Mining the Skill Gap! A Blueprint for SMARTER, SAFER MINING OPERATIONS

India’s mining industry stands at a pivotal point of transformation, driven by digitalisation, automation, ESG mandates, and the urgent need for a skilled workforce. As mining operations become more technology-driven and environmentally sensitive, training and skilling are emerging as critical pillars to ensure productivity, safety, and sustainability.

Equipment Times delves into the current skilling landscape in Indian mining, the gaps that need addressing, the role of OEMs and digital technology in capacity building, government and private training initiatives, and the road ahead for the sector.

With the Government of India focusing on enhancing mineral output and expanding exploration under schemes like the National Mineral Exploration Policy and PM Gati Shakti, a trained and future-ready mining workforce is no longer a luxury—it is a necessity.

The Indian mining sector contributes around 2.5% to the national GDP and employs over 1.2 million people directly and indirectly. However, the sector is grappling with a widening skill gap, especially in the context of digitisation and mechanisation.

Key Challenges

Aging Workforce: A significant portion of the mining workforce is nearing retirement, creating a vacuum in skilled manpower.

Low Formal Training Penetration: A majority of mining workers, especially in small-scale and unorganised mines, lack formal training or certification.

Digital Skill Deficit: With the advent of drone-based surveying, real-time data analytics, remote operations, and autonomous equipment, there’s an acute shortage of technically skilled professionals who can operate or maintain these technologies.

Safety Compliance Knowledge: Stringent regulations demand deep knowledge of operational safety, which remains a challenge due to limited training in safety standards, use of PPE, and emergency preparedness.

A recent report by the Federation of Indian Mineral Industries (FIMI) and Skill Council for Mining Sector (SCMS) estimates that the sector will require over 2.5 lakh skilled workers over the next five years to meet growing demand, especially in the mechanised and semi-mechanised mining segments.

Government Interventions: Setting the Skilling Agenda

Recognising the urgent need for a competent workforce, the Government of India, through the Ministry of Skill Development and Entrepreneurship (MSDE) and Ministry of Mines, has launched several initiatives to promote skill development in mining.

Key Government-Led Initiatives

Skill Council for Mining Sector (SCMS): Established under the National Skill Development Corporation (NSDC), SCMS is the apex body responsible for defining National Occupational Standards (NOS), conducting skill gap studies, accrediting training providers, and certifying trainees. It offers training across roles such as HEMM operators, drilling operators, mine electricians, and safety supervisors.

Pradhan Mantri Kaushal Vikas Yojana (PMKVY): Mining-specific modules have been integrated into PMKVY to provide Recognition of Prior Learning (RPL) and Short-Term Training (STT) to mine workers across India.

Model Training Centres: Also called Pradhan Mantri Kaushal Kendras (PMKKs), these centres offer mining-specific training in states like Jharkhand, Odisha, Chhattisgarh, and Rajasthan—regions rich in mineral wealth.

Mining Tenancy Rules Amendment 2021: This mandates the allocation of a portion of the DMF (District Mineral Foundation) funds toward skilling and reskilling initiatives of displaced communities and mine workers.

Despite these initiatives, stakeholders argue that outcomes are hindered by a lack of awareness, industry involvement, and up-to-date curriculum.

Role of Mining Companies and OEMs in Skilling

Mining companies and original equipment manufacturers (OEMs) are increasingly recognising that investments in training pay rich dividends in productivity, safety, and machine lifecycle optimisation.

Corporate-Led Skilling Models

Tata Steel has pioneered training through its Skill Development Centre in Noamundi (Jharkhand), which offers a structured 6-month program for HEMM operators, covering simulator-based training, in-field operation, and maintenance protocols.

Coal India Limited (CIL), the world’s largest coal miner, runs multiple training institutes such as the Indian Institute of Coal Management (IICM) in Ranchi and Regional Training Institutes across subsidiaries. CIL also offers safety and supervisory training to contractual workers.

