We understand the knowledge drain in the industry due to workforce turnover and institutional knowledge gaps. That’s why we offer comprehensive workforce enablement and management solutions to map your employees’ competencies and identify training plans to address any deficiencies. Equally important, we help you create policies and procedures, define organizational capabilities, determine roles and responsibilities, identify key management gaps, build training and competency programs, and insulate your entire organization from the consequences of workforce change.
No matter how large an organization is, individual people still power it. People are the measure of the true strength of a company. We’re ready to assess the workforce you have today, determine your needs for tomorrow, and help you implement a sustainable long-term workforce solution. Imagine the possibilities when your organization is powered by a competent, optimized workforce. OS’s cutting-edge mobile application solutions enable companies to move away from traditional procedures on the shelf to work instructions on a tablet in the field.
From developing job role maps and competency assessments to creating training guides, process description manuals, large control diagrams, and computer-based training content, OS can deliver turn-key programs.
Companies who focus on a foundation for Total Workforce Management, can effectively manage their staff, and contractors much more efficiently in today’s dynamic market for human capital.
OS assists clients with organizational enablement by developing Total Workforce Management programs.
OESuite® provides a comprehensive workforce management software platform with all the features you need.
Workforce mobilization is integral to enabling real-time decision support in the field via mobile devices equipped with integrated mobile apps. Critical information such as procedures, training resources, engineering information, and work orders are all key to empowering field workers. Everyone can focus on the most important tasks at hand, armed with the right information. Ensuring the that shifts are properly scheduled and fatigue indexes are identified helps to make sure that shift handover is smooth, and the potential for risk is minimized. The result is competent human resources are brought to bear at the right time to address the workload, leading to improved efficiency and operational discipline.
Total Workforce Management focuses on operationalizing human capital – while optimizing human performance. A competent workforce is one key to improving safety performance and reliability. Moving away from a heavy focus on traditional training to a mobile-enabled workforce where workers can leverage procedures and key engineering information in the field at the point of work helps reduce human error, while enabling more efficient execution of tasks.
To achieve this outcome, some key integrations include:
All of these and more can be achieved through the OESuite® software platform.
Figure 1 – Progression from Initial Training through Sustained Competency
The purpose of creating a competent workforce is, at heart, to reduce human error and the potential for incidents. Achieving competency requires integration with training, personnel change, and procedure management.
Companies who focus on integrated competency coupled with training and personnel change can more effectively manage their workforce, including contractors, contingent or short-service employees, and changing environments. Procedural automation, simulation, and job aids all enable real-time decision support, and together lead to total workforce management.
Companies who make a paradigm shift to this new framework will begin to see improvements in business performance and profit, and reduced equipment failures and/or safety excursions. Operational Sustainability® can help you evaluate where you are on the progression, map out a plan to move you forward, and through OESuite®, we can help you get there.
Disparate applications can be integrated, but the variation in the look, feel, and navigation of different point solutions make the final system harder to understand and manage. An integrated platform with a single pane of glass simplifies training and reduces or eliminates the need for after-the-fact point solution integration.
A Connected Worker is any person who is enabled by a device… but a Connected Workforce is one that, through the power of mobile and/or wearable devices, can send and receive critical information at the point of work via a unified interface. A Connected Workforce maximizes efficiency and profitability, and minimizes operational risk.
A Connected Workforce results in an agile, resilient operation because you’re no longer dependent on experiential knowledge or ability.
Data and information is available on demand, in context, wherever it’s needed. Your workforce can both generate and utilize near real-time data to seamlessly function even when people aren’t working in physical proximity – and leadership gains near real-time insight into overall organizational performance.
Even more important than insight into past, even very recently past, performance is the opportunity to move to predictive and then prescriptive analytics. With your data AND workforce connected at an integrated system level, that kind of foresight is possible.
A Connected Workforce, done well, ultimately yields safe Conduct of Operations and enhanced compliance outcomes. Pursuing a Connected Workforce can help attract, retain, and optimize talent within an organization, in addition to delivering against bottom line goals.
Achieving a Connected Workforce results in workforce continuity and a single unified data model on a single architecture that is intuitive, and easy to configure. Better decisions, made faster, regardless of physical proximity, is the bottom-line ROI of a Connected Workforce effort.
Success starts with competency. Companies need to clearly define job roles by creating job role maps that account for levels of training, supervision, and experience necessary to make decisions in normal, transitional, or abnormal operation situations. Equally important, we help you create policies and procedures, define organizational capabilities, determine roles and responsibilities, identify key management gaps, build training and competency programs, and insulate your entire organization from the consequences of workforce change.
Training can be in the classroom, on the job, or computer based. Best-in-class training procedures include simulation to test personnel under job strain (i.e. how to deal with abnormal situations); and using augmented or virtual reality to give a much deeper, immersive experience. While giving new personnel procedures during the initial orientation training is useful, implementing training with job aids such as large control diagrams (LCDs), process description manuals (PDMs), and training guides (TGs) improves retention.
Once job roles are established, competency assessments can identify gaps in employee skills – where existing employee skills don’t match the skills required by that employee’s job role. The gaps can then be used to create a training plan. Training matrices need to be constructed to identify required training by role including safety critical training.
Procedural automation, simulation, and job aids all enable real-time decision support, and all of these together lead to total workforce management. In addition, Management of Organizational and Personnel Change (MOC) is the binding component to ensure that as information changes, proper information links operate to integrate the moving parts.
Empowering your workforce through a cloud-based platform enabling comprehensive and accurate information with business process integration reduces the impact of churn. As staffing needs are identified, key roles can be filled without exposure to unacceptable risks.