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By Edson Ramos, Rony Choqueneira, Russel Lozada

El artículo refiere un trabajo de investigación que tuvo por objetivo analizar, mediante la electrocoagulación con un diseño de reactor de flujo continuo, la remoción de metales pesados (Pb, Cu y Zn) y turbidez presente en aguas del río Coata (Juliaca), destinadas para consumo y/o recreación. Se detallan las condiciones (2 celdas de flujo continuo conectadas por un canal de tubería), así como los procedimientos efectuados en esta experimentación, que ha obtenido buenos resultados (una eliminación superior al 50% en la primera celda y al 80%, en la segunda).

Oct 30, 2019

By J. Dumont

"Usualmente en la mina se utilizaban maderos como: redondos, rollizos, pértiga, puntiles, productos de sierra. Posteriormente, con el desarrollo de la entibación metálica, se redujo el consumo de las mismas. En ese sentido, el presente texto describe el uso de la entibación de la madera que comprende los recursos, mercado, estudio morfológico, físico y mecánico, métodos de ensayos, agentes de destrucción, tratamiento de protección de las maderas de minas, entibación y posteo y su transporte en los pozos e interior de los grupos mineros Marlebach y Cuvelette. "

Jan 1, 1961

By Romeo Calderón

El presente trabajo describe los trabajados realizados en la Compañía minera Huarón con el objetivo de realizar la explotación de vetas muy angostas y sinuosas de potencias inferiores a 1.20 m. de un modo seguro, eficiente y económico, donde fue necesario resolver el problema de carguío y acarreo en tajeos inferiores a 1.20 m. empleando equipo LHD de 0.80 m. de ancho, fabricado especialmente para este fin.

Nov 1, 1982

By C. Villachica

El presente texto refiere la aplicación del carbón activo como reactivo en las soluciones de los procesos de concentración por flotación minera. La justificación de su uso es porque la mayor selectividad del proceso incrementa significativamente las utilidades de la compañía minera. Asimismo, otros usos del carbón activo en estudio, se extienden a la absorción de iones perjudiciales a la flotación, mejoramiento de la flotación bulk, recuperación de espumante y colector, recuperación de finos, mejoramiento de la sedimentación de los concentrados y la recuperación de la plata y oro de los efluentes de la fundición y relaves.

Oct 14, 1980

By Rubén Céspedes

El carbón es un combustible utilizado en la industria del cemento -en tanto fuente de energía calorífica para el uso alternativo o combinado del carbón. Por ello, el presente texto señala el empleo del carbón en la industria minera a través de un estudio de factiblidad que indique la rentabilidad del cambio y sus aspectos como características del carbón a utilizarse, innovaciones a equipos a montar y la influencia del carbón a utilizarse, así como se plantea la conversión del petróleo al carbón

May 1, 1985

By K. MacMaster

"This paper deals with the history, development, present and future of the Employee Assistance Programs in place at the Inco Ltd. operations in Thompson, Manitoba. It should be noted that, although many similar programs exist in various industries and jurisdictions, these programs had to be fine-tuned to meet the needs of Inco employees, having in mind the helping professional resources available in Thompson and its geographic location. IntroductionIn the late 70s, many Canadian industries and the Canadian Labour Congress and their affiliates commenced discussions on the value of the Employee Assistance Program (E .A.P.) philosophy to both management and labour.In the contract signed between Inco Ltd., Manitoba Division and Local 6166, U.S.W .A. in 1981, a commitment was made to establish a joint E.A.P. for the hourly workforce in Thompson, Manitoba. With this background and sequence of events in mind, it is appropriate to explain the methodology and the steps that were taken for the implementation of the hourly program. Development of Hourly ProgramIt was agreed by the company and the union that the committee to develop the program should consist of equal numbers from both sides: three active union members plus an advisor representing the Union and three supervisory personnel plus an advisor representing the Company; in addition, a person familiar with E.A.P.s from the Alcoholism Foundation of Manitoba was to act as a facilitator. The Union appointed a social worker who was working as a counsellor for union members as their advisor , and the company appointed a staff employee who had worked voluntarily in the field of alcohol and drug abuse for many years. The makeup of the committee was extremely important in order to give credibility to the entire process. The makeup of the committee is shown in Table 1.The facilitator selected from the Alcoholism Foundation of Manitoba was well known in the community and highly respected in his profession."