Vedanta Group’s Hindustan Zinc Limited (HZL) has partnered with technology providers for upskilling programs in underground mining operations and safety drills.

OEM-Led Initiatives

Caterpillar India and its dealers offer simulator-based training, operator efficiency programs, and virtual maintenance training for mining clients. CAT’s ‘Technician for the World’ program is gaining traction as a scalable model for vocational mining skills.

Komatsu India, through its ‘Komatsu Operator Training School’ in Chennai and partner centres in mining clusters, imparts practical, classroom, and simulator-based training to machine operators and service technicians.

Sandvik, Epiroc, and Volvo CE have invested in training mining personnel in machine control technologies, predictive maintenance, and autonomous drilling systems.

These training programs not only enhance operator skill but also improve fuel efficiency, equipment uptime, and safety compliance.

Digital Tools and Simulation: The New Era of Training

Traditional classroom-based and manual training methods are fast being replaced or supplemented by advanced simulation and digital training platforms.

Emerging Tools for Mining Skill Development

VR/AR-Based Simulations: Virtual reality environments are being used to simulate underground or high-risk mining scenarios without exposing trainees to physical danger. AR overlays also assist in real-time machine repair and diagnostics.

Simulator Training: Full-scale and desktop simulators mimic real-life mining equipment like dumpers, dozers, and excavators. Companies like ThoroughTec, Immersive Technologies, and CM Labs are leading providers.

e-Learning Platforms: Mobile-based multilingual training modules are helping reach rural and tribal mining communities. Companies are also adopting gamified training to improve engagement and retention.

Digital Credentialing: Blockchain-based skill certificates are emerging, enabling easy verification of credentials by employers across India and abroad.

Remote Monitoring & Predictive Maintenance Modules: Trainees are being equipped with digital skills to interpret telematics data, read diagnostic tools, and conduct preventive maintenance.

These new-age tools are not only effective but cost-efficient and scalable—especially relevant for India’s vast mining sector.

Integrating Safety with Skill Development

Mining is inherently risky, with high incidences of occupational hazards, accidents, and long-term health impacts due to dust and noise exposure. Training, therefore, must integrate safety at its core.

Focus Areas

Mandatory Induction and Refresher Training: Both private and public mining companies are now required to conduct periodic safety refreshers, as per DGMS (Directorate General of Mines Safety) norms.

Emergency Response Training: Fire drills, evacuation procedures, and mine rescue training are being imparted more systematically, especially in underground mines.

Occupational Health Awareness: Workers are educated on hearing protection, respiratory safety, and ergonomics, often supported by health check-up camps.

Behavioural Safety Training: Soft skills like hazard perception, situational awareness, and teamwork are being included in operator and supervisor training.

Such integration of safety into core skill development is transforming mining into a more professional and responsible industry.

Way Forward: A Collaborative Skilling Ecosystem

For training and skilling in mining to become truly impactful and future-ready, a collaborative model involving the government, industry, academia, and communities is essential.

Recommendations for the Future

Industry-Academia Collaboration: Mining engineering colleges and ITIs must work closely with mining companies to design updated, job-oriented curricula including AI, robotics, and ESG modules.

Cluster-Based Training Centres: Establishing training hubs near major mining belts (like Dhanbad, Bellary, Korba) can make access easier and promote local employment.

Apprenticeship Expansion: Encouraging on-site apprenticeships with stipends for ITI and diploma holders can create a job-ready talent pipeline.

Digital Inclusion for Skilling: Develop regional language content, mobile learning apps, and rural skilling vans for deeper penetration.

Certification and Career Progression Pathways: A national-level mining skilling framework with NSQF alignment can help workers build progressive careers—moving from operator to supervisor to engineer roles.

Gender Inclusion: With increasing emphasis on diversity, targeted training for women in mining (especially in lab testing, surveying, drone ops) can unlock untapped potential.

