types of proposal
  • Request for proposal
  • Purpose and Audience
  • Needs analysis
  • The goal statement
  • The outline
  • The general format
  • The framework
  • Finding facts and identifying resources
  • Writing skills
  • Illustrations
  • Editing
  • the final Package

Target Group

HR Practitioners and line managers

EMPLOYEE MOTIVATION

Profile

Employee Motivation is becoming ever more important in the workplace because a motivated workforce is far more likely to be a successful workforce. The happier and more professional employees are, the better the results they will deliver.

 Employers seek to develop employees who will willingly go the extra mile. This does not come easy, as employees can guarantee themselves jobs by just delivering 'the adequate.' To get employees to individually and collectively exceed expectations, employee motivation must be a deliberate organizational policy.

 This one-day training program is designed to show participants the way to grow a confident, motivated set of employees, to ensure sustained organizational success...

Content

  • The nature of Motivation
  • Approaches to Employee Motivation
  • Theories

            - Psychological

            - Object-oriented

            -Reinforcement

             -Expectancy

  • The Personality Role
  • Goals and Motivation
  • The job and Motivation
  • Morale and Motivation
  • Self-Motivation
  • Self-Improvement and Action Planning

Target Group

HR Practitioners and Senior Line Managers

MANAGEMENT /LABOUR STRATEGIC PARTNERSHIP

Profile

Historically, union and management relations are based on mistrust, conflict of interest and deep-seated adversarial attitudes. Union management relations continue to suffer from this history in spite of the fact that a number of organizations now seek a harmonious, collaborative labour- management relationship   . The question is how does an organization overcome the negative antecedents and promote collaboration?

This is a 2-day course designed to increase the ability of organizations to enhance relationships between the workforce and management and work towards a common set of goals. It will assist key players in the relationship to build a strong foundation of trust in order to leverage productivity and competitive advantage. When people can see themselves as an integral, vital part of an organization's future they are able to step outside their separate, often adversarial roles and experience themselves as part of a team. This is where productive collaboration starts.

Content

  • Fundamentals of Management/Labor relations

Historical perspectives

            Modern trends

  • Organizational Dynamics

            Vision, Mission, values, goals

  • Understanding the partnership

            Strategic thinking

            Knowledge, skills and attitudes considerations

            Effective management of roles

  • Relationship Building

            Building trust

            Building dependability

            Promoting accessibility

            Communicating openly

            Fostering involvement and empowerment

  • Maintaining Sustaining the Relationship

10 Practical steps

Target Group

All HR practitioners; Line Managers. Union Representatives at all levels.

MODERN TRENDS IN HR MANAGEMENT (A REFRESHER COURSE FOR HR PRACTITIONERS AND SENIOR LINE MANAGERS)

Profile

HR professionals play a key role in making sure employees are individually and collectively able to achieve the goals and mission that define an organization.  Practitioners however are sometimes so bogged down by routine such that they lose focus of this broad mandate. This training program is designed as a refresher to keep practitioners focused. This 2-day course provides participants a comprehensive view of HR responsibilities, including strategic HR management and HR planning. It will help participants explore the connection between HR and organizational effectiveness, learn foundational skills in policy formulation as well as employee handbook design and preparation

Content

  • Strategic HRM and organizational effectiveness
  • HR Planning
  • HR Policy formulation
  • Talent Acquisition/Management
  • Human Resource Training and Development
  • Performance Management
  • Compensation and Reward Systems
  • HR and the Law
  • Leading Change
  • Employee/ Industrial Relations

Target Group

All HR Practitioners and Senior Line Managers; Ideal for HR teams to take the course together