PEOPLE AND CAREERS Training and development

Training and development

Gold Fields encourages all employees to have Individual Development Plans in place which are updated twice annually. These development plans inform our training budgets and training plans in each Region. Annually Gold Fields conducts a talent review in which all talent is reviewed. This involves employee input and manager reviews which are consolidated at Group level. In South Africa our training plans are aligned to our workplace skills plans.

Gold Fields training

At Gold Fields we offer a range of training and development interventions.

In 2021 we spent US$1,397 per person on training. The types of training supported are:

  • Induction and onboarding
  • Legal and compliance training
  • Leadership training
  • Technical skills training, including mining, engineering, technical services and other technical skills to keep employees’ skills up to date with modern mechanised mining
  • Safety training
  • A range of soft skills training

Return on investment of training

Gold Fields invests in training that has a clear business benefit. We monitor a range of metrics to determine what is the best training for our business. This includes financial metrics like training spend per person, % payroll spend on training and lead indicators like the % of improvement in performance of employees who have attended training. We also track business benefits including ROI for every dollar spent on training .

We measure the business benefits of our training including the performance improvements seen. This includes monitoring the effectiveness of management and supervisory training in terms of improvements in individual performance as well as the net benefit after all costs for training. As we continue to enhance our systems and processes in line with digital age we continue to evolve our training metrics over time.

Group training and development initiatives

At Gold Fields we encourage our employees to complete any continuing professional development (CPD), attend conferences and seminars specific to their role requirements. In addition we have a number of group training programmes we run across our business. These programmes change and develop each year but include:

  • Leadership programmes – management and supervisory levels (internal programmes and programmes in partnership with accredited learning institutions)
  • Diversity and inclusion training – awareness training, unconscious bias training, right conversations
  • Code of conduct training – Living the Gold Fields values and abiding by our code of conduct
  • Strategy training for management employees – unpacking the Gold Fields strategy annually to align employees to the Group objectives
  • Performance management training – how to set objectives and conduct effective reviews and manage performance.
  • Courageous safety leadership and vital behaviours – to promote leadership that will drive our safety culture across all our operations

Regional training

Each of our regions delivers training interventions best suited to their needs. This includes:

Region     Training offered

The following segmented programs were carried out:
EDCC: Directed to VPs and Managers
SSCC: Directed to Sub Managers and Superintendents
MMCC: Directed to Headquarters and Supervisors
GF School: Aimed at Professional Staff
InnovaThon: Directed to all interarea collaborators
External Training: Strengthening and / or Updating of hard knowledge.

Within Australia, leadership development programs are built upon the Gold Fields leadership competencies. Each leadership program is aimed at different levels of leadership through a philosophy of increasing leadership capability and increasing levels of influence. Current programs focus on minimising unconscious bias, self-management, project management and building effective teams. Expertise from external key partners are utilised for some of our higher end leadership programs. In such instances, Gold Fields Australia have partnered up with local universities and other reputable providers. Leadership activities are also backed up through leadership coaching, 360 assessments, mentoring and relevant leadership psychometrics.


In 2019, the program “Escuela GF” was updated as “Centro de Alto Rendimiento (CAR)” planning a training and development model by segmenting the programs by: Position Leadership Programs and Performance Programs 2018 - BSC.

Leadership Programs by Position:
EDCC: Program designed in Strategic Alignment, People Management and Recognition 02 session of 8-hour workshops, 22 participants

SSCC: Program: Management Maturity, Performance Agreement, Development Tools, Evaluation and Commitment. 03 sessions of 8-hour workshops and accompanying sessions. 18 participants

MMCC: Directed to Headquarters and Supervisors. Spotlights Performance Agreement, Development Tools, Evaluation 03 sessions of 8 hours, 68 participants

SPCC: Program designed to guide participants to focus on achieving their annual objectives; planning and directing. 3 4-hour each sessions, 170 participants

OTCC - Operators and Technicians of Cerro Corona: Program designed to acquire a methodology to enable constructive conversations in order improve performance. 3 sessions of 4-hour Offimatica workshops, 86 participants

Performance Programs:
Grant of a $ based on the performance note 2018. Within the range of learning we offered: Elearning platforms, English classes, study time, my mecca (my first career) and technical courses. We managed to train 97% of our employees with a total investment of $ 429,147


The following Skills programmes were offered at South Deep

OIM Coaching - Line Managers coaching.
Internal and External (technical and Non Technical) training for employees

Bursar, interns, scholarships, graduates and work experience programmes
Region     Number of bursars and interns

14 Trainees

7 current Indigenous scholarships under way




40 Interns / Graduates

15 Bursars

7 work experience (Vac work)


130 Interns

242 Bursars

234 Scholarships

47 Graduate Trainees

127 National Service