Conclusion: Skilling for Sustainable Mining

Mining is no longer just about digging deeper—it is about thinking smarter, acting safer, and planning sustainably. In this transformation, training and skilling are the fulcrum.

A mining sector backed by well-trained workers, data-savvy supervisors, and safety-conscious engineers will not only boost output and operational efficiency but also improve the sector’s image, environmental footprint, and social license to operate.

As India races towards becoming a $5 trillion economy with a sharp focus on domestic mineral security, investments in mining skills today will define the industry’s success tomorrow.

Industry Voices…  

Priyadarshini Gaddam, Director (Personnel), NMDC said, “At NMDC, our commitment to nurturing a capable and confident workforce is reflected in the results we’re seeing on the ground. The upskilling of our workforce led to a clear rise in productivity and safety consciousness across our projects. As we continue to invest in our people, we are not only enhancing operational excellence but also reinforcing our responsibility as a model employer in the public sector.”

V. Senthilkumar, Managing Director, Propel, said, “Training and skilling are critical in today’s mining equipment industry due to increasing equipment complexity, automation, and elevated focus on safety and productivity. At Propel, we have observed a significant shift from classroom-based sessions to structured, tech-enabled learning interventions. The emphasis has moved towards continuous learning, competency mapping, and hands-on experience. Government initiatives like the Skill India mission are instrumental in creating structured training ecosystems. We believe industry collaboration is key to aligning the curriculum with real-world requirements. Propel is open to partnering with government and private bodies to co-develop modules, offer apprenticeships, and create job-ready professionals for the mining equipment space.” 

Rajiv Kumar, CEO, Vedanta Aluminium, said, “At Vedanta Aluminium, we see our people as the driving force behind our mission of responsible and sustainable growth. In a dynamic sector such as ours, investing in skills development and safety training is a strategic imperative. Through a robust ecosystem that blends advanced digital technologies, state-of-the-art training infrastructure, and strategic partnerships, we are shaping a workforce that is safety-conscious, operationally agile and future-ready. Our in-house light and heavy motor vehicle simulation training centre at Jharsuguda, Odisha, is a prime example of how we’re transforming learning experiences. By recreating realistic operating conditions in a risk-free, immersive environment, our operators gain hands-on experience while reinforcing road and workplace safety protocols. This simulation-led approach reduces on-ground risks and strengthens compliance with the highest safety standards. Innovation is deeply embedded in our safety strategy. At our Jamkhani coal mine, we’ve deployed an AI-powered drone solution for blasting clearance and danger zone monitoring. With real-time aerial surveillance, automated alerts, and live streaming, this cutting-edge tool ensures that every movement, whether of people, vehicles, or animals, is tracked with precision, reinforcing safety without compromising efficiency.” 

Asoktaru Chattopadhyay, President – Sandvik Rock Processing Solutions - India Pacific Region, Member Board of Directors, Sandvik Mining and Rock Technology India, said, “The mining application is very critical and all weather working and process has to be considered while designing, offering, installation and operation of the equipment. This can be fulfilled through extensive and expertise training. We have conducted process wise as well as equipment wise training from respective experts and experienced personnel. Implementation of automation has been incorporated in these training for the safety and hassle-free operation of the equipment. Regular training batches and refresher training courses are being organized for conceptual and practice training. Deep understanding of overall process, application requirement of the upstream and downstream processes. Tunning of the required automation with respect to the operation and production requirement. To reduce the downtime of the equipment with fast and effective approach through experienced and deep knowledge.” 

Aniruddha Mukherjee, Chief Manager - Product Performance, Komatsu India, said, “Training and skilling are no longer optional — they are foundational to the success of modern mining operations. With the rapid integration of advanced technologies such as continuous cutting systems, intelligent machine controls, and real-time diagnostics, today’s mining environment demands a highly skilled workforce. Operators and maintenance teams must be equipped not only to run the machines efficiently but also to diagnose issues and interpret data to ensure optimal performance with minimum downtime. Through close collaboration with our customers, we’ve seen firsthand how targeted training directly boosts productivity, enhances safety, and lowers operational costs. By collaborating on immersive simulators, digital learning, and on-site skill development, we aim to empower their workforce to fully leverage the advanced capabilities of their equipment. Ultimately, investing in their people is investing in their performance and our shared success as the industry progresses.” 

