Mining is an art of cutting surface for extracting mineral. The role of IT is to provide the data which influence Mine designing and Production Planning. With the help of provided data we gather the information about the parameters which effect geogolgy, rock condition, survey etc. which help in better analytical way about production planning and mine designing for higher production achievement.

N G Nair a Mining Engineer from India . view more on the links
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Behaviour and Learning

 If behaviour can be understood, then why can’t it be learnt? But, then the question is why at all should it be learnt? Herein lies the challenge for behavioral scientists, and the centrality of learning theories to the study of organizational behaviour. This can be answered with a small analogy – with a gift and its wrapper. A beautiful gift in untidy wrapper is not justification enough to throw away the gift along with the wrapper. However, in the organizational context, unwittingly, it so happens that, brilliant human competencies are done away with, just because, the wrapper in which they come – the behaviour of the employee – does not jell / match with the organizational tastes, liking and goals. Hence, attempts at making employees learn the desired behaviour is analogues with changing the wrapper of the gift. Psychologists are unanimous that learning is relatively permanent change in behaviour, resulting from the effects of practice and experience. However, learning is not the same as performance. Whereas learning is the acquisition of expectancy that certain behaviour, under certain conditions, will produce a particular response, performance is the translation of learning into behaviour. Hence learning may not always translate into performance. While behaviour can be learnt, it may remain latent till some reinforcement variables are introduced for the overt display of that behaviour.

HOW TO GAIN AND RETAIN GOOD PEOPLE IN ORGANIZATION.

Acquaring, Developing and Retaining Skill in Mining Organiation.  

Managerial development is the basic need of the present business and industries. Most of the efforts in the industrial world are devoted towards development of a manager. In this context, the present paper attempts to analyze the factors responsible as also how to gain and retain good managers and employees.

Due to rapid industrial and traumatic changes in economic conditions, gaining and retaining good people in an organization is a top priority and management responsibility. Finding the right people and helping them to improve becomes easier when managers follow a performance – based approach to interviewing and hiring, rather than a task – oriented approach. Performance – based hiring involves much more than asking questions that help one to determine how a candidate will perform once he is hired. It also involves determining how the open position fits into the overall mission and performance goals of the department; and, following interviewing process that will help one to differentiate between different candidates and make the best hiring, every time.

Three most common mistakes during hiring, and how to avoid them

The Three most mistakes managers make in hiring are:

1. Inadvertently putting themselves and their companies at risk, by filing to do a through job of their pre-interviewing homework.
2. They fill the position because it is open, not because it is vital.
3. They hire third, fourth or fifth choice candidates, rather than begin a new search, when their tow top candidates rejected the offer.

Performance – Based Hiring

Experienced managers know that one of the best ways to retain a good workforce is- to hire the right people into jobs that match their skills and interest. Performance – based interviewing and hiring help is doing just that. The clearer one is about the position one is filling, the easier it will be to develop and follow a performance – based interviewing and hiring process that helps to make the best hiring decisions, every time.

MEANING OF DISCIPLINE  Discipline has been variously defined as : ‘to train to obey implicitly an order’, ‘ to train to behave in accordance with rules and regulations’ ‘to bring under control’,‘an orderly way of doing things’‘established learning’.However, none of these definitions can compress within itself such a vast and comprehensive concept as ‘Discipline’; hence all he above phrases emphasize only one of its aspects.The word discipline owes its origin to religion, but it was in the army that it helped achieve spectacular results. When big battles were won not by the numerically superior army, that but by the one that had better disciplined soldiers who has a very high morale, a more intense motivation to win, and had the benefit effective leadership, popular imagination marveled at such achievements. Discipline thus came to be equated with the army. 

In order setting, in the present days of mass production and giant industrial complexes, where Productivity is the key to survival, we have factories employing even a few thousand workers. To achieve he avowed aim of higher productivity would invariably mean ‘working together’ with managers, supervisors, colleagues and subordinates by our industrial workers. If we do not have any rules of conduct, or set standards of behavior when we work together in a factory, there would be chaos. Therefore, certain rules of behavior are framed for the proper attainment of the objectives, i.e., higher productivity and maximum production. Discipline in the factory is conducive to effective realization of the objectives of an organization.  To a certain extent, all concerned conform to these established rules of behaviour or conduct. Should or conduct. Should there be violations of such established rules from any quarter, discipline would go down to some extent, deflecting from the achievement of the avowed objectives.

The prime need to maximize production in industry and the desperate need to fulfil production targets lead some persons to believe that the army type of discipline can also be enforced in industry, with equal success. We shall, however, see as we go along, that the objectives of an army and those of industry are different, that there are structural and functional differences between the two and, that above all, thee are basic difference in the means of discipline maintenance, which warrant a reorientation in our thinking on discipline in industry.  The following are the basic prerequisites of discipline in the industrial setting: 1.      The goals or objective should be clearly stated. The rules must, in clear and unambiguous terms, specify the standards expected of the workmen;2.      Specific and clear rules and regulations should be in existence;3.      Such rules and regulations should be communicated to and must be understood, in the same terms, by those who enforce the rules and those who have to obey such rules;4.      The enforcement authority must be specified;5.      The procedure for appeal by an aggrieved party should be specified;6.      The quantum of prescribed punishment should be known; 7.      Immediately on joining service, and employee should be made to under stand these rules;8.       The rules of conduct must contain provision for investigation and settlement of grievance, arising out of and during the course of employment. 

