Integrated Report
2022
GRI

Training in the KGHM Polska Miedź Group

Table of contents

KGHM Polska Miedź S.A.

  • Training programs are aligned with business objectives.
  • The training system is centrally managed by a specialized unit: the Professional Employee Effectiveness Department (the Professional Training Unit and the Business Partner HR Unit). 
  • Development needs are periodically assessed and form the basis for the development of a training plan and a cost calculation.
  • The results of training activities are monitored and reported on an ongoing basis.

The main aim of the activities carried out in 2022 was to build competencies for the implementation of the company’s current and future business objectives defined in the strategy. In the process of organizing development activities, the company took into account its strategic directions (5E), i.e. Flexibility, Efficiency, Ecology – Safety and Sustainability, E-industry and Energy, as well as long-term development plans.

  • was required by specific regulations (including occupational health and safety training, or training courses and exams to qualify for specific positions requiring specialised skills),
  • developed competencies needed to conduct its operations, such as improving language, management or interpersonal skills of its employees,
  • built the skills required to develop career paths and to change the employee education structure, for example by co-financing graduate and post-graduate educational programs.

KGHM employees were able to acquire knowledge and competencies in the area of climate policy, sustainable development, corporate governance, compliance management, in accordance with the conducted mining and production activity in the international entities belonging to the Company.

  • MBA-type studies, including the Executive MBA in Innovation Management Development Program – an original program of the exclusive partner, the IESE Business School, which was completed in 2022 and was an important element in building and developing the professional competence of KGHM’s management staff. 
  • Copper Leaders postgraduate management studies for mid-level personnel, organised in cooperation with the University of Warsaw. The second edition of the program was held in 2022.
  • KGHM Giants Leader Academy, a development program for line managers; the first edition was held in 2022 and was designed for managers of the lowest management level from KGHM Head Office and divisions. The program allows participants to develop leadership skills, which affects the effectiveness of employees and thus the way the company is organized and its financial results. The first pilot edition was held in late 2021/2022; the program was launched for 160 employees.
  • InvestCUp is dedicated to about 500 KGHM employees who are involved with the Company’s investment projects. The program was kicked off in October 2022 with the aim of improving and consolidating existing competencies, ensuring the exchange of experience and best practices in the implementation of investment projects. 
  • Data Science studies in cooperation with the University of Warsaw
  • Postgraduate studies in cybersecurity of industrial systems in cooperation with Silesian University of Technology. 
Other activities in 2022:
  • Co-financing and financing of studies, such as MBA courses, individual postgraduate studies, graduate studies (163 beneficiaries).
  • KGHM Implementation Doctorates Program, which includes conducting research and disseminating its results at scientific and professional conferences in Poland and abroad, in international scientific journals.
  • Participation of KGHM employees in open trainings, conferences, webinars.
Key data on employee development in 2022:
38,631
employees attended a single training event
163
persons
benefited from co-funding for graduate or post-graduate studies

E-learning courses

In 2022, the Company offered its employees training and professional courses as well as courses in the areas defined by internal normative acts in the form of e-learning. 

In 2022, training and professional courses as well as courses in the areas defined by internal normative acts were offered in the form of e-learning.

  • training for employees in managerial jobs on ethics, prevention of irregularities in the company (in particular, corruption, abuse and discrimination) and handling whistleblower reports;
  • training for employees in white-collar and blue-collar positions (people with computer access) on ethics and submitting whistleblower reports concerning irregularities utilizing the channels in place in the company;
  • training on Information Security Policy based on the ISO 27000 standard;
  • GDPR training,
  • training on recognizing a conflict of interest and preventing it,
  • training in mine rescue for managers and supervisors of underground mines who are not members of rescue teams,
  • periodic OHS training addressed to employers and individuals supervising employees, administration and office staff and engineering and technical staff.

In view of the impact of the pandemic on the way training is provided, HR units in KGHM Group companies adapted their training offerings to the unpredictable changes, by digitalising, digitising and automating their management and administrative processes and converting on-site training into e-learning courses.

In 2022, 7582 employees of the Company took e-learning courses.

E-learning language courses

In 2022, online language courses became an element of competence development for employees on all positions. The e-learning training method offers great flexibility and the ability to personalize the course and customize it to suit preferences and needs, including the time and pace of learning.

The Company’s employees have access to English, Spanish and German language courses. In addition, each employee can make the course available to family members free of charge; this has had a positive impact on the sense of belonging to the KGHM community.

In addition, after the war in Ukraine broke out, the company provided free Polish language courses to people from Ukraine staying in employees’ homes as part of a nationwide campaign to support Ukrainian citizens.

In 2022, the company also partially resumed the practice of providing individual stationary courses in English and/or Spanish for senior managers.

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