copyright ©2001-2012 next. all rights reserved accelerating petro-technical learning in the e&p...
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Copyright ©2001-2012 NExT. All rights reserved
Accelerating Petro-Technical Learningin the E&P Industry
David R. Humphrey P.E.Director of Curriculum – Well ConstructionNExT
Henry EdmundsonDirector Petro-Technical Expertise, SchlumbergerChairman, NExT Client Advisory Board
Copyright ©2001-2012 NExT. All rights reserved
Do You Recognize the Symptoms?
– Geoscientists and engineers retiring in next 5 years– Attrition of your high tech and most capable staff– Slow adoption of latest technology and software despite
frequent training– Engineers who know how to push buttons but do not understand
the concepts– Gap between skill needs and workforce capabilities is growing– Employees were not trained during hard times and are
struggling to catch up
Copyright ©2001-2012 NExT. All rights reserved
Exciting and Challenging Times!
Exciting!– High oil prices– New technologies– New frontiers
Challenges & Opportunities!– Unconventional reservoirs– Enhanced Oil Recovery– Deep water– Post-Macondo regulations– “Big Crew Change”
“… “big crew change” is taking place now…”
“… 25% of PTP… will retire in the next 5 years…”
“…autonomous PTPs will decrease by 6% or 5,000…” (by 2014)
“…technical talent has become a true strategic enabler for delivering production and future growth.”
Source: 2011 SBC O&G HR Benchmark, and SBC, Technical Talent Shortage Could Begin to Limit Growth. JPT, June 2011.
Petro-Technical Professionals (PTPs) per Age Bracket for a Typical Western Independent (%)
Copyright ©2001-2012 NExT. All rights reserved
Percentage of SPE Members by Age(not incl. Student Membership)
0%
5%
10%
15%
20%
25%
20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+
199720002003200620092010
Copyright ©2001-2012 NExT. All rights reserved
Percentage of SPE Members by Age – The Gap(not incl. Student Membership)
0%
5%
10%
15%
20%
25%
20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+
2010
Copyright ©2001-2012 NExT. All rights reserved
The Demographic Crisis in a Nutshell
Lack of experienced petro-technical professionals (PTP) in mid-career age range
Need to accelerate development of early-career PTP’s to fill this gap
Need to develop all PTP’s in new technology used to find and produce the “tough” oil and gas
Need to recruit, develop, motivate and retain PTP’s in the context of a frenzied market
Copyright ©2001-2012 NExT. All rights reserved
Golden Rules for Accelerated Development
Copyright ©2001-2012 NExT. All rights reserved
Golden Rules for Accelerated Development
■ Blended learning combines many types of learning activities, especially on-the-job
Instructor-led Classroom Learning
Social networking: in the class-room
Self-Study
Learning by Doing (On the Job)
Copyright ©2001-2012 NExT. All rights reserved
Golden Rules for Accelerated Development
■ Blended learning combines many types of learning activities, especially on-the-job
■ No compromise on quality: there is no substitute for top instruction and materials
Editorial and graphical quality of training material
Quality of instruction, generally the instructor Need for technical content and instructor to be up-to-date on current
technology and practice
Copyright ©2001-2012 NExT. All rights reserved
Golden Rules for Accelerated Development
■ Blended learning combines many types of learning activities, especially on-the-job
■ No compromise on quality: there is no substitute for top instruction and materials
■ Mentoring/Coaching relationships are key for providing context and support during learning
Finding senior professionals to mentor
Managing the mentor-mentee relationship
Defining the mentoring role and objectives
Copyright ©2001-2012 NExT. All rights reserved
Golden Rules for Accelerated Development
■ Blended learning combines many types of learning activities, especially on-the-job
■ No compromise on quality: there is no substitute for top instruction and materials
■ Mentoring/Coaching relationships are key for providing context and support during learning
■ Competency management is indispensible for measuring individual development and identifying competency gaps
Copyright ©2001-2012 NExT. All rights reserved
Golden Rules for Accelerated Development
■ Blended learning combines many types of learning activities, especially on-the-job
■ No compromise on quality: there is no substitute for top instruction and materials
■ Mentoring/Coaching relationships are key for providing context and support during learning
■ Competency management is indispensible for measuring individual development and identifying competency gaps
■ Customized learning programs are essential to fit each company’s culture, strategy and E&P objectives
Copyright ©2001-2012 NExT. All rights reserved
Drilling Engineering:Competence 1Competence 2Competence 3etc.
1 2 3 4Employee
CompetencyAssessment
Proficiency
Com
pete
ncy
Mod
elJob Description• • •
• •
RequiredCompetencies
Competency Management
Drilling Engineering:Competence 1Competence 2Competence 3etc.
1 2 3 4
Gaps
Competency Gaps:• Individual Individual training plan• Team Staffing aid
Proficiency
Copyright ©2001-2012 NExT. All rights reserved
NExT Framework
Oil and Gas Courses
Technical
Software
Competency Management &
Technology Mastery
Competency Assessment
Development Planning and
Implementation
Competency Verification
Training Programs
Blended Training Programs
Software Certification
Masters Degree Programs
Copyright ©2001-2012 NExT. All rights reserved
Challenge Exploration activity expansion Shortage of trained PTP’s Accelerate development of
– New Hires (20 GG&E)– Mid-Career (20 GG&E)
NExT Solution Framework for accelerated blended training Functional competency assessment and skill
gap analysis Two (2) Training Programs:
Program 1: Fresh Graduates (Under Development-UD) (3 Yrs)
• Sub-Surface (5 G&G, 7 PE)• Surface Facilities (3 ME, 2 EE, 1 Process, 2 Instr.)Aim: Semi Autonomous ProfessionalsStatus: Year 1 & 2 Completed, third year about to start
2nd group proposed for 2012
Year 1
•Build Foundation of Core Competencies
•Courses – Self learning and field visit
Year 2
•Strengthen core competencies in primary discipline
•Advance courses, mentoring, OJT Projects
Year 3
•Complete process of achieving skilled proficiency
•Structured mentoring, OJT and Project Assignments
Case Study:Joint NOC Training Programs
Copyright ©2001-2012 NExT. All rights reserved
Program 2: Mid Career (1 Yr)
• Geology and Res. Engineering (5 G&G, 7 PE)Aim: Full Field Development PlanStatus: Started April 2011
Training Model– Competency gap analysis and identification of individual
development needs – Blended: theoretical, software, and practical courses
On-The-Job training, workshops, field trips, projects, mentoring sessions, project management training, evaluations, and certifications
ResultsProgram 1
Proficiency level of core competencies:– Subsurface: at 90% proficiency level
(from initial 55%)– Surface: at 120% proficiency level (from
initial 50%)
Year 1A
•Preliminary courses; Integrated -project based program; Additional Individual Courses
Year 1B
•Assigned to projects in consultation with the mentors and management
Case Study:Joint NOC Training Programs (2)
Copyright ©2001-2012 NExT. All rights reserved
Learning Elements
Classes
Workshops
On-The-Job Training/Projects
Mentoring
Incremental Evaluation
Presentation and Certification
Organization Needs Determination
•Determine Scope of Program
Phase I
Start-up
• Identify Technical Competencies
•Develop Matrices (Roles, Skills, etc.)
•Develop individual learning roadmaps
•Finalize criteria for success
Phase II
Phase III
Foundation Working Mastery
Phase IV Refine program and expand
Learning Sequence
Technology Mastery Program
Technology Mastery Process Overview
Copyright ©2001-2012 NExT. All rights reserved
Thank you
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