Jan 1, 1989

By K. Tobór-Osadnik, M. Wyganowska, A. Manowska

"The behaviour of employees is an essential issue in the field of occupational health and safety. Safe behaviour is to a large extent determined by, apart from motivation and preventive actions, an employee’s attitude towards hazard. Thus, attention should be given to defining employees’ attitudes, and following that, to the possibility of correcting and shaping these attitudes in relation to hazard and obeying occupational health and safety regulations. The authors have focused on the analysis of employee attitudes to health and safety regulations in Polish coal mining companies, taking into consideration earlier research on the behaviour of selected employees. The paper presents the methods used to identify Z-type (passive) behaviour. Next, this behaviour is analysed to identify differences between a Z-type employee (enslaved) and other employees. To conclude, the paper presents a list of possible motivational tools that may be used to encourage occupational health and safety in Z-type employees. IntroductionThe technical state of equipment and conditions in the workplace greatly influence occupational safety. However, the deciding factor influencing the rate of accidents in the workplace is the frequency with which employees practise risky behaviour. Factors such as the social conditioning of conduct and motivation for organizing safe work conditions have been included in the notion of creating a positive culture of work safety. This notion has been approved as one of the main goals in management (Studenski, 1996).Safe behaviour is to a large extent, apart from motivation and preventive actions, determined by an employee’s attitude towards hazard. All actions undertaken in the field of occupational health and safety, including training, motivational systems, or imitation of behaviour resulting from a high culture of occupational safety in a given work environment, will not bring about the desire effects if workers have an inappropriate attitude towards occupational health and safety regulations."

Jan 1, 2017

By N. Mashaba, D. Botha

The aims of this study were to investigate the factors that influence women’s engagement in technical positions in the South African mining sector and to determine what could be done to promote their successful participation. A convergent parallel mixed-methods research design was used to ascertain the factors that facilitate, inhibit, and influence engagement. In the quantitative phase of the study, questionnaires were circulated to women employeees; and in the qualitative phase, semistructured interviews were conducted with employer representatives, most of whom were human resource personnel. Confirmatory factor analysis showed that the three-factor structure (vigour, dedication, and absorption) of the Utrecht Work Engagement Scale fit the sample data reasonably well. Although there is room for improvement, respondents demonstrated acceptable levels of engagement in their work. On the other hand, the qualitative findings showed that employee engagement is impacted by unfavourable working conditions, work–life balance, and the mining industry’s male-dominated work culture. The findings showed that employee engagement should be elevated to a core human resource function. To increase the participation of women in mining, human resource professionals are encouraged to collaborate with mine supervisors, managers, and employees to develop programmes that promote employees’ absorption in and dedication to their work.

Nov 6, 2023

By J. M. Larkin

GOOD will is becoming recognized more and more as a necessary business asset, and a successful concern must have the good will not only of its customers and the public, but of its employees. Management -enlightened management-recognizes this and will go the limit to get it. Progress depends on cooperation, and in industry cooperation must be based on the acceptance by employ-ers and employees of some practical application of the principle that capital and labor are interdependent. Capital cannot exist without labor, and labor without capital is helpless. The development of each is depen-dent on the cooperation of the other. Confidence and good will are the foundation of every successful enter-prise, and these can be created only by securing a point of contact between employer and employee. We feel that one of the most effective agencies for promoting good will between employers and employees is through some well organized method of conference and have consequently adopted, to accomplish this, a plan of employee representation. The plan inaugurated by the Bethlehem Steel Co. about four years ago, which provides for the election by secret ballot of representatives by and from among the employees, has for its purpose three fundamentals; namely, to give the employees a voice in the determina-tion of the conditions under which they work, to furnish machinery for the prevention and adjustment of differ-ences between employees and management, and, so far as possible, to provide and foster continuous employment. The constitution and by-laws adopted take care of the detail in setting up machinery for the functioning of the representatives of both management and men, but the spirit with which the plan has been carried out and the results which have been accomplished are of far greater importance than the plan itself. The Bethlehem plan, which has been in operation since October, 1918, can no longer be classed as an experiment. The original by-laws provided for amend-ments and, as was anticipated, changes and improve-ments have been made from time to time by mutual agreement. The operation of the plan for over four years shows it to be fundamentally sound and that it must therefore be conceded a success.

Jan 2, 1923

By AIME

SUPPLEMENTING surveys of the engineering profession regarding salaries and advancement, based upon data from individual engineers, a survey through a questionnaire to employers of engineers has recently been made by a subcommittee of the Engineers Joint Council's Committee on the Economic Status of the Engineer. Its object was to learn directly from employers their attitudes and policies pertaining to the selection, training, placement, advancement, guidance, and professional activities of engineering graduate employes. The questionnaire was sent in May 1946 to 174 employers of engineers, including colleges. Replies were received from 104 employers in nineteen fields of industry, who employ about 2,000,000 persons, about 40,000 of whom are engineers. The following general observations are based on the questionnaires returned. Who Are Hired? Of the co-operators 96 per cent employ cadet engineers directly upon graduation from engineering schools, but only 4 per cent recruit their engineering staffs exclusively from the new graduates. About 43 per cent hire more than half of their new engineer employes after one or more years' experience with other employers. This is evidently a matter of necessity or expediency rather than preference, because more than sixty per cent of those reporting indicate that they prefer to hire the new graduate.

