PARTNERING FOR SKILLS: DGC TALENTWORKS’ WORK WITH UXI AND LOCAL INSTITUTIONS

Mining operations across Africa face persistent pressure to meet production targets safely while localising skills, controlling costs, and remaining compliant across multiple jurisdictions. DGC TalentWorks addresses this reality by partnering with UXi training centres and community-based institutions to create practical, deployment-ready skills pipelines. The result is a workforce strategy that blends local talent development with reliable outsourcing and placements, so clients get the right people, with the right competencies, at the right time.

THE INDUSTRY CHALLENGE

Mining projects, and their shutdowns, rebuilds, and ramp-ups, depend on crews who can perform to standard from day one. Decision-makers typically confront five interlocking constraints:

SKILLS SCARCITY

Limited availability of certified artisans for critical trades (welding, fitting and turning, rigging, electrical, instrumentation, millwright, etc.).

LOCALISATION & COMMUNITY EXPECTATIONS

Pressure to recruit locally and develop sustained community value while maintaining productivity.

SAFETY & COMPLIANCE

Non-negotiable HSE performance and adherence to labour and immigration regulations across regions.

SCHEDULE VOLATILITY

Ramped mobilisations, variable work fronts, and short lead times can overwhelm internal HR teams.

COST CONTROL & GOVERNANCE

Need for transparent, auditable processes that reduce rework, stabilise quality, and contain administrative overhead.

DGC TALENTWORKS’ SOLUTION: SKILLS PARTNERSHIPS THAT DELIVER DAY-ONE VALUE

DGC TalentWorks tackles these constraints through structured partnerships with UXi training facilities and local institutions. The approach is intentionally pragmatic and outcome-driven:

CO-DESIGNED PROGRAMMES

Technical curricula are aligned to real site conditions and client standards, integrating HSE fundamentals, tool competence, and practical assessments.

LOCAL SOURCING & COHORTS

Recruitment is prioritised from host communities and nearby regions; cohorts train together and mobilise as intact teams to improve early-stage performance, attendance, and teamwork.

READINESS BEFORE DEPLOYMENT

Competency is verified through supervised practicals and defined assessment criteria; supervision sign-offs ensure crews are genuinely job-ready.

PROGRESSION PATHWAYS

Post-placement development (technical refreshers, supervisor skills, and safety leadership essentials) improves redeployment rates and retention across projects.

IMPACT FOR CLIENTS

Fewer first-week stoppages, safer starts, smoother induction, and faster progress to steady-state productivity, without diluting localisation commitments.

WORKFORCE OUTSOURCING BUILT FOR MINING

DGC TalentWorks integrates training alliances with a disciplined outsourcing model, ensuring that planning, mobilisation, and ongoing workforce management operate as a single system.

PROJECT-BASED STAFFING

Scale crews up or down in line with shutdown calendars and workfront evolution. Teams are assembled from pre-vetted pools of artisans, technicians, supervisors, and safety personnel, enabling rapid, compliant mobilisation.

STRATEGIC WORKFORCE PLANNING

Forecasts are developed against project scopes and milestones, allowing the training pipeline to run ahead of mobilisations. This reduces last-minute hiring, premium costs, and schedule risk.

PERFORMANCE MANAGEMENT IN PRACTICE

Clear performance expectations and simple, site-appropriate routines (toolbox briefs, supervisor feedback loops, and safety observation cycles) maintain quality and HSE discipline under tight timelines.

ADMINISTRATIVE EFFICIENCY

Centralised coordination across timesheets, payroll inputs, and compliance documentation streamlines administration and reduces avoidable overhead, particularly across multi-site deployments.

DYNAMIC RESOURCE ALLOCATION

Cross-project matching ensures scarce skills are redeployed where utilisation and project value are highest, minimising idle time and shortening replacement lead times.

TALENT MANAGEMENT: FROM SELECTION TO SUSTAINED PERFORMANCE

PRE-VETTED TALENT POOLS

Artisans and technical professionals are screened for trade competence, safety mindset, reliability, and site readiness, producing a shortlist of candidates who can contribute from day one.

JUST-IN-TIME DEPLOYMENT

When a critical role opens or a crew needs to scale, DGC TalentWorks mobilises from the vetted bench, compressing lead times while preserving standards.

