gse performance improvement solutions
Post on 14-Jul-2015
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Solving Your Operations & Engineering Talent Challenge With Performance Improvement Solutions
What is keeping you up at night?
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It’s not stinky boots, it’s…
Who’s going to fill those boots?
Does your CEO care as much as you do?
“The real question is whether there will be the engineering skills and technical skills ready to take over from the baby boomers as they retire.”James L. Gallogly, CEO - LyondellBasellPwC interview – 10/1/13
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What does your Board of Directors think?
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Talent ManagementBoards Give Their Companies an "F”
What is top of mind for corporate boards?
Corporate directors identified talent management as their single greatest strategic challenge.
Source:http://blogs.hbr.org/2013/05/talent-management-boards-give/by Boris Groysberg and Deborah Bell | 12:00 PM May 28, 2013
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Energy Demand vs. Your Talent RequirementsWho can fill the shoes? How? With what?
Sources: ExxonMobil, The Outlook For Energy: A View to 2040, 2013
Center for Energy Workforce Development (CEWD), 2009
Global energy demand up 35% by 2040
Technology: No barrier
Investment: No barrier
Trained resources: Big barrier
Growing demand for skilled operators and process engineers
Highly competitive environment 30% turnover
“Boomers” retiring
ImperativesImprove employee sourcing
Speed up onboarding
Increase up-skilling effectiveness
GLOBAL ENERGY DEMAND
QUALIFIED ENERGY OPS & ENGINEER
TALENT
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By the Numbers
A Schlumberger Consulting survey found that 22,000 experienced engineers will retire from the industry by 2015.
Further, one oil and gas company executive in the Middle East says the “oil and gas sector will lose 40% of its skilled engineers in the next five years because workers are leaving faster than they are coming in.”
Sources:
Brady, Jeff, “As Workers Age, Oil Industry Braces for Skills Gap,” NPRwww.npr.org/2012/04/20/150871935/as-workers-age-oil-industry-braces-for-skills-gap, Accessed 10/19/12.
Bridging the Gap,” Oil & Gas Next Generation, 2012, www.ngoilgasmena.com, Accessed 10/18/12.
So… what’s the importantquestion?
How do you make them experts?
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Has your current method worked?
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Talent Management Not Addressed in Traditional DCS Vendor Approach
Focus on engineering lifecycle
Enter lifecycle early
Gain mindshare/account control
Image courtesy of Statoil
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Introducing Entry2Expert SolutionsE2E Means Human Performance Improvement
The primary challenge facing and restricting growth in the energyindustry is the shortage of a skilled workforce. Both upstream anddownstream, the industry is facing a critical shortage of experiencedoperators and engineers as baby boomers retire and fewer new skilledworkers replace them.
A comprehensive, structured training process, catered to everyindividual employee, that will accelerate their “time to autonomy” is anabsolute necessity. Such a solution should have the ability to evaluatean employee’s current skills, identify skills gaps and guide theemployee and organization on a path to success.
Entry2Expert Solutions from simulation and training leader, GSESystems, develops the skills of energy workers from every experiencelevel (i.e., recent engineering graduates, operators who have neverworked in a plant and seasoned operators with decades of experience).Simulation and computer-based training is central to E2E as it quicklyand effectively educates new and experienced operators and engineers.
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Create a digital learning environment
SIMULATION
& TRAINING
TECHNOLOGIES
What You Can Do E2E Life Cycle Simulation & Training Technologies
Improve design accuracy
Reduce “Time to Autonomy”
Reduce attrition
Reduce time to assess design cases
Determine control variables with greater effectiveness
Reduce turn-around times
Develop control strategies in virtual plant setting
Increase production performance
Operate process safely with greater confidence
Improve process understanding
Improve operator effectiveness
Increase knowledge transfer
Improve ability to handle process upsets
Enjoy faster production start-ups
Improved testing of modifications to controls/ process
Reduce operational risks
Reduce environmental incidents
Experience less equipment damage
Increase plant availability
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Plus…Pre-Employment AssessmentsSmart Operator Assistants
You Can Bridge the Talent Development GapExperience, Process, Technology
Process Fundamentals
Self Paced Tutorial
Applied Learning through Generic
Simulation
Instructor Led
Real World Knowledge
Transfer
Mentoring
Unit Specific Experiential Learning
Custom Operator Training Simulators
Process Control
Self Paced Tutorial
Now, ask yourself…
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6 Important Questions
On the journey to develop employees into autonomous decision-makers (i.e., make them Experts) how much is 1 less day of training worth to you?
What does it cost to bring in an “outsider” SME versus advancing someone from your own “bench?”
How much is a 1% improvement in operator effectiveness worth to you?
How much would you save if you could eliminate 1 day of commissioning and startup?
How much would you save if you could eliminate just 1 unplanned shutdown per year?
How much is 1 less reportable incident worth to you?
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Representative GSE Process Industry Customers
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For further information please contact:
Ms. Iram ShaikhBusiness Development Engineer
GSE Systems, Inc.
Iram.Shaikh@GSES.com+1 (410) 970-7800
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