Jan 1, 1947

By A. Vasenev

The quality and durability of asphalted roads strongly depends on the final step in the road construction process; the profiling and compaction of the fresh spread asphalt. During compaction machine operators continuously make decisions on how to proceed with the compaction accounting for project specific aspects as: ambient conditions, road geometry, roller type, asphalt mixture characteristics and behavior of other machines. In discussions over quality improvement in road construction it is often suggested to robotize rollers. To operate such robots would of course require operational strategies and routines. The reality of this moment is that these operational strategies and routines are not documented. To identify the existing best working practices and, ultimately, to proceed with developing automated robotized compactors, the knowledge of machine operators should at first be explored and described in a formalized way. Unfortunately operators have difficulty verbalizing their expertise. Observation of behavior, as machine movement patterns, could be helpful to extract the operational strategies, but such observations are time and labor consuming. To overcome this burden we developed a Virtual Reality (VR) environment. In this VR environment operators perform compaction virtually, and their operational choices are traced and analysed. This paper describes this VR development and explains how it helps in following machine operators and extracting their (tacit) professional knowledge. The road geometry and the working conditions are visually represented; the operators show - rather than explain - how they would proceed with the compaction process in the given conditions. Movements of virtual machines are documented, analysed, visualised and discussed. This VR approach is expected to contribute to learning, to more formal description of operational strategies; stepping stones towards compaction algorithms for roller robotisation.

Aug 1, 2013

(Under this heading will be published notes sent to the Secretary of the Institute by members or other persons.) The governing body of the Imperial College of Technology, London, S. W. (Royal School of Mines), will shortly proceed to the appointment of a Professor of Metallurgy. This important Chair has been filled in the past by such eminent metallurgists as John Percy, Sir William C. Roberts-Austen, and others. Inquiry has been received at the office of the Institute for an engineer to examine a mica, deposit in one of the New England States. The position of converter blower at. a side-blow Bessemer steel casting plant is vacant.

Jan 4, 1913

(Under this heading will be published notes sent to the Secretary of the Institute by members or other persons. ) A member, technically educated, with 20 years' practical experience as engineer, assistant superintendent, superintendent, and manager of large mines and mills on construction and operation, also experience in mine examination, is open to engagement. Metallurgist of 18 years' experience in Mexico with large plants is open to engagement. Last position, superintendent of copper smelting works. Best line, copper and lead smelting, but also experienced in mine valuation and ore-treatment investigation work. Speaks Spanish. A member of the Institute and graduate mining engineer with 10 years' experience in the Lake Superior copper district, also practical experience, desires position as superintendent or manager. Member, graduate mining engineer, experienced in mine and mill work, geology and field work, one year in the hydrometallurgy of copper, is open for engagement Aug. 15. A member, at present in the Southwest., desires a position as assistant superintendent or assistant manager with a mining company operating in Washington or Alaska. Experienced assayer and engineer. A member, technical graduate, with nine years' mining experience as assayer, engineer, foreman, manager's assistant, and superintendent of large development and operating mining companies in the United States and Mexico, is open for engagement. A member, technical graduate, 33 years of age, 11 years' experience as chemist, metallurgist and superintendent of lixiviation plant and in charge of construction of cyanide mill, desires position as assistant superintendent or superintendent of mining or milling company in United States or Canada. Young man, technical graduate, two and a half years' experience in chemical laboratory, desires position as chemist.

Jan 9, 1913

(Under this heading will be published notes sent to the Secretary of the Institute by members or other persons introduced by members) Member, aged 32. Fifteen years' experience in the mining, quarrying, and manufacture of gypsum and gypsum products, as purchasing agent, designer, operating manager and managing executive. Thoroughly familiar with the business in all branches, especially the organization of efficient producing forces and machinery and the value of cost and their application to manufacturing. Desires responsible position with a financially reliable concern in the same or similar business in which an interest may be obtained at a later date. Now doing consulting work, but free for appointments after April 1. New York or Philadelphia. No. 345. Member, technical graduate. Unmarried. Aged 32. Seven and one half years' experience in mining, timbering, and mine sampling. At present, and for past two and a half years, mine sampler for well known and highly successful mining company. Desire change. Go anywhere. Prefer assisting Mining Engineer. No. 346. Member, 40 years old. 18 years' experience in examinations and operation in the United States, Mexico and South America. Especially successful with poor class of labor. Open for engagement in any part of the world, in technical, administrative or consulting work. No. 347. Member, technical graduate. Sixteen years' experience as engineer, superintendent, and manager in metal mines. Exploratory . work, developing and equipping new properties. Operation of large mines, and various systems of mining. Low costs. Specialized in iron and copper mining, but have had some experience in zinc, lead and pyrite mining. No; 348.