Subhasis Mohanty, MD & VP India & Middle East Sales Area, Normet India, said, “Training and skilling have become critical in today’s mining equipment industry, particularly in India, due to the rapid adoption of advanced technologies such as battery electric vehicles (BEVs), IoT and data analytics. Operators and technicians are now required to handle increasingly sophisticated equipment and interpret complex, data-driven insights, making continuous learning essential. In addition, given the nature of mining, there is a growing emphasis on safety as not just a compliance measure, but as part of a broader shift towards a Behaviour Based Safety culture. Training plays a pivotal role in this transition by raising awareness and shaping safer workplace behaviours. Furthermore, as companies aim to enhance productivity, there is a strong focus on structured training programs that enable workers to improve equipment uptime through faster troubleshooting and more efficient maintenance of advanced machinery. Over the past few years, the approach to workforce training has significantly evolved from informal, on-the-job methods to more structured programs that increasingly incorporate digital learning, simulators and certifications in key skill areas. This evolution reflects the industry’s recognition that a well-trained workforce is essential not only for operational efficiency but also for long-term sustainability and safety.” 

Robert Whetstone, Vice President, Martin Engineering EMEAI (Europe, Middle East, Africa & India), said, “Training is essential to understanding how bulk materials flow through processing plants cleanly, safely and efficiently. Conveyor belts and transfer points form the critical artery through every mining operation, carrying materials between each phase of production.  Yet much of the assumed knowledge about conveyor system design and operation is inconsistent, incomplete or inaccurate, leading to all-too-common problems of spillage, buildup, dust, belt damage and in some cases total equipment failure. That can cause serious health and safety issues as well as chronic maintenance headaches and expensive unplanned shutdowns. The source of such issues can be traced back to informal design ideas (or ‘rules of thumb’) that have emerged through historical trial-and-error and passed down through generations to become accepted as fact.  These ‘rules’ are often based on treating the symptoms of a bulk handling problem rather than addressing the root causes. Only through education and training from knowledgeable and experienced engineers can mine operators really start to understand why they are experiencing problems and take steps to resolve the issues.  Education is an investment in people and I would add that the application of any training to solve operational problems is much more cost effective than a lack of knowledge!” 

According to Madhu Srivastava, CHRO, Vedanta, “Globally, we are witnessing three powerful forces reshape the industry: First is the energy transition, which is driving demand for clean technologies and low-carbon solutions. Second is the rapid emergence of the green economy, changing investment priorities and stakeholder expectations. And third is the accelerating technological disruption. All of these are redefining job roles and the skills required to succeed. According to the World Economic Forum’s Future of Jobs Report 2025, by 2030, approximately 22% of current jobs are expected to change. Across all sectors, there is a growing emphasis on hybrid skill sets that combine technical expertise with soft skills such as adaptability, critical thinking, and collaboration. At Vedanta, the talent, commitment, and expertise of our people are our most valuable resource. As we evolve into a diversified global enterprise with businesses in transition metals, critical minerals, energy and technology, it is our employees who will drive the innovation, sustainability, and operational excellence needed to succeed in fast-changing markets. The manufacturing and energy industries are becoming more complex, digitalized, and sustainability-led. This makes it essential that our people are not only aligned to business strategy, but also equipped with the right skills, tools, and mindset. So, we have set up strong in-house training infrastructure across our business units, including Artificial Intelligence (AI)-led monitoring systems, drones, fatigue detection systems, smart helmets, and tele-remote operations. For example, our zinc business is the first in the country to introduce virtual simulators for shaft operations and underground vehicle driving. These tools help build confidence and skills before workers are deployed on the ground. At our oil & gas vertical, we have implemented an AI-based Safety Surveillance Monitoring System with AI cameras at strategic locations, resulting in an 80 per cent reduction in manual efforts thereby enhancing safety. Our training programmes are not just about technical skills, they also focus on safety, compliance, and operational discipline. Regular safety drills, fire and rescue training, and induction modules ensure every employee, including contract workers, understands their role in creating a safe workplace. We also have dedicated safety committees and a Community of Practice that helps share knowledge and reinforce standards.” 

