The acceleration of digitisation during the pandemic has highlighted the opportunities digital training offers. Keith Tilley, CEO, Intoware, explains how digitisation addresses the ‘skills gap’ challenge Digital technologies are becoming critically

the pandemic. This means the industry is increasingly looking to digital technology to enhance efficiency and deliver greater value. Technology, however is only part of the answer here – companies must also retrain their workforce and change their culture to create organisations that integrate digital technology across the enterprise. A recent survey by Ernst & Young found a


major digital skills gap among the oil and gas workforce, and the pandemic is increasing the urgency to close it. ‘About 92% of oil and gas executives surveyed believe their companies need to change the way they operate coming out of the downturn, but less than half said they have a robust plan to reskill staff and capture the value of digital transformation.’ Despite digital transformation being vital to

future success, the issue of how to bring employees up to speed has yet to be properly addressed. To make this work, companies need to consider how they use ‘digital tools’ in their daily operations. The fourth industrial revolution (Industry 4.0)

includes cloud computing, the internet of things, big data, the cloud, AI and augmented reality. It’s where IoT systems collect process data in a transparent, comprehensive and interactive way. It provides real-time visibility into physical assets and equipment, quality of processes and plant resources.

he oil and gas sector is facing huge challenges right now, with low oil prices and decreased revenue brought on by

important to the oil and gas industry, as they allow companies to maintain remote operations for a large number of employees, reducing the number required in the field or processing plant to help safeguard employees’ health, reduce production costs and increase flexibility. The growing skills shortage has been

exacerbated by successive lockdowns and furloughs, with older workers from the Baby Boomer generation reaching retirement age and taking decades of experience with them. By adopting connected worker strategies

featuring digital workflow instructions and augmented reality you can help protect the knowledge and expertise of retiring staff before it’s too late by training future talent and up-skilling workers. Prior to the pandemic, Intoware developed

its connected worker platform WorkfloPlus using mobile and augmented reality (AR) wearable technology from Realwear. This platform converts out-of-date paper-based and manual processes into easy to follow, step-by-step digital work instructions. It gives frontline workers access to the data resources, information and support they need to complete critical procedures. It also provides the data analytics needed to help streamline asset maintenance for staff. So how does digitalisation help bridge the

skills gap? It’s important that when digitalisation programmes are adopted, skills

Oil and gas companies need the skills to harness the use of technology to maximise its potential – which means using ‘digital tools’ to both upskill and retain the next generation as part of their daily operations

and training are not overlooked. Companies are increasingly moving towards more engaging interactive, video-based learning. Millennials and Generation Z are tech savvy and they don’t want to learn with physical manuals or clipboards. In industrial settings, wearable, head-

mounted tablets with extendable boom-arm displays integrated with digital workflow software are attached to safety helmets enabling hands-free, voice-controlled access for trainees who are learning on the job. They provide an AR environment in which

workers can easily use voice commands to watch short training videos, access manuals, view mechanical drawings, look up spare parts and access other materials critical for experiential training. Wearable computers can use lenses that make it appear as though the worker is looking at a 7-inch screen. A front-facing camera can be used to make

video calls and show a remote expert any problems that a trainee experiences – without requiring the use of his or her hands. These devices can also streamline the

creation of videos for microlearning. Experienced workers can quickly make bite- sized, easily consumable training videos as they work and upload them for instant access via voice search or a QR code on a piece of equipment. Through this process, knowledge transfer can be achieved far more rapidly. Connected worker platforms are also more

appealing to younger front-line workers, who are comfortable with using mobile technology for daily tasks. This is welcome news, given that the industry

is at a critical period in which the adoption of digital technology is accelerating, the volume of data is growing and the competition for new talent will, therefore, inevitably increase.



Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64