Solving Your Operations & Engineering Talent Challenge With Performance Improvement Solutions

What is keeping you up at night?

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It’s not stinky boots, it’s…

Who’s going to fill those boots?

Does your CEO care as much as you do?

“The real question is whether there will be the engineering skills and technical skills ready to take over from the baby boomers as they retire.”James L. Gallogly, CEO - LyondellBasellPwC interview – 10/1/13

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What does your Board of Directors think?

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Talent ManagementBoards Give Their Companies an "F”

What is top of mind for corporate boards?

Corporate directors identified talent management as their single greatest strategic challenge.

Source:http://blogs.hbr.org/2013/05/talent-management-boards-give/by Boris Groysberg and Deborah Bell | 12:00 PM May 28, 2013

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Energy Demand vs. Your Talent RequirementsWho can fill the shoes? How? With what?

Sources: ExxonMobil, The Outlook For Energy: A View to 2040, 2013

Center for Energy Workforce Development (CEWD), 2009

Global energy demand up 35% by 2040

Technology: No barrier

Investment: No barrier

Trained resources: Big barrier

Growing demand for skilled operators and process engineers

Highly competitive environment 30% turnover

“Boomers” retiring

ImperativesImprove employee sourcing

Speed up onboarding

Increase up-skilling effectiveness

GLOBAL ENERGY DEMAND

QUALIFIED ENERGY OPS & ENGINEER

TALENT

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By the Numbers

A Schlumberger Consulting survey found that 22,000 experienced engineers will retire from the industry by 2015.

Further, one oil and gas company executive in the Middle East says the “oil and gas sector will lose 40% of its skilled engineers in the next five years because workers are leaving faster than they are coming in.”

Sources:

Brady, Jeff, “As Workers Age, Oil Industry Braces for Skills Gap,” NPRwww.npr.org/2012/04/20/150871935/as-workers-age-oil-industry-braces-for-skills-gap, Accessed 10/19/12.

Bridging the Gap,” Oil & Gas Next Generation, 2012, www.ngoilgasmena.com, Accessed 10/18/12.

So… what’s the importantquestion?

How do you make them experts?

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Has your current method worked?

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Talent Management Not Addressed in Traditional DCS Vendor Approach

Focus on engineering lifecycle

Enter lifecycle early

Gain mindshare/account control

Image courtesy of Statoil

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Introducing Entry2Expert SolutionsE2E Means Human Performance Improvement

The primary challenge facing and restricting growth in the energyindustry is the shortage of a skilled workforce. Both upstream anddownstream, the industry is facing a critical shortage of experiencedoperators and engineers as baby boomers retire and fewer new skilledworkers replace them.

A comprehensive, structured training process, catered to everyindividual employee, that will accelerate their “time to autonomy” is anabsolute necessity. Such a solution should have the ability to evaluatean employee’s current skills, identify skills gaps and guide theemployee and organization on a path to success.

Entry2Expert Solutions from simulation and training leader, GSESystems, develops the skills of energy workers from every experiencelevel (i.e., recent engineering graduates, operators who have neverworked in a plant and seasoned operators with decades of experience).Simulation and computer-based training is central to E2E as it quicklyand effectively educates new and experienced operators and engineers.

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Create a digital learning environment

SIMULATION

& TRAINING

TECHNOLOGIES

What You Can Do E2E Life Cycle Simulation & Training Technologies

Improve design accuracy

Reduce “Time to Autonomy”

Reduce attrition

Reduce time to assess design cases

Determine control variables with greater effectiveness

Reduce turn-around times

Develop control strategies in virtual plant setting

Increase production performance

Operate process safely with greater confidence

Improve process understanding

Improve operator effectiveness

Increase knowledge transfer

Improve ability to handle process upsets

Enjoy faster production start-ups

Improved testing of modifications to controls/ process

Reduce operational risks

Reduce environmental incidents

Experience less equipment damage

Increase plant availability

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Plus…Pre-Employment AssessmentsSmart Operator Assistants

You Can Bridge the Talent Development GapExperience, Process, Technology

Process Fundamentals

Self Paced Tutorial

Applied Learning through Generic

Simulation

Instructor Led

Real World Knowledge

Transfer

Mentoring

Unit Specific Experiential Learning

Custom Operator Training Simulators

Process Control

Self Paced Tutorial

Now, ask yourself…

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6 Important Questions

On the journey to develop employees into autonomous decision-makers (i.e., make them Experts) how much is 1 less day of training worth to you?

What does it cost to bring in an “outsider” SME versus advancing someone from your own “bench?”

How much is a 1% improvement in operator effectiveness worth to you?

How much would you save if you could eliminate 1 day of commissioning and startup?

How much would you save if you could eliminate just 1 unplanned shutdown per year?

How much is 1 less reportable incident worth to you?

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Representative GSE Process Industry Customers

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For further information please contact:

Ms. Iram ShaikhBusiness Development Engineer

GSE Systems, Inc.

Iram.Shaikh@GSES.com+1 (410) 970-7800