Global uncertainty and heavy competition require E&P companies to remain effective in investments and prudent in people development. These challenges compel us to have a learning system that links to business objectives and enables effective knowledge transfers. This paper outlines a structured learning framework which is a competency-based system that links learning objectives to desired business results and establishes a mechanism for identifying, developing, measuring and tracking individual competencies and capabilities.
The Technology Mastery Program is part of an integrated program, which covered data, processes, tool and people as the heart of the program. It is to maximize the return on investment in technology, reduce interpretation cycle time, enhance the workflow application, improve quality of the result and decision-making.
The structure uses a credit-based system to monitor and measure technical competencies through accreditation of technical skills. The learning curriculum is built to facilitate cross training by offering broad-based competencies in multiple disciplines. The learning sequence complements the methodology by providing web-based training before, and after the course, immediate application in the current work, mentoring, and assessment. The process addresses common problems that occur with many training programs including timeliness, relevancy, transfer of skills to the job, and learner accountability for results.
People can accelerate their acquisition of technical knowledge and increase professional development in this self-driven framework. Furthermore, the program is aligned to meet the requirements that lead to the specialist technical ladder which was recently introduced in the company.
The program was conducted in stages commencing mid-August 1999 and has proven to be very successful. It is currently in its third stage and as each stage progressed, new disciplines were added and program upgrades made based on lessons learnt. As of June 2003, one hundred and eighty five staffs from Geology, Geophysics, Formation Evaluation, Reservoir Engineering, Production Technology and Petroleum Economics have enrolled into this program. They are working either in exploration, development or production based projects and have benefited from this program, which resulted in reserves addition, and profitability of the company.
Most of the larger companies today provide their employees with technical and non-technical training courses in order to become highly competent in their areas to carry out an ever-increasing variety of new functions and responsibilities. The technical skills require them to apply the new technologies and equip them with tools to improve and add value to exploration, development and production activities. The non-technical skills among others require them to be adaptable to other cultures when participating in international projects. What appear to be missing are the overall coordination and monitoring of a training program as well as the mechanisms to measure the knowledge gained and match it with the results on the job and align it with human resource initiatives within the organization. To overcome these concerns, a sound learning system that links to business objectives and enabling of effective knowledge transfer is required.
People require more than technology and knowledge to produce optimum results. An accurate and validated data adds value to a company in the form of the quality and accessibility of the data. The procedures that ensure the value of data increase incrementally every time it is interpreted or analyzed. The policies are then needed to make sure that the information is secure and properly maintained.
Proper process to execute the tasks within phases of project life is also crucial to the success of a project. This workflow is desirable to ensure complete assessment is done in identifying its uncertainties, quantifying the risk, and steps necessary to manage the risk and valuation of the asset. The integrated approach in management of data, development of technology and knowledge, and adherence to processes is crucial to optimize people's productivity in an effective and efficient manner (Fig. 1).