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A large oil company hired new operators from
Process Technology schools but found their knowledge levels
were
inconsistent and often lacking. This resulted in the
expensive and time-consuming process of requiring new operators to review an entire library of
core competency courses. They needed a way to quickly assess
the knowledge level of the new operators and then remediate
them only on areas where they were deficient. |
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Using
KnowledgeWeb's profiling
capabilities, RDC worked with Subject Matter
Experts (SMEs) to determine the knowledge requirements
related to technology fundamentals, equipment and
instruments. From these knowledge
requirements, over 350 Core Competency learning modules were
assembled into a learning center. As each new operator was
assigned a job, his current level of knowledge
was assessed through a single evaluation against the knowledge requirements
of this job. Using these results,
the operator was assigned a personalized learning path to
remediate him through any deficiencies, assuring his
proficiency while eliminating unnecessary training. |
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The client addressed their training resource
limitations and skilled workforce attrition issues while
speeding new employee learning curves by over 6 months.
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