If the above pre-conditions exists and the procedures are administered with objective fairness, the chances are that, given cooperation and good will from both the sides, coupled with a solution-finding approach, there will be a higher tone of discipline, for the benefit of all concerned.

 Read my next articleDISCIPLINE BY LEAGEL SANCTION

 N G Nair Malanjkhand India.

Raising methods in under ground metal Mines

 Raising is a regular operation in the development of metalliferous mines. It is associated with danger of accidents – due to fall of roof rock, inadequate ventilation resulting in poor visibility at the work site and uncomfortable working conditions. Frequent climbing up and down the ladder, often with tools, between the working spot and lower level is quite tedious for the workers. The methods practiced for raising are: 

1. Open raising by drilling, blasting, mucking.
2. Two or three compartment raising.
3. Raising with Jora raise lift.
4. Raising by long hole drilling.
5. Raising with Alimak Raise Climber.
6. Raise bores – latest achievement
7. Drop raising method.

DROP RAISING - Mining

KHETRI COPPER MINES

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KHETRI COPPER COMPLEX AND Malanjkhand Copper Project.

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In India at the Copper Mines of Khetri Copper Complex. This is a method of making a raise connection between two adjacent levels, nearly 60 m apart, by drilling large dia. holes(150 – 165 mm) through, from upper level to lower level and balsting them in stages. The raise is usually vertical but many also be steeply inclined. The charging and blasting of the holes is based on the recently devised method of Vertical Crater Retreat. The term cratering in blasting used in Crater Method are normally spherical or a geometric equivalent, as research in the application of this breakage mechanism to rock indicates that spherical charges or their equivalent produces optimum results. In blasting practice, , spherical charges have been defined as having a length : diameter (L : D) ratio of 4 : 1 or less, and upto but not exceeding a L : D equal to 6 : 1 or less, and upto but not exceeding a L : D equal to 6 : 1. Thus for holes 165 mm dia. an explosive charge of 165 mm dia. and 990 mm in length would constitute a pherical charge. At the Kolihan Copper Mines in K C C the raise is 3 m x 3m. The blast holes are 165mm dia, 5 in number (1 in centre, 4 at corners) drilled from the top level to the bottom level, nearly 57 m below. The charging of explosives into blast holes is done from the upper level. A Wooden plug in two pices tied to a nylon rope is lowered into the blast hole to plug the bottom mouth of the blast hole. Aggregate, nearly 12 mm in size, is stemmed for a length of 1 m followed by charging of Slurry explosives  for a length of 1.2. A detonating fuse is tied to the slurry explosives cartideges below they are lowered into the hole. Above it a length of 1.8 m is packed with sand and the rest of the hole is left unstemmed. All the five blast holes are charged and they are blasted in a sequence with the help of delay detonators at a time from the surface when no worker is allowed to remain  underground. The roof of the lower level provides a free face for the explosive charged and the result of blasting is that a cavity of nearly 1.8 m height is formed. The fragmentation is sufficiently good for loading by LHD units. Dressing of the conical cavity is not ester. As the mucking is in progress the upper portions of the blast holes are charged with explosives in the manner as already described and the operation of loading, blasting and mucking follow smilar pattern,. With each blasting a vertical height of 1.8 m is found in the shape of a raise. The top 404.5 m of the blast holes, called plug, is however blasted in one step. The raise so formed has its sides sufficiently strong and stable showing no adverse effect by the heavy blasting.View more about Metal Minining in India.

GOPANKURAMR NAIR – TECHNORATI.COM.

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Sarla Nair Balaghat Dist. Malanjkhand India

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Rahul Nair Software Engineer. Infosys.

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My Home at Khetrinagar, Rajasthan. India

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Sarla Nair Copper Mines in India.

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sarla Nair Open Cast Copper Mines, India.

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“Have faith in yourself and you can move the mountains” - Swami Vivekananda.

A thousand words, For a single smile - Silence Preceeds’

Sarla Nair, Rahul Nair, N G Nair.

Silence Preceeds’ from silent.nair - Rahul Nair : N G Nair Malanjkhand India. Trissur pooram - wayanand, Kathakali Dance - Kuttandu in Alleppey dist. Kerala India. Alleppey Beaches. Chettikulangara. Cochin Marine Drive and more about socical and cultural life at kerala.

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N G NAIR Malanjkhand India.

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 Rahul Nair software Engnineer in Copper Mines in India.

