Discrimination and Mining Joint Ventures
BSBHRM501B- Manage Human Resources Services.
Morobe Mining Joint Ventures (PNG) Human Resources Services.
Chosen Area:
Career management
Services:
Dealing with complaints
Implementing new legislation and laws
Mentoring and coaching
WH&S , pay role i.e. leave entitlement
Recruitment/ advertising
Training for possible advancement
Strategic and Operational Plans:
Valuing our employees:
By making all employees aware of our company goals and rewarding them when goals are met with either bonuses or awards. As well as having an environment that values, honesty, integrity, respect and working together in unity.
Assessing all staff on a regular basis for competency levels:
By doing regular audits we can assess if staff require more in depth training or revision of their skill set. And if further education is required we will organise a trainer to come in.
Development of overall goals and objectives:
By having regular audits we can see if further development is needed to reach and obtain the company goals whilst adhering to our company objectives. We also have a leadership development program for those who have excellent skills and want to advance within the company or gain new skills.
Development of sustainability:
By ensuring PNG has other sources of employment after the mine closes in approximately 8 years we put in place a series of sustainability protocols such as farms, schools, and medical treatment facilities as well other infrastructure. We also have installed several water filtration systems to ensure safe drinking water for the next 25 years.
Products:
We primarily mine for gold, silver and copper porphyry while trying to be as ecologically friendly as possible.
Legislation:
Occupational health and safety ACT 1991
Workplace health and safety ACT 1995
Racial and Religious Tolerance ACT 2001
Sexual discrimination ACT 1984
Morobe Mining Joint Ventures (PNG) Human Resources Services.
Chosen Area:
Career management
Services:
Dealing with complaints
Implementing new legislation and laws
Mentoring and coaching
WH&S , pay role i.e. leave entitlement
Recruitment/ advertising
Training for possible advancement
Strategic and Operational Plans:
Valuing our employees:
By making all employees aware of our company goals and rewarding them when goals are met with either bonuses or awards. As well as having an environment that values, honesty, integrity, respect and working together in unity.
Assessing all staff on a regular basis for competency levels:
By doing regular audits we can assess if staff require more in depth training or revision of their skill set. And if further education is required we will organise a trainer to come in.
Development of overall goals and objectives:
By having regular audits we can see if further development is needed to reach and obtain the company goals whilst adhering to our company objectives. We also have a leadership development program for those who have excellent skills and want to advance within the company or gain new skills.
Development of sustainability:
By ensuring PNG has other sources of employment after the mine closes in approximately 8 years we put in place a series of sustainability protocols such as farms, schools, and medical treatment facilities as well other infrastructure. We also have installed several water filtration systems to ensure safe drinking water for the next 25 years.
Products:
We primarily mine for gold, silver and copper porphyry while trying to be as ecologically friendly as possible.
Legislation:
Occupational health and safety ACT 1991
Workplace health and safety ACT 1995
Racial and Religious Tolerance ACT 2001
Sexual discrimination ACT 1984