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By James J. Hanslovan

Stresses that damage coal mine trailing cables were investigated to obtain a quantified description of cable-stress locations, magnitudes, and frequency of occurrence. Stresses occurring in operating mining sections were measured and observed. Answers to questions that arose during the underground investigations were pursued under controlled conditions, both in the field and in the laboratory. Cable-handling suggestions that minimize or eliminate the stresses are summarized in the form of recommendations to mine operators.

Jan 1, 1979

To rapidly and dependably locate shorts and opens in mining equipment power cables. Approach: The approximate locations of faults are found using a sound pulse echo, then the faults are exactly located with one of two probes. How It Works: To approximately locate u fault in shielded or unshielded cable, the cable is disconnected from the mine power center, and connected to the sound pulse generator. The generator is also connected to the ground conductor of the cable. When the generator is energized, electrical pulses are transmitted, and each moves along the conductor until it reaches a fault. When a pulse reaches the fault an echo returns to the instrument, either a positive pulse if the fault is an open, or a negative pulse if the fault is a short. See Figure 1. The further along the cable the first fault is from the instrument, the longer it takes for the echo to return. The instrument automatically measures the time and calculates the distance. The distance in feet is shown on an illuminated digital display.

Jan 1, 1976

By Robert King

Splicing portable trailing cables used in underground coal mines is usually less expensive in terms of capital outlay and production time lost than replacing them. However, handling trailing cables may result in electrical arcs, shocks , and burns. Also, destructive forces encountered during a mining operation may shorten the effective life of a cable splice. This report gives the results of an analysis of cable splice defects in an effort to establish cable splice performance criteria, determine testing standards for cable splices, establish guidelines for training programs in cable splicing, and indicate areas for improvement.

Jan 1, 1975

By J. N. Tomlinson

Trailing-cable splices are evaluated for moisture exclusion abilities after repeated travel over shuttle-car sheave wheels. Tests are conducted on cables with jackets made of neoprene, cholrosulphonated polyethylene (CSPE), and nitrile butadiene-polyvinyl chloride (NBR-PVC) to 50° C. The results show that some splice kits are effective as received, others are improved with minor but significant changes, and still others must be redesigned to be effective in underground applications. Laboratory results are compared with actual underground splice results. Recommendations for cable preparation prior to splicing are presented.

Jan 1, 1979

By James L. Patton

Automation of mining increases the productivity of labor, thereby reducing the unit cost of labor. Such cost constitutes the largest portion of the direct or variable costs of producing coal. Therefore, any increase in productivity directly reduces variable cost. The large investment in mechanical equipment carries with it the burden of increased fixed charges. As the proportion of fixed cost to the total cost increases, the effects on the cost of production changes are amplified. Therefore, equipment must be fully utilized at all times. Averaged fixed costs rise with any decline in production. Such a situation forces coal companies to seek every means of main¬taining full production. Figure I will reflect the story on the relationship of production to cost.

Jan 1, 1962

By W. Blake McCullogh

It is often written that the purpose of any mining operation is to produce efficiently, safely, and profitably, and always to search for more efficient, safer, and more profitable methods. To provide for continual improvement, an attitude that is not only reasonable but also imperative, there is an obvious need for a high standard of competence among the ranks both of supervision and of those being supervised. It naturally follows that, to achieve this standard, planned training in every level of an organization is a definite necessity. There are many factors involved in the need for training, and the scope of a program is influenced by answers to such questions as: "What is the geographic location of the project?" "What are the duties of each job?" "What is the source of the working force and supervision?" "What are the hiring standards for various jobs?" "What is the availability of trained personnel?" "What is the availability of outside training facilities?" The approach in this chapter will be to consider a need for a maximum of training, and it may be applied by the reader to whatever extent is considered necessary in each individual situation. 14.2-1. Administration. It is a basic responsibility of every supervisor at all levels to train those who work for him. However in a very extensive training program, which involves supervisors and the working force, includes both compulsory and voluntary participation, uses outside and in-plant methods, and where the increasing complexity of jobs requires more specialization, the establishment of a training department is definitely war- ranted. This will consist mainly of instructors for related classroom training and preparation of manuals, etc., and the necessary clerical help. A training staff does not relieve the various departments of their responsibility to train, but it does have facilities, experience, and contacts that are inval-

