How can operator development address the skills gap and succession planning in plant operations?

1 The skills gap and succession challenge

One of the main challenges facing plant operations is the skills gap and succession planning. The skills gap refers to the mismatch between the skills required by the industry and the skills available in the workforce. The succession planning refers to the process of identifying and developing future leaders and key personnel to replace those who retire, leave, or move to other roles. Both challenges are exacerbated by factors such as the aging workforce, the rapid technological changes, the complex regulatory environment, and the competitive market.

2 The role of operator development

Operator development is a proactive and continuous approach to address the skills gap and succession planning in plant operations. It aims to improve the operators' technical, operational, and behavioral skills, as well as their understanding of the plant systems, processes, and standards. Operator development also helps to create a culture of learning, feedback, and collaboration among operators, supervisors, and managers. By investing in operator development, organizations can ensure that their operators are competent, confident, and motivated to perform their tasks effectively and efficiently.

3 The benefits of operator development

Operator development can bring multiple benefits to both operators and organizations in plant operations. For operators, it can increase their job satisfaction, engagement, and retention, as well as their career opportunities and advancement. It can also enhance their safety awareness, problem-solving, and decision-making skills, which are critical for preventing and responding to emergencies and incidents. For organizations, it can improve their productivity, quality, and profitability, as well as their compliance with regulations and standards. It can also reduce their operational risks, costs, and downtime, as well as their turnover and recruitment challenges.

4 The best practices of operator development

In order to effectively implement operator development, organizations must follow certain best practices. This includes conducting a skills gap analysis to identify the current and future needs of operators, developing a competency framework to define their expected skills, knowledge, and behaviors, designing a training program that covers technical, operational, and behavioral aspects of tasks, using a blended learning approach that incorporates classroom instruction, online learning, on-the-job training, simulation, and coaching. Additionally, organizations should evaluate the impact of the training program on the operators' performance and learning outcomes as well as provide ongoing feedback and support to reinforce their learning and motivation. Lastly, a succession plan should be created to identify potential successors for key positions and prepare them for their future roles.

5 The challenges of operator development

Despite the advantages of operator development, there are several challenges organizations must address. Senior management and supervisors need to be on board to support the initiative, and sufficient time, resources, and budget must be allocated for it. Additionally, operators' workloads and learning needs must be balanced with operational demands and learning opportunities. Qualified trainers, coaches, and mentors are needed to deliver the program effectively and efficiently. Finally, the operator development program should be adapted to changing needs, technologies, and regulations.