From Knowledge to Skills. Basic Principles of Practice-Oriented Training for HSE Specialists

From Knowledge to Skills: How to Build a Training System for HSE Specialists

Developing the competencies of HSE function employees is a task that requires a systematic approach, especially in large companies. Denis Bannykh, Project Manager for the Development of HSE Training Programs at Gazprom Neft, shares his experience in building such a system using the Occupational Safety functional area as an example.

Problematization as a Starting Point

The implementation of new standards and an occupational risk management system revealed the need to assess the actual competencies of specialists. The speaker notes that in large companies, it is often difficult even to determine who exactly is responsible for occupational safety due to combined roles. To solve this problem, a role-based architecture was introduced, uniting specialists in one area, a competency profile was developed, and an assessment was conducted.

Personnel assessment has become a key tool for problematization. It helps answer the question "Why go to study?", especially for experienced employees confident in their knowledge. Testing results showed that while knowledge of legislation is good, understanding of internal corporate processes often leaves much to be desired.

Developing a Practice-Oriented Product

Since there were no ready-made solutions on the market, the company engaged methodologists to create its own educational product. The main criterion was the developmental learning model: knowledge gained today must be applied in practice tomorrow. For this purpose, real cases, templates from corporate systems (e.g., 1C), and company data were used, which minimized the barrier between training and actual work.

Educational Technologies and Agency

The presentation details the approach to training formats. For the specialist level, a distance format with elements of independent group work was chosen. Participants received high-level overviews at webinars, and practical tasks (for example, developing a responsibility matrix) were performed independently, defending the results before methodologists. This allowed for the formation of an active agency position: employees themselves were involved in the problem-solving process.

Gamification was used to increase motivation: the winning team was exempt from undergoing the competency assessment, which became a strong incentive for active participation.

Integration of WorldSkills Mechanics

The in-person workshop for specialists dealing with occupational risks was built on the mechanics of the WorldSkills occupational safety competition. Using the example of a simulated repair shop, the speaker shows how participants assessed the state of occupational safety, worked with documents, investigated simulated incidents, and defended the developed measures before management. Such a 100% skills-based approach ensured high applicability of the acquired knowledge in practice.

Key Takeaways and Principles of Effective Training

Based on the implemented project, the following principles were formulated:

• Presence of a business sponsor: Training goals must be clearly linked to business goals (e.g., reducing injury rates). Without this, training risks becoming ineffective.
• Competency assessment: Necessary for problematization and understanding actual training needs.
• 10-20-70 principle: 10% formal training, 20% peer-to-peer learning, 70% on-the-job skills practice through individual development plans (IDP).
• Value of mistakes: Instructional design should encourage mistakes during the learning process. If a participant makes no mistakes, the program does not match their level or tasks. Mistakes in the classroom prevent mistakes in production.
• System convergence: The development of a competency model, tests, and training programs must be coordinated, preferably within a single contractor or a unified concept.

What you will learn from this webinar:

• How to assess the competencies of HSE specialists in a large company?
• How to develop an educational program where knowledge can be applied the very next day?
• How to use WorldSkills mechanics for practical training of HSE specialists?
• Why mistakes during training are an indicator of its effectiveness?
• How to link training goals with the company's business metrics?