razwan arshad -training the next generation of pipeline engineers

P Hopkins, M Unger

[Presented by R Arshad]

Training the Next Generation of Pipeline Engineers: Distance Learning and

Accreditation

Copyright Penspen © 2011

Phil HopkinsOctober, 2011

[Presented by R Arshad]

Penspen Ltd., UK

Presentation

Introduction

Pipeline Engineers and Engineering

Knowledge Management


The Need for Education and Training

The Future

Objective of Presentation

■ Explain the need for education and training our staff in the pipeline business.

■ Highlight the shortage of education and training courses

■ Show a ‘way forward’.


■ Show a ‘way forward’.

Training by Penspen

� We have an international reputation in training courses.

� We present about 20 courses around the world, each year.

� We have trained over 4000 engineers worldwide.


Penspen: University Teaching

■ Penspen has always worked with universities.

■ Masters programme started in 2001 by local companies in North East England at Newcastle University.

■ Penspen took lead.

Aberdeen

Newcastle


■ Penspen took lead.

■ 42 students in 2010-11.

London

Newcastle

MSc in Pipeline EngineeringMSc in Pipeline EngineeringMSc in Pipeline EngineeringMSc in Pipeline Engineering

Penspen: University Teaching

■ Masters programme in Subsea Engineering and Management started in 2009.

■ Penspen assist with lecturers and materials.


MSc in Subsea EngineeringMSc in Subsea EngineeringMSc in Subsea EngineeringMSc in Subsea Engineering

Learning: The Future?

■ What will our workplace look like in 10 year’s time?

■ How will we be ‘learning’ in the future?

■ Will we still be...


■ attending residential classes...?


■ Residential, full time training/education courses seem... dated?

■ Why not use the internet, social networks, iPads, etc.?

■ As everybody under the age of 35 already does...?!


■ Education and training needs to fit in with today’s modern worker.


■ The future for learning is...

■ Your mobile device will become your office, classroom and organiser.

■ Social media literacy will be a job requirement.


■ The corporate curriculum will use video games, simulations, etc., as delivery modes.

■ Your training and education will be based around your timetable, lifestyle and job.

Presentation

Introduction





The Future

Knowledge: from Data & Information

Knowledge

Value to company

■ Education and training gives you ‘knowledge’

■ Knowledge is ‘information in action’

■ It includes data, information, skills, experience, lessons learnt, etc.


Knowledge

Information

Data

More human interpretation, awareness, etc..

The Knowledge Process

Educate

TrainIndustryIndustryIndustryIndustry----specificspecificspecificspecific

Relevant academic/tradeRelevant academic/tradeRelevant academic/tradeRelevant academic/trade

qualificationsqualificationsqualificationsqualifications

■ The path to engineering competence has four three steps:


Ready

Mentor

Train

Field experience Field experience Field experience Field experience

& mentoring& mentoring& mentoring& mentoring

IndustryIndustryIndustryIndustry----specificspecificspecificspecific

trainingtrainingtrainingtraining

Continuous professionalContinuous professionalContinuous professionalContinuous professional

developmentdevelopmentdevelopmentdevelopment

Knowledge

Management

The Knowledge Process

■ The path is mainly ‘practical’:

Educate



qualificationsqualificationsqualificationsqualificationsTheoretical

Practical


Ready

Mentor

Train



IndustryIndustryIndustryIndustry----specificspecificspecificspecific




Knowledge

Management

Practical

The Path to Competence... is Blocked....

Educate


trainingtraining


qualificationsqualificationsqualificationsqualificationsFew Few Few Few academicacademicacademicacademic

coursescoursescoursescourses

Few accredited Few accredited Few accredited Few accredited


■ The path to competence is blocked...


Ready

Mentor

Train






Knowledge

Management


Few staffFew staffFew staffFew staff

with timewith timewith timewith time

Few structured Few structured Few structured Few structured


Knowledge: Importance

■ We are not educating or training our workforce!

■ We need a radical change!

■ We need to manage our knowledge different.

■ We need to change how we educate and train.

■ Old thinking: Knowledge is power


■ New thinking: Sharing Knowledge is power

Knowledge: Importance for Competing*

Leader

InnovatorInnovative

Knowledge

Your Organisation

■ Education and training make business sense:

■ companies compete based on the knowledge of our staff.


Viable

Competitor

Laggard

At Risk

Advanced

Knowledge

Core

Knowledge

Core

Knowledge

Advanced

Knowledge

Innovative

Knowledge

Competitors

Your Organisation

*Michael H. Zack, ‘Developing a Knowledge Strategy’, California Management Review, Vol. 41, No. 3, Spring, 1999, pp. 125-145

Presentation

Introduction





The Future

The Oil Business is Wealthy

� This demand for energy means oil and gas are valuable and expensive commodities.

� The price of oil is steadily increasing:

80

100$US/barrel

2008:

Peak = $134


Year

0

20

40

60

80

1995 1997 1999 2001 2003 2005 2007 2008 2009 2010

Average = $93

Low (Dec)= $32

USA Spot Price Averages

The Energy Future is Fossil Fuels

� World energy demand will grow by 36% between 2008 and 2035;

� Fossil fuels will remain the primary sources of energy, and account for over 50% of the increase in total primary energy demand.

� Global oil demand will rise from 84 million barrels of oil per day (mb/d) in 2009 to 99 mb/d in 2035.


oil per day (mb/d) in 2009 to 99 mb/d in 2035.

� So... we will need pipelines for many years.

IEA Data, 2010

Pipelines are Big Money....

� There are about 3,500,000 km of high pressure oil and gas pipelines around the world.

� So what?

� Well... we must keep the oil and gas flowing.