Jan 1, 1968

By AIME AIME

THE value to the engineering profession of a liaison between the engineering societies of Russia and America, through Engineering Council, was the subject of a meeting in the Engineering Societies Building attended by over 500 persons. In introducing the subject, Mr. N. A. Stephanoff, President of the Russian Society of America, said: In Russia, engineers were divided into two classes: those who had graduated from the high technical schools and the practical engineers who had graduated from special technical schools. These technical schools were divided into three groups: The first corresponded to the German polytechnical schools with many departments, mechanical, chemical, metallurgical, mining, etc. The second group corresponded to the French special schools of the "Écoles des Ponts et Chaussées." "École des Mines." The third group was formed by the Military and Naval Academies of Engineers. In 1910, Russia's high technical schools had about 45,000 students, whose training covered a period of not less than five years, and who enjoyed all opportunities afforded by laboratories in no way inferior to those of Germany.

Jan 1, 1920

By J. E. Terry

This paper outlines the steps that are being taken to close the gap between training and industry and indicates areas in which more work needs to be done. Although based on experience in the Maritime Provinces, it is applicable to industrial and educational studies across the length and breadth of Canada.

Jan 1, 1970

By M. Poulton, J. A. Botín, C. Gatica

"The Chilean minerals industry faces a shortage of 27.000 new skilled professional by 2023. Enhancing the integration of women into the workforce is a possible solution. This study analyzes the state of women in the mining workforce over the past decade. Several key indicators are presented: percent in the workforce, salaries, career profiles, presence at management level, and participation in academia are studied. The study also analyzes the strategies used by government, industry, and universities to recruit and retain women for the minerals industry. The main results show that women represent 7.4% of the mining workforce in Chile and less than 1% of senior positions with a salary gap of approximately 30%. Systematically, women prefer professional programs in geology, chemistry, and environmental areas. The Chilean statistics are compared to data from the United States mining industry. INTRODUCTION The Chilean mining industry faces a significant shortage of professionals for the next decade which compromises competitiveness and productivity. The demand for human capital in mining depends on several factors. First, the age structure of workforce, which determines future retirement needs. Second, minerals market considerations, determining the amount and size of mining projects entering production in the coming years. Third, the evolution, positive or negative, of productivity, mainly driven by technology and innovation, and negatively affected by the declining ore grades. Finally, negative trends in lead times to production of mining projects, due to social opposition, changing regulations and other project contingencies, negatively affecting the demand for human capital. Regarding the supply of human capital, the fast increase in the technology level of the minerals industry and hence, the increase of technical qualification requirements of the human capital generates a rise in the time required for trade and university education of mining professionals, which may cause imbalances in the labor market. According to (Consejo Minero, 2014) human capital gap in Chile by 2023 will be around 27.000 workers for extractive, processing and maintenance jobs, which represents 14% of the current workforce (Figure 1)."

Jan 1, 2016

By Stanley L. Lippincott

A number of Federal and State agencies require formal training for blasters. Federal agencies often specify the need for initial training involving all job responsibilities as well as periodic refresher training to assure adherence to current operating procedures. failure to provide and document such training can result in substantial penalties.

Jan 1, 1995

By K. Katen

In another situation, Dave Zegeer, the Assistant Secretary of Labor for Mine Safety and Health, whom all of you know very well, would have taken the opportunity to talk with you. In his absence, however, I would like to reference some of his recent comments which may help us to see the issue of mine safety in historical perspective. Dave pointed out that this year is the eightieth anniversary of the Great Earthquake and Fire of San Francisco. The whole world heard about that disaster--it and the 452 people who died in it. In that same year, nearly five times as many people died in coal mines, but no one particularly noticed.

