There are plenty of jobs and career opportunities available in the petroleum industry. However, just wanting a career is not enough to get hired. A candidate has to have the right training, safety preparation and industry knowledge. That narrows the recruitment field considerably and increases the demand.
There are numerous examples in various industries where talent walked out the door and with them knowledge was lost with it effects sometimes only showing up later when needed and critical.
The world is constantly changing. New technologies, innovations, practices, government policies and industry regulated requirements are constantly being introduced. This in turn is requiring organizations and their workforce to be continuously learning, acquiring new knowledge and skills in order to stay current, optimize performance and remain competitive.
Most organization’s often find a less than favorable trend between ambition and performance. There is a balancing act between strategy formulation and execution. Often times it is front line employees that deal directly with the consumer or with production, while senior management look for ways to ensure organizational effectiveness. Effective communication, a well-defined model and development of the organization’s objectives will help keep the best people, improve their performance and get results for the organization.
Topics: Competency Development
The aging and retirement of the baby boomers is significant. Most of the personnel in the industry are from that generation and are in their late fifties, so retirement for many is looming in the near future. There is an age gap in the oil industry work force with the 35 to 50 year old age group significantly under-represented. This is because of downsizing during the 80's and 90's, which resulted in more than half the oil industry jobs being eliminated.
With access to a computer, connection to the internet and basic knowledge of computers, workers can now access training material anytime from anywhere around the globe. As many have found out, this form of training isn’t just convenient; it is a big cost saver. Since workers don’t have to travel the world to catch up with training, organizations can redirect the transportation budget to other areas. ELearning is also flexible and a real possibility to small and large organizations alike.
Exploring the effectiveness of media on learning, psychologist Richard Mayer brings an interesting and well-examined viewpoint.
If there is one thing we understand well here at SMT Learning, it's the importance of understanding the knowledge of an organization. Without a human database of knowledge, an organization will crumble.
Here are 7 things you should know about your organizations' knowledge...
- Knowledge without discipline is meaningless.
- An organizations’ intangible resources such as intellectual knowledge and know-how are key to its success
- Knowledge Capture is as much about the skillsets required to perform knowledge capture as it is about following the process
- Transforming knowledge into various mediums for dissemination to an organizations’ workforce, partners, distribution channels, and supply chain is critical to enabling on-demand access to valuable information in the format it is required.
- Organizations cannot manage knowledge that hasn’t been captured
- Cultivating cultures of learning, and implementing continuous knowledge capture practices, contributes significantly to an organizations’ ability to capture and retain vital organizational knowledge.
- Knowledge that is current today can be obsolete tomorrow!
Related articles: What is Knowledge Capture? and Knowledge Capture: A Tangible Asset for Organizational Survival
Our proven systems have improved workforces across the globe. Find out our secrets in this on-demand video, 6 Stages of Knowledge Capture. Sign up below.
Topics: Knowledge Capture
Process management of any scale, requires a certain level of consistent competency in order to maintain standard performance and productivity levels. Variances in competencies can have a dynamic effect on the performance ratio and productivity levels eventually causing a ripple effect in the overall process. Elimination of these variances by using tailored, structured and specifically designed courseware to maintain competencies has multiple benefits beyond a simple rate of return.
Topics: Custom Courseware