Online Message

CONTACT US

message-img
  • MINING REMUNERATION REPORT 2018 Business News

    BDO Remuneration and Reward 112 ‘THE Resources HUB’ 114 CONTENTS (cont). 4 SCAR T Welcome to the inaugural edition of the Scarce Skills Mining Remuneration Report 2018 which is the first report of its kind in Australia. We developed this report because we believe that the current market data is insufficient to allow companies to make informed and credible remuneration decisions with

    Details >
  • What Job Skills Are Needed for Miners? Work Chron

    What Job Skills Are Needed for Miners?. Miners form part of the backbone of the mining industry, and the job benefits are numerous. On average, coal miners earn $77,466 per year, according to the National Miners Association in 2010. That's a relatively high salary, especially considering that not all positions

    Details >
  • Board appointment and review of remuneration structure

    To strengthen the Board’s depth and breadth of skills, highly regarded Mining Executive Mr Garret Dixon has been appointed as an independent Non-Executive Director effective immediately. As a result, the Board now comprises three independent Non-Executive Directors. Mr Dixon has extensive experience in the resources and mining contracting sectors in Australia and overseas. His work in both

    Details >
  • Sector Skills Plan for the Mining and Minerals Sector

    This is the Sector Skills Plan update prepared by the Mining Qualifications Authority (MQA) for the Mining and Minerals Sector (2014 2019). It is submitted to the Minister of Higher Education and Training in partial compliance with the requirements of the Skills Development Act of 1998 as amended. The MQA was registered as a Sector Education and Training Authority for this sector on 20

    Details >
  • GOVERNANCE: HUMAN RESOURCES AND REMUNERATION

    Mkhwanazi, who brings valuable technical and management skills and experience from across the mining sector. I look forward to working with Themba in the years ahead. Our remuneration activities this year have been affected by the tough operating environment. These conditions have highlighted the importance of driving further efficiencies across the Company, to ensure retention of skills and

    Details >
  • McDonald Gold & General Mining Industries

    General Mining Industries Remuneration Report 2017 The McDonald Gold & General Mining Industries Remuneration Report was established in 1988, and is one of a suite of McDonald surveys which have been the leading source of remuneration data for the resources industry for more than 25 years. The McDonald Gold & General Mining Industries Remuneration Report provides Directors, Remuneration

    Details >
  • Charter of the Remuneration and Indochine Mining

    INDOCHINE MINING LIMITED ACN 141 677 385 (IDC or Company) Charter of the Nomination and Remuneration Committee 1. Introduction 1.1 This Charter governs the composition, membership, roles and responsibilities of the Remuneration and Nomination Committee (Committee) of the Company. 1.2 The operation of the Committee is also governed, where applicable, by the Constitution of the

    Details >
  • Remuneration Nomination Commitee Alufer Mining Limited

    ALUFER MINING LIMITED (the “COMPANY”) REMUNERATION AND NOMINATION COMMITTEE CHARTER 1. Composition of the Committee Members of the Remuneration and Nomination Committee (the “Committee”) shall be appointed by the board of directors (the “board”), in consultation with the Chairman of the Committee. The Committee shall be made up of at least three members, a majority of

    Details >
  • Spotlight turns to dated mining executive incentive

    Mining companies must reassess traditional remuneration practices and adjust to a new business climate, early insights say. Spotlight turns to dated mining executive incentive schemes as early

    Details >
  • REMUNERATION POLICY REMUNERATION PHILOSOPHY AND

    Remuneration will never be a stand-alone management process, but will be fully integrated into other management processes such as the performance management and talent management processes, values and culture, and the overall Group Human Resources Policies. 2. REWARDS VISION The vision of the remuneration philosophy is to provide rewards that are simple, integrated, holistic solutions,

    Details >
  • Mining wages hit boom-time highs afr

    12.07.2019· Wages for certain mining jobs have soared beyond boom-time levels, and industry groups say some workers will enjoy an extended period of premium wages amid a quadruple squeeze on skills.

    Details >
  • Mining and resources salaries spike in 2019 Australian

    Jobs in the mining, resources and energy sector have experienced one of the highest salary increases of any Australian industry in 2019. According to SEEK’s biannual salary report, the mining

    Details >
  • Spotlight turns to dated mining executive incentive

    Mining companies must reassess traditional remuneration practices and adjust to a new business climate, early insights say. Spotlight turns to dated mining executive incentive schemes as early

    Details >
  • Remuneration Nomination Commitee Alufer Mining Limited

    ALUFER MINING LIMITED (the “COMPANY”) REMUNERATION AND NOMINATION COMMITTEE CHARTER 1. Composition of the Committee Members of the Remuneration and Nomination Committee (the “Committee”) shall be appointed by the board of directors (the “board”), in consultation with the Chairman of the Committee. The Committee shall be made up of at least three members, a majority of

    Details >
  • Charter of the Remuneration and Indochine Mining

    INDOCHINE MINING LIMITED ACN 141 677 385 (IDC or Company) Charter of the Nomination and Remuneration Committee 1. Introduction 1.1 This Charter governs the composition, membership, roles and responsibilities of the Remuneration and Nomination Committee (Committee) of the Company. 1.2 The operation of the Committee is also governed, where applicable, by the Constitution of the

    Details >
  • The Future of Mining in Africa Navigating a Revolution

    New skills, a changing workforce, organisational restructuring and adoption of new technologies are all important to navigate in this era. Deloitte sees three interacting domains of change that will shape the future of mining: The first domain is that of emergent opportunities from 4IR for mining companies, including what a digital mine will look like and the future of working at a digitally

    Details >
  • Remuneration and performance Leadership and

    Remuneration is comprised of guaranteed and “at risk” or variable elements which vary in quantum and design, based on the organisational level and the area in which employees operate. All these remuneration elements are, however, directed towards retaining our employees. Our remuneration policy therefore focusses on: Aligning the behaviours and performance of our senior executives and

    Details >
  • REMUNERATION POLICY REMUNERATION PHILOSOPHY AND PRINCIPLES

    Remuneration will never be a stand-alone management process, but will be fully integrated into other management processes such as the performance management and talent management processes, values and culture, and the overall Group Human Resources Policies. 2. REWARDS VISION The vision of the remuneration philosophy is to provide rewards that are simple, integrated, holistic solutions,

    Details >
  • Remuneration committees: Guidance from the IA

    Remuneration committees should exercise independent judgment and not be too reliant on remuneration consultants. This can be quite a challenge as understanding trends and the market is tough without input from external advisors. “One strategy is to use of the same consultants but for the remuneration committee to be advised by a different partner to the executives” However,

    Details >
  • Jangada Mines

    The total project area covers 48,000 hectares, and includes 3 mining licences and 42 exploration licences. Significant work has been undertaken at the Project, resulting in the release of a PEA in June 2018, which confirmed its potential to become a robust, low CAPEX and OPEX, shallow, open-pit operation demonstrating an NPV of US$192 million, an IRR of 67% and 1.6-year payback. Since the

    Details >

News & Cases

We provide quality and efficient solutions to our global customers