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E-040 - Training Engineering in E&P

E-040 - Training Engineering in E&P

5 days
This course is not scheduled.
Who should attend?


    • 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.


  • Foundation
  • This course provides a comprehensive understanding of training engineering applied to E&P, along with methodology and tools.
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.
Course Content


1 day

  • 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.


1 day

  • 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.


0.75 day

  • 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.


1.5 days

  • 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).


0.75 day

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