Mining

 INTRODUCTION        Mining, in its broadest sense, the process of obtaining useful minerals from the earth’s crust. The process includes excavations in underground mines and surface excavations in open-pit, or opencut (strip) mines. In addition, recent technological developments may soon make economically feasible the mining of metallic ores from the seafloor. Mining normally means an operation that involves the physical removal of rock and earth. A number of substances, notably natural gas, petroleum, and some sulfur, are produced by methods (primarily drilling) that are not classified as mining. See Gases, Fuel; Petroleum; Sulfur. See also separate articles on the minerals mentioned in this article. A mineral is generally defined as any naturally occurring substance of definite chemical composition and consistent physical properties. An ore is a mineral or combination of minerals from which a useful substance, such as a metal, can be extracted and marketed at a price that will recover the costs of mining and processing and yield a profit. The naturally occurring substances are usually divided into metalliferous ores, such as the ores of gold, iron, copper, lead, zinc, tin, and manganese, and nonmetalliferous minerals, such as coal, quartz, bauxite, trona, borax, asbestos, talc, feldspar, and phosphate rock. Building and ornamental stones, which form a separate group, include slate, marble, limestone, traprock, travertine, and granite. Most minerals are found in veins, or tabular-shaped deposits of nonsedimentary origin, often dipping at high angles; in beds, or seams, which are tabular deposits conforming to the stratification of enclosing rocks; and as masses, or large ore bodies of irregular shape standing at any angle. Gold, diamonds, tin, and platinum are often found in placers, or deposits of sand and gravel containing particles of the mineral. II                       MINING OPERATIONS          

Mining operations generally progress through four stages: (1) prospecting, or the search for mineral deposits; (2) exploration, or the work involved in assessing the size, shape, location, and economic value of the deposit; (3) development, or the work of preparing access to the deposit so that the minerals can be extracted from it; and (4) exploitation, the work of extracting the minerals.

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Rahul Nair Software Engineer From N G Nair and Sarla Nair Malanjkhand India.

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N G NAIR MALANJKHAND INDIA

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 N G NAIR, MALANJKAND, INDIA.

IMPROVED FRAGMENTATION CAN BE EXPECTED IF DUE ATTENTION IS PAID TO THE FOLLOWING DETAILS, VIZ:

(a)   The use of well coupled explosive.

(b)   The use of a small decked charge in the collar stemming of the hole.

(c)   The use of inclined drilling especially in so far as it affects the collar portion of the hole; an improvement in fragmentation can also be anticipated in the remaining portion of the hole.

(d)   By resorting to millisecond delay multirow blasting where holes are fired in a staggered pattern. The chevron pattern of hole initiation is especially recommended in this regard.

(e)   Fragmentation is very much a function of the burden and therefore it might be expedient to significantly increase the spacing at the expense of the burden yet maintaining constant the product of burden x spacing.

Back break and therefore the creation of more stable face conditions can be minimized by paying attention to the following:

(a)   The introduction of a controlled blasting technique which involves the extensive use of light decoupled charges. Holes are drilled relatively close together along the contour line and these techniques rely on the fact that the available explosives energy is usefully employed in shearing between holes assuming that they are fired simultaneously.

(b)   Light loading the upper half of holes, especially those adjacent to the contour line of the blast, with a low density / velocity explosive. Decoupling of charges would also be an advantage. The possible use of a low strength Anfo has attractive possibilities in this regard.

(c)   The use of deck loading as a means of cutting down on charge concentraion. Sand stemming between charges would appear attractive in broken ground where the explosives gases may have the effect of tearing the rock apart. However, if it is possible to divide the charges with air gaps this could have the great advantage that the available explosives energy is more evenly distributed along the length of the hole.

(d)   With multirow blasting it is advisable to increase the delay period between the second last and last row to at least 50 milliseconds as a means of reducing the shock transmitted to the solid.

(e)   An elongated drilling pattern, where the spacing is significantly greater than that of the burden as could be required for achieving improved fragmentation, would have added advantage of there being proportionately less holes to break back into the solid.

(f)     The use of inclined drilling is known to minimize the extent of back break in the vicinity of the collar of the hole, at the same time creating safer working conditions over the whole face.

SUPERVISORY LEADERSHIP - N G NAIR MALANJKHAND INDIA

While it is a fact that higher the motivation and morale of the work group, higher will be, the level of discipline maintenance, the one is really set by the supervisors. The supervisors represent authority to the workers. Since authority to the workers. Since authority (of the management) has to take recourse to direction, regulation, restraint, and control of other’s behavior, it generally excites hostility among those who have to submit to authority. This is especially so if authority is exercised in the traditional manner where harshness accompanies ordering and where violation of rules is looked upon as a signal for exemplary punishment.

But, of late, it has been felt that exercise of authority need not be a disagreeable feature. It can be done in a more agreeable manner by making it more democratic. This is the art of leadership among supervisors. It is difficult to practice but the rewards are great. It involves a great amount of hard work, tact, diplomacy, and self-restraint on the part of the supervisors, but if they do not adopt these, the ultimate losers will be the supervisors and the industry.

A leader is one who has control over the behavior of others; the leader also directs the behaviour of others; the leader also directs behaviour of others. The authority to mould such behaviour of others is either by a despotic exercise of authority or by the willing cooperation of the followers, as many modern leaders in the democracies have indicated. It is now increasingly being realised that the leader who rules by authority will be less effective than the one who, having won the cooperation of his followers, persuades them towards the desired goal.