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NIMS Chairman Dr. Balvir Singh Tomar attended 5th WPCC

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NIMS Chairman Dr. Balvir Singh Tomar attended WPCC-2015. He has presented his NIMS University Jaipur, Rajasthan and become eligible to participate in this summit.

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NIMS Chairman Dr. Balvir Singh Tomar attended 5th WPCC

  1. 1. Skill Development & Talent Management in the Petro Coal SectorManagement in the Petro-Coal Sector (Petroleum –Coal‐Gas: Enhancing Production and Productivity)  Prof. (Dr.) Balvir S. Tomar Chairman & Chancellor NIMS University Rajasthan – Jaipur India 1
  2. 2. Petro‐Coal Skill B ild p Petrole m and Coal Professionals thro ghBuildup Petroleum and Coal Professionals through focused on consistent, Shearing, high quality learning and development when where and howlearning and development when, where and how need for petro-coal industry.
  3. 3. Petro Coal Industries‐ FACING QUESTIONS ?Petro Coal Industries FACING QUESTIONS ? How can we use best-in-class technologiesHow can we use best in class technologies while not being impeded by integration costs? How can we develop and deploy innovativep p y workflows to our asset teams? How can we use advanced technology as agy differentiator and a catalyst for asset team integration? How can we accelerate learning in our organization? 3
  4. 4. Man Modeling &  Simulation, Remote Sensing E i dMan  Power  Simulation, Remote Sensing  (Software), Designing, Shearing , workforce development &  tailored solution ensure  i i l Expertise and  Technical  discipline  network Petro  CompetF i ht organizational competency  Coal  Skill Compet encies Foresight  Solution Knowledge /  Training Upgrade and reviewed  ProcessProcess Trainingindustry benchmark  framework for  development Core of Skill Development and Talent Management
  5. 5. Why Skill development and talenty Management in Petro-Coal Industry….? To Make Petro-Coal industry safest place world wide. Industrial Standard Development. Reduce Energy Demand andReduce Energy Demand and Supply Gap.
  6. 6. India was the fourth‐largest consumer of crude oil and petroleum  products in the world in 2013, after the United States, China, and f Japan. The country depends heavily on imported crude oil, mostly  from the Middle East 6
  7. 7. Analyzing Aspects Technical ViewTechnical View Risk EvaluationRisk Evaluation  Economic Impactp Reduce Skill GapReduce Skill Gap
  8. 8. Technical View  L k f h i l kill Hi h C i f F ilLack of technical skill High Certainty of Failure Total no. of well drilled Vs Occurrence Of Dry well 28012 28583 29159 29830 30000 35000 Occurrence Of  Dry well  20000 25000 Well Drilled 12467 12822 13180 13587 6718 6817 6902 7019 10000 15000 No. of W 3108 3148 3213 3292 0 5000 2007 2008 2009 2010 2011 2012 2013 2014 Years Total Drilled Well Occurance of Dry Well Source: Indian Petroleum & Natural Gas Statistics (2013‐14)Source: Indian Petroleum & Natural Gas Statistics (2013‐14)
  9. 9. Percentage of Technological  Failure 76 76 76 76 76 77 e  75 76 76 76 76 76 76 % of Failure 75 75 75 75 75 2006 2008 2010 2012 2014 20162006 2008 2010 2012 2014 2016 Years 9
  10. 10. Risk Evaluation Hazardous Incidents Environment and Societyy Occurrence of Incidents  Expenses on Incidents
  11. 11. 11
  12. 12. 12
  13. 13. Environment and Society  Mining IndustriesMining Industries Loss of Biodiversity Pollution (Soil Water Air Noise)Pollution (Soil, Water, Air, Noise) Petroleum & Petrochemical Industries Green House EffectGreen House Effect Chemical & Solid Waste Disposal Disturbance in Marine LifeDisturbance in Marine Life
  14. 14. Economic Effect Rate of growth is dependent on Employability. Skill gap reduction policies may helps to bring high employability rateemployability rate. Source: Central Statistical Office (CSO) for GDP and National Sample Survey Office (NSSO) for Employment.
  15. 15. 15
  16. 16. Skill Gaps  Corridor between experienced workersCorridor between experienced workers are retiring and fewer young skilled workers are entering the industryworkers are entering the industry.
  17. 17. No. of Manpower 160000 153000 149800 No. of Manpower 140000 150000 137800 149800 130000 fNo. of Manpower Net Loss of PTPS (Petrochemical & Petroleum 17 Engineers) Aged Over 35 years = 5500 People
  18. 18. How we can….? A new young generation of system is required to address h l b l fthe innovation integration or organizational capability for petro –coal‐gas sector as we explore, develop and produce increasingly complex basin field and reservoirproduce increasingly complex basin, field and reservoir.
  19. 19. To articulate Manpower challenges we have to  implore  Strategic PlanningStrategic Planning Institutional Involvement Industrial Involvement Institute and Industrial Collaborative approch. Government InitiativeGovernment Initiative.
  20. 20. Assessment Gap Analysis ng p y Planning nni Competency Map Learning  Pla g • Coaching & Mentoring (Technical reference) • Instructed Led Courses Competen gyP Competency   • Performance support  • Learning & Content Management  • Compliance Management ateg • Compliance Management • Competency Management  Measurement & Assurance  Stra • Best Practices. • Carrier Development • Industry Standards.   1.S
  21. 21. Education & Skills Competency Map Education & Skills Manpower  Productivity Market  Participation Enhance  individual  Interaction  with capital Improve quality Re‐employment  Techno‐ Product & Process  edback  Improve quality  of  employees  p y & Gender Equality  Economic  system innovation through  better leadership  Fe E t l ff t thEventual effect on growth
