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Strong Neodymium Magnets Process Steps

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Strong Neodymium Magnets Process Steps

Neodymium magnet, also known as NdFeB magnet, is a tetragonal crystal formed by neodymium, iron, and boron (Nd2Fe14B). In 1982, Sumitomo Sasakawa found a neodymium magnet. The magnetic energy product (BHmax) of this magnet is larger than that of the SmCo magnet, which was the largest material in the world at that time. Later, Sumitomo special metals successfully developed the powder metallurgy process, and General Motors successfully developed the melt spinning process, which can prepare NdFeB magnets. This kind of magnet is a permanent magnet which is next to the absolute zero holmium magnet, and it is also the most commonly used rare earth magnet. NdFeB magnets are widely used in electronic products, such as hard disks, mobile phones, headphones, and battery-powered tools.

Neodymium iron boron magnet is divided into sintered neodymium iron boron and bonded neodymium iron boron. Bonded neodymium iron boron is magnetic and corrosion-resistant in all directions. However, sintered neodymium iron boron is easy to corrode and needs to be coated on its surface, generally including zinc plating, nickel, environmental zinc, environmental nickel, nickel copper-nickel, environmental nickel, etc. The sintered NdFeB is generally divided into axial magnetization and radial magnetization, which are determined according to the required working face.

Process Step of Neodymium magnet

1. Raw material preparation and pretreatment
Process Description: the raw materials are pre-treated by weighing, crushing, breaking and derusting.
Process equipment: steel cutting machine, drum polishing machine, etc.

2. smelting
Process Description: the raw materials such as praseodymium neodymium, pure iron, and ferroboron after pretreatment are proportioned, added into the vacuum smelting furnace, and the belt is thrown after high-temperature smelting under the protection of argon. The results show that the product has uniform composition, high crystal orientation, good microstructure consistency and avoids the formation of λ – Fe.
Process equipment: vacuum melting furnace

3. hydrogen burst
Process Description: The hydrogen explosion (HD) process is to use the hydrogen absorption characteristics of rare-earth intermetallics to place the neodymium iron boron alloy in the hydrogen environment. Hydrogen enters the alloy along with the neodymium rich phase thin layer so that it expands, bursts and breaks, and cracks along with the neodymium rich phase layer, ensuring the integrity of the main phase grains and the neodymium rich intergranular phase. HD technology makes the Nd-Fe-B casting very loose, which greatly improves the efficiency of airflow mill and reduces the production cost.
Process equipment: Vacuum hydrogen treatment furnace

4. flour milling
Process Description: airflow grinding is to use the high-speed collision of the material itself to pulverize, without abrasion and pollution to the inner wall of the grinding chamber, so the powder can be prepared efficiently.
Process equipment: air mill

5. Forming orientation
Process Description: the function of orientation is to turn the easy magnetization direction c axis of disorderly oriented powder particles in the same direction, so as to obtain the maximum remanence. The main purpose of pressing is to crush the powder into a certain shape and size while maintaining the grain orientation obtained in the magnetic field orientation as much as possible. We design and use the forming magnetic field press and isostatic press for the secondary forming. For the special-shaped magnet, we use special mold tooling to directly form. After sintering, the magnet can be put into use only with a little surface treatment, which greatly saves the cost of materials and subsequent processing.
Process equipment: magnetic field press, isostatic press

6. sintering
Process Description: sintering is a simple and cheap way to change the microstructure of materials and improve the magnetic properties of materials. Sintering is the final forming process of materials, which has a very important influence on the density and microstructure of magnets.
Process equipment: vacuum sintering furnace

7. Machining
Process Description: the Nd-Fe-B magnets obtained after sintering are all blanks, which need further machining to obtain products of different sizes, sizes, and shapes. Because of its brittleness and poor mechanical properties, NdFeB magnets can only be ground and machined.
Process equipment: surface grinder, double face grinder, chamfering machine

8. Surface treatment
Process Description: surface treatment of various shapes of rare earth permanent magnets, such as electrophoresis, zinc plating, nickel, nickel copper-nickel, and phosphating, to ensure the appearance and corrosion resistance of products.

9. Inspection and packaging of finished products
Process Description: to test all kinds of magnetic properties, corrosion resistance, high-temperature performance, etc. of the products, and pack them after reaching the standard, so as to meet the needs of customers.

AISEN MAGNETS focused on the development and manufacturing of a Neodymium magnet, has more than 10 years of manufacturing experience in producing various sizes, different shapes, and surface coating. Over 45 different grades of neodymium magnet (strong magnet)  widely used in many industries.

Our Production line including vacuum melting, Jet mill, Isostatic press, vacuum sintering, machining, and magnetization. Our annual design output is 1000tons, currently, the output is 800tons.  Our experienced engineers work closely with the customer to find out the best possible solutions to meet your requirements.

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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