Jan 1, 1986

By J. Armanet

THREE MINING colleges are maintained in France; the École Nationale Supérieure des Mines, of Paris; École Nationale Supérieure des Mines, of Saint Etienne; and the École Supérieure de la Metallurgie et des Mines at Nancy. Besides graduates of these schools, a few graduates of the École Centrale des Arts et MIanufactures and of the École Polytechnique are employed as ]nine managers or engineers; however, most of the latter have taken a graduate course at one of the mining schools.

Jan 1, 1939

By Denis McDermott

This paper describes the process used at three mines to devel­op safety and training programs. The mines are located in Australia, New Zealand and the United States of America. The aims of the programs were to promote and reinforce safe and healthy behaviour, increase productivity and efficiency and to provide a fair and objective basis for the payment of wages. There were common aspects to each of the projects: • mandatory legislation required employers to provide employ­ee training in work performance • employees had little previous involvement in the design and development of the training provided • training had been unstructured with employees relying on the "buddy system" to acquire new skills; the degree of skill acquired by an employee depended on the knowledge and teach­ing capacity of the worker to whom the novice was assigned • appointments and promotions had been based on judgements by supervisors and these were not generally understood by employees • employment conditions for employees were covered by an industrial agreement between management, unions and employ­ees. The degree of sophistication of the industrial agreements varied however none provided a description of work performed in each classification, nor the career or promotional path for an individual • supervisors with the responsibility to train, develop, motivate and reward employees expressed concern that there were no structured processes ( eg work standards or wage progression cri­teria) to support their role.

Jan 1, 1998

By N. V. Sujathkumar, I. Vasudhevan, R. Santhakumar

"Freshwater ornamental fish culture is gaining importance in India and cheaper and nutrient rich live foods such as infusorians, daphnids, copepods and tubifecids are needed urgently. In this regard, adequate research has been conducted to produce such live feeds through recycling of agriculture and animal wastes. By this venture, besides generation of additional income, environment is also kept clean. In order to popularise the technologies relating to production of live foods from wastes and generate employment opportunities, training programmes were conducted for 100 Self Help Group women belonging to Thoothukudi district. The topics of the training included, breeding of ornamental fishes by utilizing the building material wastes, production of live foods through recycling of agricultural and animal wastes. A study on feed back was conducted with 100 respondents represented from different villages. The variables such as socio economic status, economic motivation, usefulness of training and constraints were included in this study. The impact assessment of this training of rural women indicated that 79 percent respondents were in favour of using the training for self employment by utilizing different kinds of wastes. Similar training programmes have also been planned in other parts of Tamilnadu. Introduction Ornamental fish culture is one of the most appropriate sectors to provide opportunities of employment to uplift the status of rural women. To ensure women utilize their full potential in useful and profital activities like freshwater ornamental fish culture, it is necessary to provide training and support for rural women which will ultimately lead to empowerment. Self Help Group Women are being trained routinely in India on the production of live foods for ornamental fish culture through recycling of agricultural and animal wastes. In this regard, training programmes were organized for the Self Help Group Women on freshwater ornamental fish culture. Which is gaining much importance in India. Cheaper and nutrient rich live foods such as infusorians, daphnids, copepods and tubifecids are needed urgently. The techniques of live feed production through recycling of agricultural and animal wastes would not only generate additional income by would also keep the environment clean."