Jan 4, 1917

(Under this heading will be published notes sent to the Secretary of the Institute by members or other persons.) The position of converter blower at a side-blow Bessemer steel casting plant is vacant. The State Legislature of Utah has provided for the establishment of a metallurgical research department at the State School of Mines, Salt Lake City. Applications will be received for, the position of head of this laboratory, and further details may be obtained by applying to Prof. Joseph F. Merrill, Director, University of Utah, Salt Lake City. An engineering company owning patents for improvements in steel manufacture which have been adopted at many works in America, desires. to secure the services of a technical iron and steel metallurgist as assistant to its chief metallurgical engineer.

Jan 6, 1913

(Under this heading will be published notes sent to the Secretary of the Institute by members or other persons introduced by members.) Member, also Assoc. Mem. Am. Soc. of C. E.; excellent technical education, and best of references covering 12 years in responsible charge of work; experienced in surveys, construction, prospecting, mine

Jan 12, 1917

POSITIONS VACANT (Under this heading will be published notes sent to the Secretary of the Institute by members or. other persons.) Position for a single man experienced in cyanide mill construction and operation at a small mine in Nicaragua. Salary $150 per month and expenses. No.. 39. ENGINEERS AVAILABLE (Under this heading will be published notes sent to the Secretary of the Institute by members or other persons introduced by members.) Member, technical graduate, desires position in ore dressing, either experimental or operating. Has had practical experience in flotation and other special methods. No. 228. Member, technical. graduate, 10 years' experience in Belgian coal mines, five years' experience in American coal mines in connection with reorganization of companies and opening of new coal fields. Aged 37. Speaks Spanish. No. 229

Jan 7, 1915

ENGINEERS AVAILABLE (Under this heading will be published notes sent to the Secretary of the Institute by members or other persons introduced by members.) Member, technical graduate, aged 36. Experienced copper metallurgist and mining geologist. Familiar also, through 15 years' broad practical experience, with mining, cyanidation, concentration (including oil flotation), metallurgical accounting, and mine and plant management. Best references. No. 237. Member, graduate engineer with 10 years' experience in malleable, gray -Iron, and steel, as chemist., metallographist, and metallurgist. Researches and investigations by laboratory methods and under works conditions. No objection to some routine. No. 243. Member, technical graduate, broad experience in coal, oil, and clay. Will go anywhere as mining geologist after Sept. 1, 1915. No. 244. Member, technical graduate, aged 30, married, with over 10 years' experience as chemist, engineer on construction, superintendent and general superintendent of bituminous coal and coke plants. SpeaksSpanish. References. No. 245. Member, open for engagement as mine safety inspector or as superintendent of bituminous coal mine. No. 246. Member, graduate mining engineer, with five years' experience in coal mining as mining engineer, construction engineer, pit boss, and superintendent, open for engagement. Best references. No. 247.

Jan 9, 1915

ENGINEERS AVAILABLE (Under this heading will be published notes sent to the Secretary of the Institute by members or other persons introduced by members.) A member of the Institute who has had many years' experience in office management for prominent mining engineering and metallurgical companies, and who is now located in the West, would like to secure an executive position with a firm or company engaged in mining or metallurgy, located in the East, and preferably in New York. No. 139. Member, aged 36, married, graduate mining engineer, 14 years' active experience as engineer, superintendent, and manager of large coal-mining operations. Wide experience in development and operation of

Jan 10, 1914

ENGINEERS AVAILABLE (Under this heading will be published notes sent to the Secretary of the Institute by members or other persons introduced by members.) Technical graduate, aged-31, with experience as surveyor, chemist with a sulphur company, practical miner, and as chief engineer of an iron mining company, desires a position as mining engineer or superintendent. Speaks French and German. No. 165. Member, aged 31, married, graduate Yale and Massachusetts Institute of Technology, six years' experience in coal and iron mining, from engineer to general superintendent, desires position with large coal or iron company. Will go anywhere. References. . No. 167. Member, technical graduate, with experience as machinist, chemist, construction engineer, and manager-of mines in the United States and Mexico, desires position .as mine superintendent or manager. Speaks Spanish. No. 168. Member, technical graduate, aged 26, with experience as engineer, mine foreman, assistant superintendent for a pyrite mining company. Experience includes diamond drilling, shaft sinking, underground work, milling of pyrites, and mine accounting. No. 169.

Jan 12, 1914