Chemical Engineering July 2017 - 61

Review key performance
indicators for the site/
organization
Review any existing
valuable job position
performance analysis
data
Develop and implement
initial and continuing
training programs
Assign an initial
" effectiveness rating "
to all trainees based
upon previous training &
experience
Integrate simulation and
training platform with
learning management
system (as desired)
Assign minimum
competency rating for
existing O&M personnel
based upon job position
Conduct simulation and
training needs analysis
via job task analysis and
job hazard analysis
Deploy personnel
effectiveness simulation
training platform
Categorize, assign
weighting criteria and
values to all training
items in competency
grid
Identify past problems;
develop simulation
training plan based upon
personnel effectiveness
KPI
Develop training
program requirements
and combined OTS-VR
simulation training
platform
Develop competency
grid based upon items
identified as training
items related to KPIs
FIGURE 2. This graphical depiction of a personnel effectiveness competency model shows the steps
involved
that serves as the foundation for
any training program. It is what tells
the management team what training
their people need, given the facility's
current KPIs. It can be accomplished
by a dedicated workgroup experienced
in instructional systems design
at industrial facilities. The steps
involved in the work include the following
(Figure 2):
1. Review key performance indicators
for the site or organization
2. Review existing, valuable, job-position
performance analysis data
3. Conduct a simulation and training
needs analysis
a. Job task analysis - Conduct a
performance review of control
room, field operator and maintenance
job positions to determine
the difficulty, importance
and frequency of normal and
abnormal operations expected
b. Identify items that directly relate
to KPIs, such as those that
directly affect production, personnel
safety and environmental
compliance
c. Job hazard analysis (JHA) -
O&M tasks
with
high consequence
JHAs should be considered
for simulation training as
well as those that affect KPIs
d. Past problems - Identify any
past problems or incidents that
should be included in training
e. Develop a simulation training
plan based upon personnel effectiveness
KPIs
4. Develop training program requirements
and combined OTS-VR
simulation training platform.
5. Develop a competency grid based
upon items identified as training
items related to KPIs
6. Categorize and assign weighting
FIGURE 3. Virtual and augmented reality can be combined in immersive operations training
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criteria and values to all training
items in the competency grid
7. Assign minimum competency ratings
for existing O&M personnel
based upon job position
8. Assign an initial " effectiveness rating "
to all trainees based upon
previous training and experience
9. Develop and implement initial and
continuing training programs
10. Integrate simulation and training
platform with a learning management
system (as desired)
11. Deploy personnel effectiveness
simulation and training platform
Personnel effectiveness rating
Table 1 represents a simplified example
of a completed competency
grid for personnel consisting of 48
discrete training items. Let's consider
that it takes 200 hours to complete
all training items in the grid and
that there are 100 total persons at
the site. Assuming an average hourly
rate (O&M, supervision) of $50 per
hour, it costs $1,000,000 to implement
all of the items in the grid per
100 persons. If personnel effectiveness
is considered as a KPI for an
organization, then we should also
consider this training seat time to be
an asset expenditure on personnel
competency and growth.
Using integrated simulation and
training applications raises the return
on competency investment by enabling
78% retention, as compared
to an average of 11.6% for all other
methods. In the example below,
shown for a combined O&M worker,
we can also directly correlate her or
his 84.5% personnel effectiveness
rating to training and retention cost.
This also allows organizations to tie
effectiveness ratings to pay scale,
bonus or promotion as a measurable
element for the worker.
If the training was given in traditional
non-simulation ways, such as
required reading, lecture and so on,
that have a cumulative retention rating
of 11.6%, the return on investment in
training is only $116,000. Using simulation
for the same activities improves
the training experience for all users
and raises the ROI in training time
to $780,000. This example equates
to $664,000 of wasted training time
investment, or approximately 13,280
hours of wasted time spent in largely
ineffective and often unenjoyable
training by employees just to complete
their required qualifications.
The importance of flexibility
Of course all of this takes time and
money, and we recognize there is a
finite amount of this every year. That's
why getting the most value for time
and money spent is so important.
One of the benefits of employing a
virtual reality or " immersive training "
environment (Figure 3) is that it can be
expanded and updated year after year
even if the control system is changed.

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Chemical Engineering July 2017

Table of Contents for the Digital Edition of Chemical Engineering July 2017