5
“Others have noticed (a difference) I think the man-
ager is impressed”.
Overall, the feedback from learners gives us confidence
that a blended learning approach that provides learners
with the opportunity to learn without leaving their work-
place and encourages them to apply knowledge and skills in
their plants, helps develop employees.
It is also evident from the growth in clients and learn-
ers over the last five years (3 companies/42 learners in 2020
to 11 companies/115 learners in 2024) that the blended
learning approach to a technical training program is being
trusted and embraced by the mining industry.
Cohort-Based Learning
The feasibility study sponsors emphasized that structure
and focus are critical objectives for an effective training
program. Based on this clear direction, we took a cohort
approach to the program delivery, with learners progressing
through a structured schedule of courses over the 20-month
period.
The intensity of the 20-month program can be chal-
lenging for some learners. Being part of a cohort helps
maintain engagement and motivation throughout the pro-
gram. It also gives learners many opportunities to interact
with and get to know peers in their own organization and
in other companies. This not only creates a collaborative
learning environment that gives learners a strong sense of
shared experience and mutual support, it also helps young
engineers that are site based to build their professional
network.
When asked what learners valued in the Metcelerate
Program, they shared:
“I thought it was going to be just another online
course. But it’s been great to interact with others. The
other students are fantastic.” (Feedback interviews,
Cohort 2020)
“I’m glad to be part of this community.” (Feedback
interviews, Cohort 2022)
“Other participants sharing their work experience
and knowledge from different mine operations was
extremely valuable.” (Feedback interviews, Cohort
2020)
“Tutorials create exposure, and you don’t feel so
isolated with your problems. There is a commonal-
ity amongst industry—you are not doing anything
wrong.” (Metcelerate Customer Research report,
December 2020)
Learners from the same company are encouraged to
work in groups on assignments and get guidance from their
Metcelerate mentors. This collaborative environment deep-
ens the learning experience, encourages learners to perse-
vere and gives them an opportunity to build essential soft
skills, such as teamwork, communication, and leadership.
Learners have shared:
“We worked together to complete assignments … it
was very helpful having that extra help from a col-
league.” (Feedback interviews, Cohort 2023)
“Working as a group on assignments has provided a
great experience to see what other people are working
on at other sites. I feel less isolated in my role even
though I am part of a team of 5.” (Feedback inter-
views, Cohort 2020)
“I love having a mentor. They are a dynamic per-
son and very supportive. They always call you—you
then feel a responsibility to delivery.” (Metcelerate
Customer Research report, December 2020)
“I’ve been able to pass on what I’ve learnt to colleagues
(both above and below). It saves us from reinvent-
ing the wheel. It accelerates.” (Metcelerate Customer
Research report, December 2020)
Cohort-based learning makes it easier for companies to
identify motivated team members who consistently engage
in tutorials, stay on top of assignments, and successfully
complete the program. While we have not tracked career
development of learners, we have noticed companies select
successful and motivated learners to become Metcelerate
mentors for the following cohorts which recognizes their
efforts.
One company shared with us in May 2024 that they
introduced the Metcelerate Program to address the high
turnover of their metallurgy team. Exit interviews identi-
fied that ad hoc and inconsistent training was a key rea-
son that employees were leaving. In 2023, the company
sponsored 15 metallurgists to participate in the Metcelerate
Program with the main goal to bring them up to a standard
competency level through a structured program. Not only
have the courses developed the knowledge and skills of the
metallurgists, but an unexpected effect has been that the
group work on assignments has improved the overall team
culture. The mine has also replanned the commissioning
and ramp up of a new plant to focus on those learners that
“have been shining in the training and taking this across to the
daily work practices”.
“Others have noticed (a difference) I think the man-
ager is impressed”.
Overall, the feedback from learners gives us confidence
that a blended learning approach that provides learners
with the opportunity to learn without leaving their work-
place and encourages them to apply knowledge and skills in
their plants, helps develop employees.
It is also evident from the growth in clients and learn-
ers over the last five years (3 companies/42 learners in 2020
to 11 companies/115 learners in 2024) that the blended
learning approach to a technical training program is being
trusted and embraced by the mining industry.
Cohort-Based Learning
The feasibility study sponsors emphasized that structure
and focus are critical objectives for an effective training
program. Based on this clear direction, we took a cohort
approach to the program delivery, with learners progressing
through a structured schedule of courses over the 20-month
period.
The intensity of the 20-month program can be chal-
lenging for some learners. Being part of a cohort helps
maintain engagement and motivation throughout the pro-
gram. It also gives learners many opportunities to interact
with and get to know peers in their own organization and
in other companies. This not only creates a collaborative
learning environment that gives learners a strong sense of
shared experience and mutual support, it also helps young
engineers that are site based to build their professional
network.
When asked what learners valued in the Metcelerate
Program, they shared:
“I thought it was going to be just another online
course. But it’s been great to interact with others. The
other students are fantastic.” (Feedback interviews,
Cohort 2020)
“I’m glad to be part of this community.” (Feedback
interviews, Cohort 2022)
“Other participants sharing their work experience
and knowledge from different mine operations was
extremely valuable.” (Feedback interviews, Cohort
2020)
“Tutorials create exposure, and you don’t feel so
isolated with your problems. There is a commonal-
ity amongst industry—you are not doing anything
wrong.” (Metcelerate Customer Research report,
December 2020)
Learners from the same company are encouraged to
work in groups on assignments and get guidance from their
Metcelerate mentors. This collaborative environment deep-
ens the learning experience, encourages learners to perse-
vere and gives them an opportunity to build essential soft
skills, such as teamwork, communication, and leadership.
Learners have shared:
“We worked together to complete assignments … it
was very helpful having that extra help from a col-
league.” (Feedback interviews, Cohort 2023)
“Working as a group on assignments has provided a
great experience to see what other people are working
on at other sites. I feel less isolated in my role even
though I am part of a team of 5.” (Feedback inter-
views, Cohort 2020)
“I love having a mentor. They are a dynamic per-
son and very supportive. They always call you—you
then feel a responsibility to delivery.” (Metcelerate
Customer Research report, December 2020)
“I’ve been able to pass on what I’ve learnt to colleagues
(both above and below). It saves us from reinvent-
ing the wheel. It accelerates.” (Metcelerate Customer
Research report, December 2020)
Cohort-based learning makes it easier for companies to
identify motivated team members who consistently engage
in tutorials, stay on top of assignments, and successfully
complete the program. While we have not tracked career
development of learners, we have noticed companies select
successful and motivated learners to become Metcelerate
mentors for the following cohorts which recognizes their
efforts.
One company shared with us in May 2024 that they
introduced the Metcelerate Program to address the high
turnover of their metallurgy team. Exit interviews identi-
fied that ad hoc and inconsistent training was a key rea-
son that employees were leaving. In 2023, the company
sponsored 15 metallurgists to participate in the Metcelerate
Program with the main goal to bring them up to a standard
competency level through a structured program. Not only
have the courses developed the knowledge and skills of the
metallurgists, but an unexpected effect has been that the
group work on assignments has improved the overall team
culture. The mine has also replanned the commissioning
and ramp up of a new plant to focus on those learners that
“have been shining in the training and taking this across to the
daily work practices”.