The demand for maintenance professionals able to perform the most simple and routine activities is far greater than the demand for skilled professionals capable of performing more complex maintenance tasks. • The natural path for any professional skills development program is to start with acquiring the basic skills and gradually developing the more complex and specialised skill-set overtime. The HuMAINTENANCE Competence Creation Program builds on this basic principle when creating a critical mass of relevant maintenance skill-sets amongst a labour force in a structured manner, which: • Significantly increases retained competence • Reduces the cost of ineffective training, re-training, equipment damage and downtime.

1. !
HuMAINTENANCE™ !
Competence creation program!
HuCOMPETENCE™, HuPRODUCTION™, HuMAINTENANCE™, HuABILITY™ and accompanied logos are trademarks of HuMINE Resources Inc. All rights reserved 2012

2. HuMAINTENANCE !
Competence Creation Program!
The demand for maintenance professionals able to perform the most simple and routine activities is
far greater than the demand for skilled professionals capable of performing more complex
maintenance tasks.
• The natural path for any professional skills development program is to start with acquiring the
basic skills and gradually developing the more complex and specialised skill-set overtime.
The HuMAINTENANCE Competence Creation Program
builds on this basic principle when creating a critical mass of
relevant maintenance skill-sets amongst a labour force in a
structured manner, which:
• Significantly increases retained competence
• Reduces the cost of ineffective training,
re-training, equipment damage and downtime.

3. HuMAINTENANCE !
Competence Creation Program!
• The skills-sets required to perform all maintenance tasks
are mapped and grouped into different expertise levels,
ranging from the fundamental skill-sets required for 10 years
Specialist
simple tasks, through to the more complex undertakings. 8 years Technician
7 years
Technician
Level III
• HuMAINTENANCE’s pragmatic approach ensures that 5 years
the beginner will as soon as possible be able to perform
4 years
Technician
3 years Level II
some maintenance activities.
Technician
2 years
As the beginner acquires skill-sets to perform basic 1 year Level I
maintenance activities, he/she is integrated into the team
and starts to perform basic tasks, which gives them the
opportunity to practice & consolidate the skills acquired.

4. HuMAINTENANCE !
Competence Creation Program!
As the trainee/technician effectively proves that the acquired skills is being deployed correctly, the
program is able to gauge the strengths/weaknesses of each individual member and graduate the
person at current levels, qualifying him/her to acquire subsequent more complex skill-sets.

5. HuMAINTENANCE !
Competence Creation Program!
• The Skills at each, or all levels can be introduced through a range of means, including:
– Traditional training,
– On the Job Training / Mentoring
– Self-training, etc..
• As the the skills are acquire, the technician will be assessed to prove that he/she has the ability to
perform the tasks without supervision.
• When the technician completes, and is certified to have retained and applied a set of skills of any
given sub-level he/she is able to start acquiring competencies for subsequent levels.
• When the technician completes, and is certified to have retained and applied a certain Expertise
Level at different degrees of satisfaction, he/she is able become a candidate for promotion, based
on work performance.
The HuMAINTENANCE program should directly correlate with a Career and Compensation Plan.

6. On The Job Training & Mentoring!
• OJT is more suitable for a competence acquisition model than for traditional classroom training.
• OJT is conducted by Mentors, who can be a range of individuals qualified for a specific type of
training such as:
– Higher graduated / experienced technicians
– Junior engineers
– Supervisors
• The Mentoring approach promotes:
– Preparation of future leadership candidates
– Knowledge and experience sharing, benefiting both the mentor and trainee.
– Multiplies available training resources
– Develops training qualifications amongst a broader base of the overall team.

7. HuMINE People Selection!
How do you select the right individual to undergo an expensive training program,
with no previous experience in mining, construction or any other industrial activity,
whom will successfully be able to absorb the training and subsequently apply the
skill-sets safely and in sync with the overall operative goals?
!
• Mechanical systems understanding.
• Ability to handle metrics, conversions and math concepts.
• Ability to understand diagrams and schematics.
• Spatial perception.
• Logical thinking.
• Risk perception.
• Decision making.
• Leadership.

8. Competence Creation & !
Career Path Synchronization!
• Promote the individuals ownership of his/hers career path through skill acquisition, application &
transparency.
• Corporate recognition of competence acquisition & accountable application.
• Simplified and business focused Salary Level 6
Small salary
career & compensation management. increments, Salary Level 5
SKILLS
no promotion SKILLS
Salary Level 4
SKILLS
Promotion + Sensitive Salary Increment Serviceman Level II
Salary Level 3
Small salary SKILLS
increments, Salary Level 2
no promotion SKILLS
Salary Level 1 SKILLS
Serviceman Level I

9. Contact information!
HuMINE Resources™ "London, Perth, Madrid & Belo Horizonte.
+44 207 193 6695 Main " "BRASIL " " "AUSTRALIA!
+44 207 117 4460 Global Fax " "+55 31 3231-8787 " "+61 8 9467 6095 !
Info@humineresources.com
brasil@humineresources.com
australia@humineresources.com
www.humineresources.com