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2013 Results

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Turnover rate




AlcoaLearn: a new training system


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Human Resources Development and Succession Management


Human resources development and succession management go hand in hand at Alcoa Canada. Our competency development policy is a determining factor in our ability to retain talent and prepare the next generation of workers, which will be a key issue in our industry for years to come. While the turnover rate is currently low at our facilities, many of our employees are scheduled to retire in the next few years.


Skills Development 

Performance management is a continuous loop of planning, executing and evaluating results, supported by feedback, skills development and training. With this in mind, approximately 40% of our team, namely all employees at the Deschambault Smelter and all Alcoa Canada Global Primary Products management, undergo performance reviews. We believe that positive effort and talent should be rewarded, both in the form of compensation and career advancement.


Training: a Pillar of Performance Management 

Employees are offered opportunities to upgrade their skills and gain experience in other areas of expertise, ranging from health and safety to team project management and sector-specific techniques. Temporary and permanent job postings allow our employees to diversify their skills and move forward in their career development.

On-site training experts at our plants help employees develop their technical or management skills. Every year, thousands of hours of training are provided to ensure that these skills remain cutting-edge, especially in areas like health and safety, production, continuous improvement and environmental protection.


Succession Planning 

Demographic trends and the large number of retirements expected over the next few years have made succession planning a critical issue. As a result, we are assessing all key positions with the goal of developing a succession management plan. This process, supported by the Leadership Evaluation and Development (LEAD) database, helps us identify successor candidates for core management positions. We have also created a Regional Labour Committee, whose mission is to ensure that we preserve our competencies and transfer core knowledge during this time of change.


The issue of succession has been discussed by the members of our Sustainability Advisory Committee, whose suggestions have been very helpful in developing our succession management strategy.