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THE cta TRAINING CONCEPT

The cta approach to training and career development varies considerably from the traditional vocational education method. The cta concept is based on a task orientated method designed to assist trainees in performing specific tasks related to real life situations in the workplace. In other words, cta concentrates more on the objective application of knowledge than subjective lectures.

An important feature of the cta approach is that each course tutor group will include a practical expert on the subject matter. Therefore, in addition to gaining knowledge and new skills the trainees can discuss the problems of implementation with an experienced tutor who has actually done it himself.

All cta courses are based on flexible criteria which permits a high level of re structuring to meet the specific needs of clients and the trainees themselves. A good method of customisation is to develop he basic course content to integrate in the preparation for a specific real project or task. In this way the success of the project can be improved and the project itself becomes part of the training process. The following section gives an example of how training can be integrated into a project.

AN EXAMPLE OF INTEGRATED TRAINING

Let us assume that Company A operates an oil refinery and is planning a major shutdown of an important plant ( an FCC unit for example).

The main participants in the shutdown attend a cta Management of Shutdowns and Refits training program which has been specifically modified to suit the actual project. Simulation and workshop exercises will be based on project information and the results will contribute to the project development stages. If appropriate cta personnel can monitor trainees progress throughout the project and be involved in the project close out stage.

This type of training puts theory into action and improves the sustainability of the training. This can be a very cost effective way of training as the benefits realised on the project usually cover all the training costs.

This type of training can be further developed by incorporating cta personnel into the project team to provide valuable assistance to achieving an improved project outcome and to develop the technology or know how transfer at the work face.

There are many potential areas where new projects or corporate change is being introduced which suit this type of integrated training. For example:

• Shutdown projects

• Plant expansion or modification projects

• The introduction of a new maintenance management system

• In support of new quality systems (such as the ISO 9000 series)

• A safety improvement campaign

• Changing to contractor based maintenance

• Changes in working practices

• Introducing new procedures

cta recognises that training must be designed to suit the particular needs of the client and be structured to meet the learning capability of the trainees. For example, effective adult training must recognise that many trainees are unaccustomed to formal classroom lectures and a different approach is essential to a successful outcome. cta believe that both in house training and external courses have advantages and disadvantages. There are many considerations involved in choosing the right course. For example:

• External courses remote from the work place ensures that trainees are separated from daily problems and can concentrate better

• External courses with participants from other companies can provide trainees with broader industry understanding

• In house courses can be more objective as they are based on real life situations

• In house courses can cover a broad range f issues which would be inappropriate to discuss outside the company

• Some courses benefit from larger groups that can sub divide into smaller groups for workshop and simulation exercises. Other courses are much more effective in smaller groups.

In all cases, each course should be considered individually. cta would always propose that a need analysis exercise is conducted prior to finalising course content and the method of training. cta consider that the trainees immediate management should be involved in developing the performance objectives for the trainees. In his way courses will have more integrity and be the benefits will be easier to sustain in the future.

There is no doubt that sustainability is the biggest problem in gaining full benefits from training. The common failure is that when trainees return to normal duties they find it difficult to put their new knowledge and skills into action. cta places great emphasis on assisting clients and trainees in sustaining the training process. The following are examples of the cta approach:

Each trainee receives comprehensive course notes for future reference

Distance learning

Where appropriate trainees will receive a further learning pack with self test exercise and ideas for further development

cta hot line

cta provides a fax and E mail post training service which enables trainees to obtain further information or clarification

INVESTMENT IN TRAINING

One of the most effective elements of an effective maintenance policy and strategy is a well planned training and career development scheme based on functional skills rather than vocational knowledge only. Programs of this type have more immediate and sustainable benefits and should be considered as an investment and not as a simple cost.

cta are fully aware of the cost restraints within modern industry but consider that training is an essential investment in the future of all companies. cta hope to create long term associations with its clients by providing a high quality service on a cost effective basis.

TYPICAL COURSE OUTLINES

The following are examples of cta courses:

CT/CF 001 Introduction to maintenance

CT/CF 002 Management of plant shutdowns and refits

CT/CF 003 Management skills for supervisors

CT/CF 004 Planning skills

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