ME home
 
  SME FaceBook SME Twitter SME LinkedIn RSS Feed

Subscriber or
SME Member Log On

WEB-ONLY CONTENT

Go to SME eNEWS

MINING INDUSTRY EVENTS

Excellence in Oil & Gas Summit  - Conference
Mar 16, 2015 - Mar 18, 2015
Mines and Money Hong Kong  - Conference
Mar 23, 2015 - Mar 27, 2015
Mine Water Solutions in Extreme Environments  - Conference
Apr 12, 2015 - Apr 15, 2015
24th Internatl Mining Congress/Exhibit of Turkey  - Conference
Apr 14, 2015 - Apr 17, 2015

METAL PRICES


Au
Ag
Pt
Pd
Ni
Cu
Al
Pb

AGGREGATES
AND MINERALS
MARKETPLACE


http://aggminmarketplace.com
The Mining Engineering, SME and NSSGA
Online Buyers Directory Site
The Online Global Mining and Minerals Library Site
June 2013
Volume 65    Issue 6

Preparing graduate talent for the mining industry: a new metric system based on an old tradition

Mining Engineering, 2013, Vol. 65, No. 6, pp. 62-70
Frimpong, Samuel; Whiting, Jerry M.; Suglo, Raymond S.


ABSTRACT:

 The preparation of graduate talent for the mining industry is a challenging process, given the multifaceted and complex array of decisions mining engineers make in discharging their responsibilities. As leaders, mining engineers must manage operations, lead project teams, mentor junior engineers, chart the technological directions of companies and deal with several organizations for maintaining the technical and economic feasibility of operations within strategic and tactical framework. Traditionally, the completion of the bachelor of science degree curriculum, with a minimum cumulative grade point average (CGPA), has been used as a graduation measure by Missouri University of Science and Technology (Missouri S&T). Companies have long realized the limitations of the CGPA for recruiting graduates because mining engineering is an applied engineering discipline. Company recruiters have sought to correct the limitations by factoring experience and behaviors into the selection process when recruiting knowledgeable and well-rounded graduates. In this paper, the authors introduce a new metric, which combines the current CGPA (knowledge) with experience and attribute (KEA) metrics to gauge the job readiness of graduating engineers. The KEA metric, also called the job-readiness factor (JRF), is the sum of K (50%), E (30%) and A (20%). The KEA process has been applied to a graduating class in Missouri S&T to demonstrate the value of the new metric system. The results show a fairly positive correlation between CGPA and the KEA metric, with a coefficient of determination of about 70%. Overall, the KEA metric system provides a better picture of the capacity and job readiness of graduates entering the workforce.



Please login to access this article.

OR

If you are not an SME member, you can join SME by clicking the button below.