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Envision E-Learning & Universal Simulation

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Presented at China Petrochemical Focus 2013 in Shanghai and The International Refining and Petrochemical Conference (IRPC) in New Delhi, India. For more information, go to GSES.com, email …

Presented at China Petrochemical Focus 2013 in Shanghai and The International Refining and Petrochemical Conference (IRPC) in New Delhi, India. For more information, go to GSES.com, email info@gses.com, or call 800-638-7912. You can also follow GSE on Twitter @GSESystems and Facebook.com/GSESystems.

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  • 1. EnVision™ E-Learning & Universal Simulation info@gses.com
  • 2. Global Survey by the Society of Petroleum Engineers • More than 50% of oil and gas workers would consider leaving an employer due to a lack of training and development • 37% feel that a lack of training in previous roles has held them back in their career • 25% believe the current lack of training and development is detrimental to their career • 56% believe the employer should provide all or some training to new hires • Only 11% expect their employer to provide all of their training 2
  • 3. Importance of Competency • The competence of the engineer and console operator is critical to safe and reliable operation of a plant • Competence is indirectly related to the: – Profitability of the plant – Shareholder value – Public perception of the company • A competent console operator can: – – – – – Troubleshoot, diagnose and recover from abnormal conditions Maintain on-spec products Minimize energy, utility and catalyst costs Avoid hazardous situations Minimize wear and tear on the plant 3
  • 4. Competence Development & Assurance (CDA) • Competence = Knowledge, skills & attitudes (behaviors) (We cannot observe attitude, but we can observe behavior) • Competent Person: Has competence and demonstrates it by applying it on the job • Competence Development (CD): A set of “fit-for-purpose” learning activities to develop an employee’s competence • Competence Assurance (CA): Ensures that the employees have required competence to perform at the required standard and in an actual work situation 4
  • 5. How It’s Done • The most knowledgeable and experienced console operator and engineer is also a mentor • Like any DCS or software package, a mentor is also a highly valued asset • The mentor’s time should be optimized for knowledge transfer 5
  • 6. How It’s Done Most companies use full-scope operator training simulators (OTS) to teach new console operators and to improve the skills of experienced staff members 6
  • 7. How It’s Done • Most global petroleum plants have 10 to 20 major processes, making it impossible to have custom OTS due to resource constraints – The DCS-based OTS time is limited typically by the hardware and the number of instructors available – Before trainees can use the OTS efficiently, they must have basic knowledge of the DCS and process fundamentals, otherwise they are wasting valuable simulator and instructor time – Not suitable for field and maintenance operators, process technicians and engineers – Initial investment, operational, maintenance and lifecycle costs 7
  • 8. How It’s Done • How do you ensure: – Valuable mentoring time is spent transferring critical knowledge and experience? – Optimal use of high-value assets such as OTS and other T&D resources? 8
  • 9. New Learning Strategies Khan Academy pilots education tutorial at Cupertino and Los Altos schools Use technology to provide more engagement and progress with different learning stages 9
  • 10. Learn “WHY” Before “HOW” Tutorials Learn process fundamentals with self-paced tutorials Simulations Practice operations and troubleshooting with generic dynamic simulations Any new knowledge not used within 72 hours is likely to be lost 10
  • 11. A Unique Approach to Training 11
  • 12. Simulation Alarm Summary 12
  • 13. Simulation Instrument Details 13
  • 14. Simulation Historical Trends 14
  • 15. New Learning Strategies • Plant strategy should reserve the customized OTS for educating high-value assets, mainly console operators, on significant learning objectives such as: − Detailed unit-specific startup − Shutdown − Emergency response • In a parallel effort, plants should also deploy universal simulations and CBTs to teach process fundamentals and controls for all operators, technicians and engineers • These types of training tools deliver 80% of the learning at 20% of the cost • These strategies will speed up training and reduce costs while delivering a workforce that is fully competent 15
  • 16. New Learning Strategies Most companies accomplish unit-specific training through mentorship programs using shift supervisors • However, using CBTs prior to placing students into mentoring increases the effectiveness and the value of the relationship • The instructor/mentor can better engage their trainees/mentees and use the simulator to teach process operations and troubleshooting techniques 16
  • 17. Results Using a consistent training program and set of learning tools across the organization: – Creates better understanding of the process – Builds confidence between operators and engineers – Results in better communication and mutual respect for one another 17
  • 18. Results Workers with enhanced competence are more confident, effective and efficient, which results in: • • • • Faster startups with less flaring Fewer shutdowns with shorter durations Reduced risk of equipment damage Improved safety awareness In the long term, the oil and gas industry will see financial improvements to the bottom line. 18
  • 19. Imagine. Empower. Improve Thank You 19
  • 20. For more information: Go to: www.GSES.com Also follow us on: Call: +1 800.638.7912 Twitter @GSESystems Email: info@gses.com Facebook.com/GSESystems