Tens of millions of dollars are spent every year on technical training of professionals in the gas andoil industry. This, coupled with the “big crew change” and globalization makes the traininginvestment a very critical and timely issue for the gas processing business. How are we going toraise enough competent people to sustain our technical needs in the near future? This paper willaddress the changes required to adapt to these 21 st century training pressures.Traditional training selection and methodology is quickly becoming recognized as prettymuch a waste of time and money! Hence the title of this paper. We will ask and provideconsiderations for the following questions:? Why bother with training?? Does training improve our organizational competence?? Is training the answer to sustainable growth?? Who should be trained?? What internal changes are needed to achieve greater value for training?? What is excellence in training?? How do we know competency is being improved?The conclusion will address the risks of training and suggest mitigation strategies that gasprocessing companies may use to make their training investments more cost effective. Valuing andtracking the delivery of competent professionals back into the company will be explained andsuggestions provided for adapting the training policies of gas processing companies towardsachieving better training results. Attention will be given to the rapidly changing personnelpressures foreseen in the next decade and specific adaptive techniques provided.
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