American Oil and Gas Reporter - May 2024 - 56

SpecialReport: Compression Uptime
Learning Management Systems
A bedrock of a sophisticated learning
management system (LMS) is making
the powerful tool incentivize and facilitate
what can become baked-in daily training
for workers' mindsets. A properly designed
and executed LMS system is one that executives,
managers and employees see
as a beneficial and rewarding part of their
workdays. It also can be the ground floor
for a company streamlining the process
of accessing, completing and tracking
more specific personal development plans.
One of the most compelling features
of a modern LMS is its ability to gamify
learning experiences. Whether a company
incorporates badges or other rewards for
reaching training milestones, it can create
healthy competition and motivation for
employees, while promoting safety and
higher performance that ultimately benefits
customers.
Gamification and microlessons help
reinforce companies' initial training programs,
which can be extensive. For example,
at Archrock, all new field service
technicians participate in a two-week
program on field operations shortly after
joining the company.
One of many customer-satisfactiondirected
programs underway at companies
throughout the industry, the two-week
program lays a foundation for deeply understanding
compression equipment, safe
and sound field operations, and the company's
values and culture.
Any effective training regime for new
hires, regardless of experience level,
should begin with in-house safety instruction
to demonstrate that safety is indeed
first. Through courses that include
in-person instruction, videos and interactive
e-learning, new employees need to be
taught Occupational Safety and Health
Administration standards, as well as those
of their new workplace, which often are
even more stringent.
The LMS allows employees to access
and review all available safety-related
curricula from the time of initial training
onward. Topics range from CPR to safe
driving. Because almost everyone drives
as part of daily life, it can be easy to assume
employees know how to do it safely.
However, vehicular accidents are the oil
field's leading cause of death. A driving
course helps prevent accidents by reminding
employees to pay attention to
the road, themselves and the environment,
and by addressing driving variables that
may be unique to oil field vehicles and/or
driving scenarios.
In addition to safety courses, training
should provide a comprehensive overview
of company operations, services and key
systems. For example, a company that
provides compression services should
teach a " Compression 101 " class that explains
compressors' upstream and midstream
applications and how the company
operates its compression fleet.
During that first multiday training segment,
employees should receive detailed
instruction on the workings of the LMS
and the computerized systems on which
they will rely while performing day-today
duties, such as tools for accessing
work orders, ordering parts and reviewing
historical data on compressor packages
in need of service. Employees also should
learn about the telematics software and
equipment that enables remote monitoring
and runs engine diagnostics.
Verifying Understanding
The end of the first group of courses
is an ideal time to administer a competency
assessment that will guide technical training
and development paths for each employee
from then on. Paths vary by
position and experience. Some positions
require more than 70 core competencies,
or topics that need to be addressed. The
assessment should be detailed enough to
allow a company to determine how many
of these competencies have been mastered
and what else is needed. Two hours seems
to work well in most scenarios.
In the compression industry, competencies
can cover topics such as cooler
systems, engine theory, gas analysis, and
electronics and schematics. Some competencies
may involve training from
engine and compressor frame manufacturers
that aim to ensure employees know
how to work on specific products. The
standards also explain how to perform
natural frequency tests to calculate flow,
as well as obtain details on preventative
maintenance, fire safety, lockout/tagout
procedures, lubrication systems and other
topics that are relevant to daily operations
and troubleshooting.
Even the best training programs can
To improve retention, training should give technicians several opportunities to practice
essential skills in realistic environments. These skills include everything from performing
job hazard analyses to diagnosing and fixing common problems.
56 THE AMERICAN OIL & GAS REPORTER
improve with time. To identify their next
steps forward, training managers should
periodically conduct gaps analyses, which
involve comparing training's expected
outcomes to the reality in the field, as
well as surveying evolving best practices
in the training space. Any shortfalls should
be rectified through changes to training
or other processes. For example, if the
gaps analysis reveals that new technicians
frequently misdiagnose problems that exhibit
similar symptoms, the company can
update its training materials to clarify
how to distinguish between them. Over
time, such improvements will minimize
training gaps across the organization.
Competency assessments can inform
gaps analyses, but it's often helpful to
gather other information. The Kirkpatrick

American Oil and Gas Reporter - May 2024

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