kbc webinar - what happens when your workforce retires?

KBC ADVANCED TECHNOLOGIESProprietary Information

SUPERIOR RESULTS. SUSTAINED.

What Happens When Your Workforce Retires? Webinar2016

6 October 2016


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Your Host Speakers Today


Simon AngellSenior Vice President

Regional Sales

6 October 2016

Ching Chye HouSenior Consultant

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Agenda

• Competitive landscape, demographic trends and implications• How are leading companies responding?• Case studies• How KBC assists clients to maintain competitive advantage

KBC ADVANCED TECHNOLOGIESProprietary Information 6 October 2016

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Competitive Pressure from Mega Sites Especially Intense in APAC Region

6 October 2016KBC ADVANCED TECHNOLOGIESProprietary Information

• Secure base plant operation Safe and reliable plant

operation Effective handling of

abnormal situations

• Continuous process improvement and optimisation On-shift Off-shift

Performance Imperatives

Economy of Scale Upgrading Capacity Processing Flexibility

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Plant Demographic Trends Indicate Increased Operational Risk Exposure If Not Handled Well


• Are you effectively transferring operational knowledge from the experienced operators?

• How robust is your new hire competency development and assurance process?

• Are your supervisors competent to lead and develop a less experienced workforce?

• With the increased reliance on Advanced Process Control (APC), will your crew be able to handle abnormal situations effectively?

• Is technical expertise in place to support plant optimisation efforts?

Is your plant at risk?

Age

IN 5 YEARS

Age

TODAY

Wave of retirees dilutes operational

experience and knowledge

Increased need for supervisory skills

to lead and develop workforce

Large wave of new operators to be

trained

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How are Leading Companies Responding?


Workforce Capability Challenge

Ahead of your competition

Workforce Development

Profit

Revamp training programme to

accelerate operator development

Capture and transfer Operational knowledge

and experience

Develop Technical skills to drive process

optimisation

Develop supervisory skills to promote shift

team effectiveness

6 October 2016

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Revamp Training – Accelerated Operator DevelopmentCore programme design principles


• Blended, interactive approach to training• Staged, guided learning paths• Structured coaching/mentoring programme

Trainee Driven Active Learning & Development

• Experiential knowledge transfer must include “why,” not just “what” and “how”

• Experience must be built on a developed predisposition to think; not react

• Structured developmental projects designed to promote experience transfer

Structured Approach to Experiential Knowledge Transfer

• Well defined career maps• Progression paths designed to promote competency

development• Focused developmental assignments

Career Progression Paths

Example Field Operator Training Pathway

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Effective Knowledge Capture


Develop situationals to capture and discuss tacit knowledge

• Based on “what-if” scenarios that could occur on the equipment and process

• Designed to facilitate applied problem solving and thereby reinforce the application of underlying competencies

• Focused on operational upset conditions or desired operational changes, leading the trainee through the process of how those conditions/changes should be addressed

Example Situational – Kerosene ASTM Colour Off

Identify the Problem

Determine Potential Causes

Narrow Down

Probable Causes

Draw Preliminary Conclusion

Prove Conclusion

Take Corrective

ActionIdentify Root

CausesDocument Learning

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Transfer of TrainingFull application of new skills and knowledge to the workplace


Training Design

Trainee Characteristics

Training Input

Work Environment

Source – Adapted from Baldwin, T.T. & Ford, J.K. (1998), Personnel Psychology, 41(1), p.65

• Ability• Personality• Motivation

• Principles of Learning• Sequencing• Training Content

• Supervisory and Peer Support

• Opportunity to Use

Realised Benefits

Business Performance

Training Output

Learning & Retention

Behavioural Change

On Job Application

Motivational Levers

Supervisory Levers

• Coach trainee on training purpose and objectives

• Address “What’s in it for me?” Demonstrate high job and career utility

• Provide clear performance specifications and consequences

• Provide recognition and feedback

• Build transfer partnership –managers, trainers, trainees

• Take active interest in trainee development

• Provide opportunity to perform• Promote peer sharing• Monitor skill application levels• Coach weak performers

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Develop Technical Skills and ExcellenceHow to develop internal capability to support and sustain plant optimisation efforts?


