GLOBAL SKILLS THINKING
RECRUITMENT Huw Morris Jones of Humber based Quality Personnel makes it plain: “There is a difference between jobs and careers and this will be significant in the offshore wind industry.”
SKILLS CAPACITY BUILDING We are working in Kurdistan – location of a major oil and gas field with aspirations in renewable energy alternatives – to create a training facility that will be available to people of all ages to experience the careers of the future.
Inside, breakthrough simulation and simulator technology will be deployed to model future supply chains and use simulators for individuals and teams to experience equipment – the tools of their future careers.
At Vestfold University College in Norway, I spoke with Lars Iversen who commented: “Simulator technologies have been used to train individuals. We need to develop routines that build team capacities. How else can we respond to emergencies and manage operations run by a multi- cultural workforce with some on site and others far away.”
Archomai work with companies like Axon of Norway to develop and deliver the simulation and simulator equipment required. For Statoil, Axon offer drilling simulation and we are extending this to a suite of heavy lifting simulators vital to offshore wind operations. In parallel, we are working on an overview of university courses that will help to move the industry forward.
If we offer jobs we will ignore the fact that someone who has the Offshore Passport and experience on wind farms will look to develop their earning potential in the more lucrative offshore oil and gas industry.
Right now, we face a UK shortage of skills relevant to offshore wind; soon we will face the retention challenge as global options open up. Maybe this means that we have to look at this from a ‘total energy’ perspective.
CONTINUOUS LEARNING Health, safety and productivity issues are driving the need for more than induction training. Supply chains track and trace products and now we need to do the same with individual careers.
For example, an in-depth assessment of aptitudes and preferences at high schools can help to open up more career choices and as qualifications and work experience is added training needs can be assessed and anticipated.
New courses are opening up all the time and people need to be kept informed. Companies and organisations will need to promote continuous learning to keep their skills gene pool at an optimum level and individuals can keep themselves job fresh through distance learning.
RESEARCH Wind turbines have doubled in size and could double again to 15 MW; less expensive materials are being tested along with manufacturing processes and maintenance can be improved.
The digital revolution offers unprecedented access to real time information and this can generate fresh perspectives on the human and working environment interface.
As Professor Komandur , head of Cognitive Research at Aalesund University in Norway makes plain: “we need to use data on where humans meet machines to address issues of design, layout and performance.”
UK PLC We have highlighted work in frontier markets but this is not just about developing economies. Wind power is a fresh frontier for UK PLC and old wine in new bottles is not the answer; we have to innovate on training and research on technologies across the supply chain.
This could give UK PLC the competitive edge to set the international standards that will build a viable industry across the globe.
Rob Bell Archomai
www.archomai.co.uk Blog: www.
transformationallogistics.com
www.windenergynetwork.co.uk
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