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After being subjected to geometallurgical evaluation, the iron ores from Singhbhum Bonai-Keonjhar region, eastern India, have been designated as dense martite microplaty hematite high-strength ore (dM-mH-hs ore), massive dense martite microplaty hematite high-strength ore (mdM-mH-hs ore), schistose microplaty hematite low-strength ore (smH-ls ore), microplaty hematite powdery ore (mH-p ore), vitreous goethitic ore (vG ore), and ochreous goethitic ore (oG ore) end members, with varied strengths attributed to the microporosity levels. The first four variants form typical high-grade run-of-mines (ROMs) (hard, soft and powdery iron ore variants, e.g., ROM-HIO, ROM-SSIO, and ROM-PBD, respectively) with better amenability to beneficiation. In contrast, oG and vG ore end members form ROM lateritic iron ore (ROM-LIO) with poor amenability to beneficiation, having relatively higher concentrates of alumina (~3–6 wt%) due to the complex mineral chemistry of goethite and altered hematite. Banded hematite jasper (BHJ) is a very low-grade siliceous end member. In a mining operation, the ROMs may have the attributes of several combinations of the above-stated end members and ROM variants. The designated end members present in the ROMs determine their liberation, mineralogical processes, geometallurgical characteristics, amenability to beneficiation, product grade and recovery.

The malignancy of the colorectal testing methods has been exposed triumph to decrease the occurrence and death rate; this cancer is the relatively sluggish rising and has an extremely peculiar to develop the premalignant lesions. Now, many patients are not going to colorectal cancer screening, and people who do, are able to diagnose existing tests and screening methods. The most important concept of this motivation for this research idea is to evaluate the recognized data from the immediately available colorectal cancer screening methods. The data provided to laboratory technologists is important in the formulation of appropriate recommendations that will reduce colorectal cancer. With all standard colon cancer tests can be recognized agitatedly, the treatment of colorectal cancer is more efficient. The intelligent computer assisted diagnosis (CAD) is the most powerful technique for recognition of colorectal cancer in recent advances. It is a lot to reduce the level of interference nature has contributed considerably to the advancement of the quality of cancer treatment. To enhance diagnostic accuracy intelligent CAD has a research always active, ongoing with the deep learning and machine learning approaches with the associated convolutional neural network (CNN) scheme. [ABSTRACT FROM AUTHOR]

Colorectal cancer is associated with a high mortality rate and significant patient risk. Images obtained during a colonoscopy are used to make a diagnosis, highlighting the importance of timely diagnosis and treatment. Using techniques of deep learning could enhance the diagnostic accuracy of existing systems. Using the most advanced deep learning techniques, a brand-new EnsemDeepCADx system for accurate colorectal cancer diagnosis has been developed. The optimal accuracy is achieved by combining Convolutional Neural Networks (CNNs) with transfer learning via bidirectional long short-term memory (BILSTM) and support vector machines (SVM). Four pre-trained CNN models comprise the ADaDR-22, ADaR-22, and DaRD-22 ensemble CNNs: AlexNet, DarkNet-19, DenseNet-201, and ResNet-50. In each of its stages, the CADx system is thoroughly evaluated. From the CKHK-22 mixed dataset, colour, greyscale, and local binary pattern (LBP) image datasets and features are utilised. In the second stage, the returned features are compared to a new feature fusion dataset using three distinct CNN ensembles. Next, they incorporate ensemble CNNs with SVM-based transfer learning by comparing raw features to feature fusion datasets. In the final stage of transfer learning, BILSTM and SVM are combined with a CNN ensemble. The testing accuracy for the ensemble fusion CNN DarD-22 using BILSTM and SVM on the original, grey, LBP, and feature fusion datasets was optimal (95.96%, 88.79%, 73.54%, and 97.89%). Comparing the outputs of all four feature datasets with those of the three ensemble CNNs at each stage enables the EnsemDeepCADx system to attain its highest level of accuracy.