  22. 22. Academic requirement for PetroCoal sector 2. Institutional Involvement Academic requirement for PetroCoal sector Petroleum Engineering Engineering Chemical Engineering Civil Engineering Mechanical Engineering Electrical Engineering Production Engineer Drilling Engineer Cementing Engineer Well Engineer Electronics Engineering Instrumentation Engg. Maintenance Engineer Geosciences M.Sc (Geology) M.Sc (Geophysics) M.Sc (Physics) M S (B t Z l ) Geoscientist Petro-Physicist Reservoir EngineerGeosciences M.Sc (Botany+Zoology) M.Sc (Chemistry) M.Sc (Mathematics) Reservoir Engineer Geo Chemist Field Chemist Only Educational Institute right directional efforts can produce  best  Professionals /Manpower  for Industry. 
  23. 23. Geological Technologists RESPONSIBILITY operate and maintain geophysical survey assist engineers and geologists in the evaluation and analysis of g g g y petroleum and mineral reservoirs assist in environmental audits supervise oil & gas well drilling activitysupe se o & gas e d g act ty ACADEMIC Geological technologists are usually required to complete a two to three‐year college program in geological technology or a relatedthree year college program in geological technology or a related discipline Geological technicians are usually required to complete a one to two‐year college program in a similar disciplinetwo year college program in a similar discipline SKILLS ability to communicate technical information clearly interest in hands on methodical work in a laboratory settinginterest in hands‐on, methodical work in a laboratory setting strong analytical and observational skills problem‐solving skills 23
  24. 24. DISPUTES FOR INDIA 10% 25% Vocational Skill  in India  compares  Reframe Degree /  Diploma/ ITI education  on feedback from 96% 88% 25% p unfavorably to  other countries.  India receives  only 10% formal  Vocational on feedback from  industry. Arrangement of In‐ House training facilities Vocational  training. House training facilities. Periodic Industrial visit  for knowledge  85% 86% 10% formal  Vocational refinement. Promote ‐higher studies  and research work.   I di K J G C d M i training. Source: Efficiency Training Study by ILO (2013) India Korea Japan Germany Canada Maxico
  25. 25. 3.Industry Involvement To meet continued increasing demand and offset these challenges skilled human resources are the key y challenges, skilled human resources are the key. To achieve these goal industries have to focus on learning-learning Skilled Retention Policy World Class Training /e learningWorld Class Training /e‐learning Work associations with Global operators Comprehensive Education Support for employee Hiring Specialists as Advisors and Consultants Comprehensive Education Support for employee
  26. 26. Institute and Industrial Collaborative Approach Collaborative effort among educational institution and industryg y are being to result in increased effort to identify job competencies, talent gap and create programs that will develop kill fill l i li Academy‐ Industry Initiatives skill to fill talent pipeline. Relevant  Academicians and   Industry  Meaningful Curriculum  Design/Financial  Support y Professionals  Exchange for  Mutual  l Meaningful  Student Industry  Interface Collaboration In  R&D Projects Development 
  27. 27. Government Initiative‐ Present Scenario HRD and professionals review and create a better focus for educational programs including apprenticeship industries.
  28. 28. Government Initiative‐ What Should Be… Role of Governments with private Institute in addition toRole of Governments with private Institute in addition to Public Institute in academic cluster will lead the countries more future workforce demand. 28
  29. 29. “Alignment and Skilling” is the potent pathway  Competencies Awareness E iExperience Knowledge Creativityy Training
  30. 30. Human Development f f• Human Resource is the foremost wealth of nations. • Education and training brush up livelihood, living and life style health & happiness and accentuate the process ofstyle, health & happiness and accentuate the process of integrated development. EGD GDPHDI EGD Skilled Based  Education GDPHDI Active participation of Private Education SectorPrivate Education Sector
  31. 31. Benefits of Suggestionsgg Easy to Improve workforce efficiency. Standardization of skills and more development of technical personnel. Accelerating technical competency development for Petro-Coal Technical Professionals. Optimize the quality and production of industry. Emphatic Solution for adverse Situations.p at c So ut o o ad e se S tuat o s Low risk and uncertainty for value of profit
  32. 32. NIMS Initiatives • B.Tech Petroleum Engineering • M.Tech Petroleum Engineering • Diploma and Certificate Courses for reorientationp During the academic year, the Petroleum Technology Team works with industry andTechnology Team works with industry and academia experts to organize special courses, programs, workshops, and f i l i d t NIMS t t idprofessional industry-NIMS events to provide additional learning opportunities to the students interested in finding job and leading 32 g j g successful careers in the petrocoal and gas industry.
  33. 33. 33
  34. 34. Faculty Department of Petroleum  Dr. Ravindra Kumar IIT Roorkee Mr. Indra Prakash University of Petroleum &  E St di D h d Dr. Sirabuddin Mandol IIT Roorkee, Postdoc – Germany Energy Studies, Dehradun Dr. S.S. Chauhan Dr. Mophin Kani VIT Vellore Jaipur Mr Anuj GangwarVIT, Vellore Dr. S.P. Singh AMU Mr. Anuj Gangwar NIT Warangal  M A it Si hAMU Mr. Ajay Kumar Ms. Amrita Singh MNIT Jaipur 34 IIT Guwahati Mr. Suman NIMS University, Jaipur
  35. 35. 35

NIMS Chairman Dr. Balvir Singh Tomar attended WPCC-2015. He has presented his NIMS University Jaipur, Rajasthan and become eligible to participate in this summit.

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