Many oil and gas operators now see Digital Oilfield as a mature technology and yet there is still a broad spectrum of knowledge across the industry about what it is and how to derive a good return on investment. Much has been said about developing the "People??, "Process?? and "Technology?? sectors in parallel but even the most enthusiastic Digital Oilfield adopters would admit that it is the "People?? sector that gives them the greatest challenge. The big problem is how you engage the entire workforce, from senior managers to field technicians, in a technology with which only a few are really "hands on??. Many companies have chosen to ignore this problem and yet the entire workforce must be engaged, as the senior managers will be the financial decision makers and the field technicians will be the enablers of real-time data.
This paper describes a novel approach to training and the achievement of real Digital Oilfield competency. It reviews typical delegate responses to more traditional classroom learning versus innovative styles based on learning through enjoyment, including participation in business games and role playing.
The authors have experience of different training styles but have found that creating a less formal atmosphere with a high level of personal engagement and active participation delivers the best results. They are now proposing an "a la carte?? approach to training, through a range of course modules that may be tailored to the requirements of the delegates. So, in effect, the delegates choose up front what they want to learn. The course must deliver a foundational knowledge of Digital Oilfield but may have a technical, commercial or even a cultural focus to satisfy the requirements of the delegates, who must be matched carefully to ensure that they have the same training expectations.
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