The Indian Information Technology (IT) industry has seen a very fast growth due to body shopping. With increased opportunities, employee job-hopping has increased. The employer has started treating employee like a commodity and employees became job hoppers. As business became more project oriented and time and money contracts are being replaced by delivery contracts, the employee continuity has become critical. The managements started looking at controlling attrition and looking for mechanisms for regaining employee commitment. However, the confusion remains whether employee loyalty can be expected in the present day IT worker if so whether the conventional concepts of organizational support and supervisor support have any relevance in today's industry. We have tested two common perceptions of employee retention theories that Perceived Organizational Support (POS) and Perceived Supervisor Support (PSS) help in obtaining employee commitment to the organization. The data is collected through online survey form IT professional working in Hyderabad. The data is subjected to Exploratory Factor Analysis (EFA) using SPSS 20.0. We have found out that both POS and PSS have significant role to play. Employee loyalty increases with the employee's liking for the organization and Job satisfaction. The supervisor can focus on reducing the stress and assign jobs that help professional growth to retain the employees. Both management and supervisor can play significant role in controlling attrition. This aspect can further be tested across the nation and comparisons made across sectors and firms. [ABSTRACT FROM AUTHOR]

The Information Technology (IT) industry is fast growing industry and deals with highly skilled work force. The conventional appraisal systems are upgraded to Performance Management Systems (PMS) that are more comprehensive. The success of the PMS depends on the level of implementation. Performance planning and performance review are two important steps of PMS processes. The firms are imposing forced rating for deciding the performance based pay to the employees. Both managers and employees have reservation about the practice of forced rating. The study is conducted to assess the periodicity of PMS activities and rigor of these activities. An online survey is conducted among Information Technology professionals of Hyderabad. The data is analysed by calculating the frequencies and graphical representation. It is found out that both performance planning and review are conducted as annual exercises. Periodic review and revision are not practiced. The Performance Review Discussion (PRD) is also more like earlier appraisals, but no effort to identify corrective actions. Employees do not believe that forced rating increases productivity. It is recommended to implement the Performance Management Systems more rigorously. There is a need to discontinue forced rating of the employee performance and find alternate mechanisms for motivating employees. [ABSTRACT FROM AUTHOR]

Industrial process control is essential as the customer demand for quality, cost, performance; safety and reliability are ever-increasing. To obtaining a process that will give minimum distortion after laser welding using orthogonal array experimentation a fractional factorial method. Nine controlled randomized experiments of laser welding were done using three parameters; Laser power, welding speed and Argon flow rate. Each of these factors had three degrees of freedom and the fractional factorial experimentation was analyzed to find the best combination of levels in control parameters of the output, lower the better, LB, distortion. Simple inspection methods, No-way ANOVA, Linear Figures, ANOVA and Pooled ANOVA, were used, and two parameters were identified to be critical, welding speed at 31% and Argon Flow rate at 68% contribution with a statistical confidence of about 90% to 95%. The third factor of power was set to minimum cost level as it was found to be an insignificant factor for distortion control. Various aspects of the Taguchi method [15] were used to make the analysis useful for designers and engineers to use the results. Confirmation interval, process capability and tolerance design were calculated.

The performance of an employee depends on different issues like ability, motivation, Perceived Organizational Support (POS) and job satisfaction. A lot of research has taken place on these factors in the general context of Human Resource (HR) development. But there is not much evidence on the relationship between the appraisal system and these factors. Due tofast changing technologies and demand for skills, the evaluation of performance of employees in Information Technology (IT) industry is becoming a challenging task for HR departments of the IT firms. In order to examine the factors contributing to the improvement of performance of employees in IT industry, this study conducted a survey among IT employees of various firms in Hyderabad. The responses of the employees were collected and analyzed. From the results, it is found that appreciation, feedback and follow-up action on the improvements required have a positive effect on employee motivation and POS. It is concluded that there is a need tofocus on appropriate follow-up mechanism so as to improve the performance of the employees. [ABSTRACT FROM AUTHOR]