CONTINUOUS SKILL DEVELOPMENT

Through DGC AFRICA Skills and aligned partners such as UXi, individuals receive targeted upskilling and refreshers (e.g., welding processes, electrical maintenance, rigging fundamentals, HSE modules), improving redeployment rates and project continuity.

PROACTIVE PIPELINES

Emerging trade needs are identified early; local institutions are engaged to build intake capacity; and community recruitment ensures localisation targets are met without compromising quality.

COMPLIANCE & RISK MANAGEMENT

Operating across African jurisdictions requires diligence and consistency. DGC TalentWorks’ model emphasises:

LABOUR LAW ADHERENCE

Country-specific labour requirements are observed and documented.

SAFETY FIRST

HSE training is embedded from intake through deployment.

STANDARDISED RECORDS

Secure documentation provides auditable proof of qualifications, inductions, and renewals.

REGULATORY VIGILANCE

Ongoing monitoring of relevant regulatory updates ensures workforce strategies remain aligned with current requirements.

The result is a defensible, inspection-ready workforce programme that reduces exposure to compliance failures, stoppages, and reputational risk.

HOW THE PARTNERSHIP MODEL WORKS (STEP-BY-STEP)

SCOPE & FORECAST

DGC TalentWorks maps trade requirements, numbers, and dates to the project plan.

LOCALISE & SOURCE

Candidates are recruited from host communities and surrounding regions, aligned to localisation goals.

TRAIN & ASSESS

UXi and local partners deliver competency-based training with HSE foundations and supervised practicals.

MOBILISE & INTEGRATE

Certified candidates are deployed into project-based staffing models; supervisors receive clear expectations and feedback routines.

SUPPORT & IMPROVE

Early performance is stabilised through coaching and on-site supervision; development plans are set for redeployment.

MEASURE & REDEPLOY

Outcomes are reviewed; high performers are retained and redeployed to protect institutional knowledge and reduce hiring churn.

BENEFITS TO MINING DECISION-MAKERS

OPERATIONAL CONTINUITY

Deployment-ready local talent reduces the time to stable productivity.

COST CONTROL

Fewer reworks, fewer premium hires, and streamlined administration contain total labour cost.

LOCAL STAKEHOLDER VALUE

Community-based cohorts strengthen social licence to operate.

COMPLIANCE CONFIDENCE

Clear records, consistent training standards, and documented HSE pathways withstand audit scrutiny.

SCALABILITY

Cohort-based models scale efficiently across shutdowns, rebuilds, and expansions.

USE CASE (ILLUSTRATIVE)

A smelter rebuild requires a rapid ramp-up of welders, riggers, and electricians across two workfronts. DGC TalentWorks collaborates with UXi and local institutions to run targeted intakes, integrates HSE modules into trade practicals, and mobilises cohorts with verified competencies. Supervisors report smoother first-week handovers, fewer safety reminders, and a faster move to predictable output, demonstrating how partnership-built pipelines translate directly into schedule protection and cost stability.

WHY DGC TALENTWORKS

PROVEN INDUSTRIAL FOCUS

Deep experience across mining, metals, energy, and infrastructure environments.

PERFORMANCE ORIENTATION

Standards are explicit; supervisor routines are simple, visible, and repeatable.

LOCALISATION BY DESIGN

Partnerships with UXi and community institutions ensure local talent is developed and retained.

SINGLE-POINT ACCOUNTABILITY

One partner oversees sourcing, training alignment, mobilisation, and ongoing workforce management.

INBOUND RESOURCES FOR BUYERS (OPTIONAL ADD-ONS)

GUIDE

Building a Local Skills Pipeline for Shutdowns and Rebuilds

CHECKLIST

Competency & HSE Readiness for Day-One Deployment

WORKSHEET

Workforce Forecasting for Multi-Site Operations

These materials help stakeholders align internal teams and clarify requirements before mobilising.

Planning a shutdown, ramp-up, or brownfield expansion?

DGC TalentWorks can design a localised, competency-based pipeline with UXi and community partners to meet your timelines and standards.

Visit the website to get started: www.talentworks.dgc-africa.com