NORCAT offers tailored advisory services, including talent and human capital development, talent development roadmap and strategy, training and development program design and delivery, performance monitoring and evaluation. We assist government, companies, and organizations in shaping talent and human capital development strategies to improve talent management practices, training and development initiatives and support overall workforce education and training.
NORCAT works with our clients to create a value agenda, which provides an integrative approach to talent and human capital management that take planning to the next level. The breadth and depth of our expertise allows us to delve into our client’s organization using analytics and industry insight, providing clients with scalable tools and sustainable solutions.
NORCAT can conduct a comprehensive training and development audit to assess existing initiatives, systems, organization and overall performance of training and development initiatives. Our audit team will focus on training and development management and deployment activities to ensure they have maximum impact, are effectively integrated throughout the operations and will identify any gaps between intention and reality.
NORCAT’s detailed audit report delivers key findings, and recommendations for future training and development organization, planning and delivery.
NORCAT conducted a comprehensive operations-wide training and development audit for one of Canada’s largest gold mines. We conducted a comprehensive evaluation of existing training and development initiatives and systems to identify what is working and what is not.
NORCAT assessed record management systems, progression and succession planning and cultural considerations in training. The assessment identified multiple opportunities where new training and development programs would enhance worker performance, supervisor competency and confidence, and overall training culture and system health.
NORCAT can conduct a comprehensive training needs analysis tailored to the desired scope of work; area-specific, operations-wide, project-wide, enterprise-wide. Our consulting team is strategically selected based on the subject matter expertise required for the project; production surface, production underground, maintenance, mobile equipment, logistics.
NORCAT will conduct an activity analysis, compliance analysis and competency mapping to deliver focused information in the designing, planning and implementation of training and development activities. Outputs from the training needs analysis will equip the organization with the knowledge necessary to align training and development with operational needs
NORCAT conducted a training needs analysis for the underground operations of one of the largest gold mines in Canada and in the world. We completed a compliance analysis to identify legislative, industry, company and site compliance requirements.
Training requirements for various training streams were identified; pre-hire training, general orientation, site specific orientation, job specific training. NORCAT conducted competency mapping to determine the trainable competency requirements for each job role.
Training plans were developed which outlined the learning objectives, training methods, evaluation tools and training materials / equipment.
NORCAT can provide a comprehensive training strategy which will serve as a road map for successful training and development activities at various levels of governance and all stages of operation; pre-commissioning, commissioning and steady state operations.
Our deliverables include a comprehensive training matrix, role identification, training requirements, budget, scheduling and implementation strategy which will integrate with the organization’s broader human capital planning. NORCAT’s innovative Training MAP Tool allows improved organizational agility and resource optimization for an adaptive training and development planning process.
Technology is reshaping the learning environment by offering engaging and immersive experiences, which can bring another dimension in training; NORCAT’s training strategies also integrate the use of technology where appropriate to support skills training for the future.
NORCAT worked with one of Canada’s largest potash mines to develop a comprehensive training strategy.
We conducted an operations-wide training needs analysis and developed an integrative and strategic Training MAP Tool which provided the inputs necessary to build the foundational framework for the training strategy.
The Training Strategy delivered focused information integral to the effective development, deployment and continuous improvement of training activities during the various stages of the mining project; pre-commissioning, commissioning and steady state operations.
Specific and relevant requirements in technical training design and development were identified to ensure quality of learning outcomes through effective curricula, which provide the appropriate skills and core competencies relevant to operational needs.
Training budgets and deployment schedules for ramp-up and steady state operations were established to ensure that appropriate funds and training resources were allocated and linked to strategic training objectives in accordance with operational requirements and timelines.
NORCAT worked with a National Mines and Minerals Ministry to map and forecast future talent pool requirements for over 1000 economically feasible projects over 23 different value chains, including gold, copper, silica, steel, aluminum.
We applied a Job Family Model as a structured approach to classifying job roles within the mining and metals industry and outlined skill levels which identified the required education (formal schooling, academic, polytechnic and vocational).
The Job Family Model applied to all stages of operation across the mining and metals industry; exploration, mining and beneficiation, midstream (including refining, smelting and metal making), semi-finishing and finishing (including milling, extrusion, profiles, casting and processing of commodities and alloys), and support services and material, and equipment supply processes.
NORCAT also provided recommendations to bridge the gap between the requirements of employers and the quality and quantity of human capital.