Jan 1, 2008

By Michael J. Brnich

Since 1991, Pittsburgh Research Center (PRC-formerly part of the Bureau of Mines) researchers have recorded extensive interviews with 30 individuals who are experts in the area of mine emergency response. These individuals, who have an average of 35 years of mining experience and 29 years of mine emergency response experience, related stories and observations from events that they experienced during their combined 850 plus years in mine emergency response. The purpose of this effort was to gather information that could be passed on to both today?s and tomorrow?s mine emergency responders to train and guide them in handling future events. This is the first of two articles which report the responses that these experts gave when asked how they think people who may have to respond to a future mine emergency should be trained. During the interviews they discussed how training should be conducted, who should be trained, and what topics should be included. This article will cover the first two areas: what training methodologies would be most effective and who needs to participate.

Jan 1, 1997

By Michael J. Brnich

Since 1991, Pittsburgh Research Center (PRC- formerly part of the Bureau of Mines) researchers have recorded extensive interviews with 30individuals who are experts in the area of mine emergency response. These individuals, who have an average of 35 years of mining experience and 29 years of mine emergency response experience, related stories and observations from events that they experienced during their combined 850 plus years in mine emergency response. The purpose of this effort was to gather information that could be passed onto both today?s and tomorrow?s mine emergency responders to train and guide them in handling future events. This is the second of two articles which report experts responses to questions about training for future mine emergencies. During the interviews they discussed how training should be conducted, who should be trained, and what topics should be included. This article will cover the third area: Topics that should be included in training for mine emergency response managers.

Jan 1, 1997

By Michael J. Brnich

Since 1991, Pittsburgh Research Center (PRC- formerly part of the Bureau of Mines) researchers have recorded extensive interviews with 30 individuals who are experts in the area of mine emergency response. These individuals, who have an average of 35 years of mining experience and 29 years of mine emergency response experience, related stories and observations from events that they experienced during their combined 850 plus years in mine emergency response. The purpose of this effort was to gather information that could be passed onto both today?s and tomorrow?s mine emergency responders to train and guide them in handling future events.

Jan 1, 1997

In 1965, Peter Flawn author of the famous text-book on Mineral Resources (1966) published a paper in Economic Geology with the delightful title `Who took the `Economic' out of Economic Geology?'. He opened this most interesting article with the following paragraph:If one were called upon to cite an example of a fish out-of-water he could hardly pick a better one than a recent graduate of geology of an America university who is suddenly faced with the responsibility of evaluating or appraising a mineral property. And I venture to say that the 'ftsh' with a doctorate - even in economic geology - is not much better equipped than one holding a lesser degree. The new graduate with a major in economic geology probably knows the significance of the various sulphur isotopes, he surely knows a great deal about the chemistry of the ore forming fluids and he recites with ease the arguments which prove deposits are epigenetic rather than syngenetic. However he is a rare bird indeed if he knows anything about the economics of the mineral industry. The truth is that geologists who are engaged in evaluation work are largely self taught. I ask my more distinguished and experienced colleagues - `Has it always been this way? Who took the `economic' out of economic geology?

Jan 1, 1993

By Shanahorn C

During the last decade the proper training of operating and maintenance staff has been recognised as directly contributing to the successful startup and continuing operations of a metallurgical project. During this period Bechtel has assisted clients in the design, development and implementation of such training. The clients have been located in Australia, Papua New Guinea, Africa, China and North America. The programmes have addressed mobile and fixed plant operations and maintenance in coal, copper, gold, borax and other mining environments. The level of sophistication has varied from highly structured and documented instruction to less formal, yet controlled efforts to reorient and enhance the skills of experienced workers to training personnel with no previous work experience. Many lessons have been learned, some easier than others. This presentation will recount the elements of various projects which enhanced and detracted from the cost-effective achievement of the goals which training was

Jan 1, 1986

By W. S. Nel

Training in the mining industry by W. S. Nel, B. A. (Wits) (Visitor) After defining training and discussing the present level oftraining in the South African Mining Industry, the paper proposes the adoption of a centralized training system for the Industry and suggests several ways in which this should function. The finance required for the implementation and running of such a system should be obtained from State aid and from the institution of a levy and grant system for the whole Industry.

Jan 7, 1974