Classroom Training• Technical training• Plant Economics• Software training

On the Job Training

• Technical competency framework • Technical career ladder• Work process optimisation• Service Level Agreements

• Opportunity identification roundtables

• Models development and maintenance

• Opportunity development and implementation

• Stakeholders management

Ongoing Coaching

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Supervisory Skills to Promote Learning Organisation


Supervising for Operational Excellence

• Process operators are the single most valuable asset to any production facility, and frontline supervisors are the key to realising that value.

• Supervising for Operational Effectiveness helps supervisors develop the knowledge, skills, and attitudes to succeed.

Course Content1. The process industry2. The process plant supervisor position3. The various aspects of human behaviour4. How to better communicate with employees5. How to effectively solve problems

and make decisions6. How to lead employees in a work

environment7. How to train and develop employees8. How to manage the production plan9. How to manage employee performance

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Supervisory and Management Skills DevelopmentRefining sector case study

Client SituationOperational Excellence performance far below company targets for several years and safety performance being impacted. These resulted in significant opportunity loss. Internal and external analysis found a gap in the present capabilities of existing leaders and supervisors as a main contributor.

Procedures Performed

Outcomes

• Comprehensive Operational Excellence Curriculum with 3 distinct levels for leaders/managers across the organization

• Application of learning (initiative frameworks) linked to direct business results with a focus on Operational Excellence (value realization)

Results • Achievement of direct business results as part of individual improvement initiatives totalling >$6M USD per year as part of pilot program

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Opportunity Identification and Technical Skills DevelopmentRefining Sector Case Study


Client SituationA North Asian client was interested in improving their profitability without capital investment. KBC and the client agreed to form a partnership to focus on finding non-investment opportunities to reduce crude oil cost, maximise middle distillate, and save energy. Client’s technical ability to support such initiatives were also developed.

Procedures Performed

• Created process unit simulation models including a “mini” flowsheet around the heavy oil portion of the refinery using Petro-SIM™ to evaluate the technical and economic viability of opportunities. Technical training on the use of the simulation tools.

• Provided documentation outlining the technical background and economic impact of implementing the top priority opportunities

• Assisted the refinery with opportunity testing and implementation

• On-going technical support and coaching

Outcomes

• Areas of opportunity identified include improving FCC yields; improving yields and efficiency of residue upgrading unit; Increasing the Vacuum unit VGO production; improving the Vacuum unit feed preheat.

Results• Improved the refinery profit awareness culture and helped train the refinery engineers on the fundamentals behind opportunity

identification, evaluation, and implementation

• Tested and proven implemented benefits for each of the Year 1 and Year 2 programmes were ~10 times the programme cost

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Summary


Workforce Capability Challenge

Ahead of your competition

Workforce Development

Profit

Revamp training programme to

accelerate operator development

Capture and transfer Operational knowledge

and experience

Develop Technical skills to drive process

optimisation

Develop supervisory skills to promote shift

team effectiveness

6 October 2016

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What KBC Offers To Help You Get Ahead Of Your Competitors?

• Independence – a fresh external view and objectivity

• Methodology – to identify, implement and sustain performance enhancing ideas across all key disciplines

• Unique Toolsets – for site-wide analysis of opportunities

• Unrivalled Breadth and Depth of Experience – we have worked with most major refineries in APAC

• Change Management Experience – to facilitate, implement and sustain the changes which increase commercial awareness, deliver best practices and improve operating profits

• Proven Track Record – with clear focus to improve profitability – KBC has been doing this since 1979 through many market cycles

KBC ADVANCED TECHNOLOGIES Proprietary Information 6 October 2016

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Where To Turn For Help?

Access our Global Expertise [email protected]


mailto:[email protected]

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Thank you for joining us!

• We welcome suggestions for future topics – please email [email protected]

• Webinar video recording will be sent out shortly

• Please be sure to fill in our short survey after the webinar

• Thank you for joining us and watch out for the next webinar from KBC!


mailto:[email protected]

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Thank you for joining us !


kbc webinar - what happens when your workforce retires?

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