New Paradigms in Personnel Training for Remote Sites and Fly-in Fly-out Operations

The Demographic Challenge: Why Traditional Approaches Are Losing Effectiveness

Modern industry is facing an unprecedented labor shortage. The demographic gap, an aging workforce, and a shifting gender balance (according to official Ministry of Labor statistics, the share of women among job seekers has reached 63%) are dictating new rules for personnel management. In the context of remote production sites and fly-in fly-out (FIFO) operations, these problems are exacerbated: there is a physical shortage of people, and high turnover requires a constant influx of new specialists.

In her presentation, Elena Datsenko, drawing on her experience at GC Titan and major mining holdings, analyzes the transformation of corporate training. Today, personnel development is ceasing to be a secondary HR function and is becoming a full-fledged business process. The main challenge for industrial companies is to ensure fast and high-quality training under conditions of continuous staff rotation.

Preboarding: Training Before Arrival at the Site

The classic model, where an employee first arrives at the site and then spends weeks on theoretical training, is no longer cost-effective. The time a worker spends on-site is too valuable. The solution is preboarding—a process of immersion in the profession and safety standards that begins even before the actual arrival at the workplace.

Candidates gain access to training materials and introductory courses during the hiring stage or even while at the airport. Upon arrival at the site, the only remaining steps are to verify acquired knowledge, conduct targeted briefings, and quickly integrate the person into the production process. This requires close coordination between recruitment, safety departments, and on-site managers.

From Formal Programs to Targeted Educational Solutions

The speaker emphasizes the need to move away from cumbersome, universal programs in favor of flexible "educational solutions." This approach is based on deep analytics: before creating a course, methodologists analyze a specific production problem in detail and design training specifically for it.

Instead of gathering groups in classrooms (which is practically impossible given the distributed geography of operations), companies are switching to hybrid formats. Theory is delivered via mobile portals and Learning Management Systems (LMS), while practice is mastered directly on the job under the supervision of a mentor. At the same time, work-rest schedules are strictly observed—training must not lead to the exhaustion of FIFO workers.

VR Simulators and Error Analytics: Mining Industry Case Studies

The implementation of digital tools allows for the safe practice of complex equipment operation skills. The presentation details a case study on training excavator operators using VR simulators. Practice revealed an unexpected result: even experienced specialists made up to 60% errors during initial testing on the simulator (incorrect approach angle, loading errors).

The simulator generates a detailed log of deviations, allowing the operator to go through the problematic scenario repeatedly until the error rate drops to an acceptable minimum. Only then is the employee cleared to operate real equipment. This approach not only reduces accident rates but also significantly shortens the adaptation period.

Another important aspect is adapting programs to the changing candidate profile. Against the backdrop of a shortage of male staff, companies are successfully implementing projects to create all-female haul truck crews. This requires a review of not only training materials but also related production processes (e.g., the work of mobile repair teams).

360-Degree Assessment and Prompt Libraries

To control the quality of training, a "360-degree" rapid assessment system is being introduced. Feedback on a newcomer's performance is provided by the manager, mentor, and colleagues. If gaps are identified, the employee is not removed but directed to a repeat cycle of targeted training.

An innovative step is the integration of artificial intelligence into the self-study process. Specialized "prompt libraries"—sets of queries for neural networks—are added to training courses, helping employees independently find solutions to highly professional tasks directly at the workplace.

What you will learn from this presentation:

• How to organize the preboarding process and start training a FIFO worker before they arrive at the site?
• What is the fundamental difference between a classic training program and an educational solution?
• How to use VR simulators to identify critical errors in experienced machine operators and drivers?
• How to adapt the training system to create all-female heavy equipment crews?
• How to apply the 360-degree assessment method on a production site to correct skills?
• Why does production personnel need a "prompt library" and how does AI help in solving work tasks?