� If we stop a pipeline... ouch....


� If we stop a pipeline... ouch....

� Consider a big oil pipeline:

� 1,000,000 barrels of oil per day.

� Assume barrel of oil = $67:

� $50,000/minute, or

� $67,000,000/day, or

� $24,500,000,000/year...!

The Need for Pipeline Engineers

� There is an increasing shortage of skilled staff in pipeline engineering.

� There is an increasing requirement to rapidly develop younger engineers.

� There is an increasing demand from society to demonstrate ‘competence’ in engineers:

� this is needed to ensure we have


� this is needed to ensure we have demonstrably good staff caring for our pipelines; and,

� sadly, pipeline failures will occur, and we need to show that our staff are demonstrably competent.

� The only way we can show – demonstrably –competence, is by an accredited, examined, course. Nothing less.

Presentation

Introduction





The Future

Need for Training: Ageing Staff

�The oil and gas business has an ageing staff profile.

�The age profile for a modern, technology company would be:

15

20

25p

erc

en

t

high-tech companies,

consultancies


20202020 65656565454545450

5

10

15

pe

rce

nt

Need for Training: Ageing Staff

�The oil and gas business has this age profile:

10

15

20

pe

rce

nt


�We need to rapidly train our existing workforce to replace the ‘boomers’.

20202020----

24242424

25252525----

29292929

30303030----

34343434

45454545----

49494949

55555555----

59595959

50505050----

54545454

60606060----

64646464

65656565++++35353535----

39393939

40404040----

44444444

age of staffage of staffage of staffage of staff

0

5

Need for Training: Nationalisation

�This age profile is international.

�The Middle East/Asia will need rapid training to replace retiring expatriates with nationals:

Number of Staff

Nationals Expatriates?


21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63

Age

Number of Staff

Need for Training: Safety

�We are experiencing serious and deadly pipeline failures:


�These ‘needs’ give us a clear conclusion: we need rapid, accessible, international education and training programs.

■ This training must have a clear objective...

■ Pipeline staff must be ‘competent’.

■ A definition via UKOPA* is:

■ ‘A Competent Person should have practical and theoretical knowledge as well as sufficient experience of the particular machinery, plant or procedure involved to

Goal of Training: Competence


the particular machinery, plant or procedure involved to enable them to identify defects or weaknesses, and to assess their importance in relation to strengths and functions of the machinery’

■ So, we need both:

■ practical (training, and on-job experience); and

■ theoretical

■ learning programmes for our engineers.

*www.ukopa.co.uk. Taken from Brazier v. Skipton Company (1962) His Lordship Winn J.

Presentation

Introduction





The Future

Global Demand for Training/Teaching

■ Our experience is:

■ Staff/companies do not want long residential courses;

� this is not cost-driven: it is time-driven.

■ Staff want to learn at their own pace, and at work/home.


pace, and at work/home.

■ Companies want courses to be accredited.

■ The new (X, Y) generations in work today want to be educated in the same way as they communicate with their friends, book a hotel, and buy a pizza – via the internet.

■ On-line distance learning is the future.

Training/Teaching: The Past?

■ Existing residential university courses, and residential industry training courses are both important and essential.

■ But these will not supply our needs in the short or long term, nor appeal to many of our younger, newer staff.

■ Time to change...


Training/Teaching: The Future

Flexible


Learning On-line

Accredited

Distance Learning


Home/Office


LearningSocial

Networks

Phone, pc, tablet

24/7


Industry led


LearningIndustry needs

University delivery

Industry financed

The Start: Northumbria University

■ Penspen approached Northumbria University and enquired about partnering on a distance learning initiative for Master level courses in pipeline engineering.


The Certificate: Content

■ Produced a Post-graduate Certificate in Pipeline Integrity Management by online distance learning.

■ Resides in School of Computing, Engineering and Information Sciences.

Module title ‘Credits’

Pipeline integrity assessment 20


Pipeline integrity assessment 20

Onshore pipeline engineering 20

Risk management of pipelines 10

Materials and corrosion 10

TOTAL 60

An MSc is 180 credits

The Certificate: Distance Learning Delivery

All things

academia Postgraduate Certificate

in Pipeline Integrity

Management


All things

distance learning

The Certificate: Launch

■ Certificate in Pipeline Integrity Management commences in 2011 at Northumbria University.

■ Penspen will initially supply all materials and lecturers.


lecturers.

The Certificate: Registration and afterwards...

■ Students register at Northumbria.

■ When fees are paid, they will be registered, and Penspen will send them a welcome pack, and password to the distance learning website.

■ Student will take one Module at a time, and pay a fee for that Module.


time, and pay a fee for that Module.

� Student has Module for 13 weeks.

� A Help Desk will provide technical and IT support.

� The student will be examined at the end of the Module.

� Student then moves onto next Module.

The Vision

■ Our vision is to supply a complete suite of learning programmes for the industry.

■ This Certificate is a pilot study.

■ Its success depends on our industry’s response to this pilot study.

■ Over to you….


■ Over to you….

Thank You for Your Attention: Close

�Thank you for your attention

Contact Points:

Penspen TrainingMichelle UngerUnits 7&8, Terrace Level,


Units 7&8, Terrace Level,

St Peter’s Wharf,

Newcastle upon Tyne NE6 1TZ, UK

Tel: +44 (0) 191 238 2200

Fax: +44 (0) 191 275 9786

email: [email protected]

www.penspenintegrity.com

razwan arshad -training the next generation of pipeline engineers

Technology

futurecopyright penspen

powercopyright penspen

yearcopyright penspen

university teaching

knowledge process

knowledge strategy

knowledge different

phil hopkinscopyright