A Management And Reward System For Specialist Departments In Mining Companies - Introduction

Traditionally, only the large mining companies have maintained specialist departments in such areas as Rock Mechanics, Ventilation and Safety. To the small companies this has been a luxury that they could ill afford. Any work required by such companies in these areas, more complex than could be handled by the existing staff, was done by consultants. This situation is changing though and there is a need arising for many specialist departments. These changes are partly being brought about by the effects of inflation as the ever increasing costs are causing more and more operators to increase the size of their operations in search of economies of scale. In addition though the plethora of new laws and regulations are creating a need for many more specialists in all areas of mining in order to ensure compliance. The abovementioned factors, added to the existing Pattern of mines endeavoring to improve the working environment for their labor force, both for reasons of practical labor relations and also due to further legislative pressures, have thus created a climate where, in the near future, departments such as Rock Mechanics, Safety, Ventilation, Environmental Engineering and Subsidence Control will be commonplace in mining companies. It will no longer be practical to function without such services. Many mining companies already maintain such departments and this has particularly been true of the big mining groups of South Africa. From the experience gained by many of these large companies with specialist departments, it is clear that the maintenance of a cadre of experienced, competent professionals in such a department has not always been easy. It would seem from the experience gained that one can generalise and state that graduate mining engineers tend not to view specilisation as an optimum direction for their career development. It is of course true that many professionals, especially those with higher than a bachelors degree, do view these areas as valid career options, but even here experience shows that wastage is high. The time therefore seems to be ripe to take a look at this area in some detail to see whether reasons for the problems can be isolated. Working from that some suggestions can be made as to directions in which improvements might be made. If the challenge of the demands of the new regulations are to be met then such improvements must be made.