Training Engineering in E&PCMGT/TRAINENGGB

Who should attend?

  • This course provides a comprehensive understanding of training engineering applied to E&P, along with methodology and tools.
Audience :
  • Human resources professionals within the E&P industry, in charge of identifying the training needs, building the training plan and implementing it for an International or a National Oil Company.

Level : Foundation

Course Content

  • TRAINING ENGINEERING DEFINITION

      • Final objectives of the methodology within E&P activities.
      • Engineering of the HR general strategy: company values, policies, strategies, regulations.
      • Training engineering components.
      • Pedagogical engineering.
      • Protagonists, roles and expectations.
  • NEEDS ASSESSMENT

      • Performing training diagnosis:
      • Synthesis of the past training assessments.
      • Competency and career planning.
      • Competency assessment campaigns (example: drilling team, 4 jobs).
      • Identify and compile the training needs.
      • Vision of the Company’s executive management.
      • Operational needs (example: gathering the training needs from the production sites).
      • Training manager and HR team.
      • External inputs: consulting agencies, training providers.
      • Final beneficiaries, Company’s employees.
      • Exercise: create a tool for mapping training needs, useful for the training plan design.
  • TRAINING SYSTEM DESIGN

      • The tools for the training system design:
      • Job descriptions (examples: reservoir engineer, driller, panel operator).
      • Skill reference data, segmented per functional areas within E&P activities: integration paths, career paths (example: production engineer career path, production operator career path).
      • Competence mapping.
      • Training reference documents.
      • Build corporate references.
      • Exercise: build competence checklists from job descriptions and daily activities report.
  • BUILD & IMPLEMENT THE TRAINING PLAN

      • Definition of the objectives, the needs in competence and the duration of the plan.
      • Prioritize the training activities.
      • Build the training paths.
      • Identification of the budget.
      • Training design and pedagogical engineering:
      • The different learning modes.
      • Trainees’ availability and operational needs.
      • Constitution of the pedagogical team.
      • Approval of the training plan and internal communication.
      • Organization of the training actions.
      • Follow-up actions and tools.
      • Exercises:
      • Prioritize training actions from competence mapping.
      • Construction of a training plan from the needs identification mapping, the competence mapping and the operational constraints.
      • Organize a consultation to define the budget and select the training providers (internal or external).
  • TRAINING ASSESSMENT

      • Trainees’ assessment before, during and after the course completion.
      • Feedback from the trainer and the pedagogical team.
      • Feedback from the trainees and their management regarding the organization, the quality and content.
      • Ensuring that the knowledge/know-how acquired is enforced by the employees in their daily activities:
      • Managers’ involvement.
      • “Cold feedback”: after 6 months.
      • Results analysis and continuous quality-enhancement cycle.
      • Exercise: build a satisfaction questionnaire for the trainees to obtain useful information for further actions.

Learning Objectives

  • Upon completion of the course, the participants will be able to:
  • understand the training engineering phases and objectives,
  • build the tools needed for each phase,
  • have a systemic approach in training engineering applied to E&P,
  • be proactive during the process, in order to better support the technical departments.

Ways & Means

  • Customized training to the E&P jobs, based on group works, practical exercises and real examples.