Learning and Development for Energy and Utilities
Training planned from need rather than from the calendar.
What this looks like in energy and utilities
The parts of learning and development that are specific to this sector, rather than general.
Control Room Competence
A small number of people who cannot be replaced at short notice.
What this coversHide
Control Room Competence
A small number of people who cannot be replaced at short notice.
What this coversHideControl room roles carry authorisations that take a long time to build. Losing one without a trained successor is an operational exposure rather than a vacancy.
- Authorisation levels
- Simulator or scenario training
- Shift handover competence
- Emergency response roles
- Named successors per position
- Re-authorisation cycle
- Single-point-of-failure register
Energy HR Dashboard
Manning, certification and safety across sites.
What this coversHide
Energy HR Dashboard
Manning, certification and safety across sites.
What this coversHide- Headcount by site and discipline
- Own vs contractor
- Staffing against schedule
- Certification expiry
- Attendance
- Shift coverage
- Safety incidents
- Attrition by site
- Open positions
- Overtime cost
- Employee cost by project
The general method — what learning and development covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the learning and development process page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.