She added, “We are working closely with technology providers and start-ups to enhance worker comfort and well-being. One such example is our partnership with a safety gear company developing wearables to reduce heat stress. This practical, hands-on innovation improves working conditions. These efforts are making a real difference. We are observing better productivity and a greater sense of ownership among our teams. Many of our business units report improved retention as employees benefit from a unique blend of rich job content in high-growth businesses with their comfort and safety as our priority.” 

Pranati Raheja, Human Resource Manager, Epiroc Mining India, said, “In the mining equipment industry, training isn’t a support function—it’s a strategic driver. At Epiroc India, we’ve seen how fast automation, diagnostics, and connected systems are reshaping frontline roles. Keeping pace requires more than just periodic upskilling—it demands a culture of continuous learning and adaptability. We’ve taken a hands-on, blended approach to capability-building, where technical skill development is reinforced with practical, real-world application. Whether it’s new engineers, experienced technicians, or frontline managers, our learning programs are designed to build confidence, precision, and problem-solving capabilities. This also extends to our dealer engineers, who are a vital link in our service network. Working across remote and demanding environments, they represent the face of our brand. That’s why we’ve invested deeply in structured training pathways for them, covering diagnostics, safety protocols, maintenance practices, and customer engagement. These aren’t just one-time interventions—they’re part of an ongoing capability-building journey supported by assessments, feedback loops, and certifications. To make learning accessible across India’s diverse landscape, we’ve adopted flexible digital formats and multilingual content. From mobile-first modules to short, contextualised lessons, we’re able to reach people where they are, without disrupting operations. One persistent gap we’ve worked to address is digital literacy. As machines get smarter and field roles become more data-driven, our people need to be comfortable with diagnostics tools, analytics, and digital workflows. We bridge this through simplified, practical training anchored in real use cases and frontline scenarios. Scaling this effort across geographies, languages, and learning levels isn’t simple, but it’s necessary. And with consistent effort, a strong network of facilitators, and a shared sense of purpose, we’re seeing real impact. Initiatives like Skill India and industry collaborations have also helped amplify our efforts. We align with these broader missions to contribute meaningfully to the sector’s growth and evolution. Because at the end of the day, we’re not just building skills—we’re building readiness for the future.” 

Pavan Seth, VP, Sales & Service regions, Metso, said, “Training and skilling are foundational to the mining equipment industry, as they directly impact safety, operational efficiency, and long-term sustainability. As the sector adopts advanced technologies—such as automation, remote monitoring, and predictive maintenance—it is crucial that the workforce evolves alongside. Equipment today is no longer just mechanical; it is increasingly embedded with smart diagnostics and digital interfaces that demand new competencies. In India, mining has historically been manual-intensive, especially in coal, iron ore, and bauxite operations across both open-cast and underground environments. Over the last two decades, there has been a marked shift in mindset towards worker safety and upskilling. Companies have begun integrating structured training programs into their operational strategies, recognizing that skills are not finite but must continuously evolve. At Metso, we’ve witnessed this evolution first-hand, transitioning from traditional classroom-based training to blended learning solutions involving simulation, digital modules, and on-site mentorship. Importantly, safety skills have gained prominence across the industry. Most mining companies now have dedicated safety departments with substantial budgets, and leading mining giants have pioneered best practices that are widely adopted. Safety training is now integral—not just for plant operations, but across logistics, erection, commissioning, and shift operations.”