The Human Resources Roadmap Key Issues and Observation from the Field

Transcription

1 TECHNICAL MEETING ON HUMAN RESOURCE ROADMAPS AND CAPACITY BUILDING FOR NEW AND EXPANDING NUCLEAR POWER PROGRAMMES Vienna, 1 4 October 2013 The Human Resources Roadmap Key Issues and Observation from the Field Brian MOLLOY, Technical Head (Human Resources), NPES B.Molloy@iaea.org International Atomic Energy Agency

2 SESSION OVERVIEW Introduction The Milestones Approach The Human Resources Roadmap developing a national Human Resources Strategy Experience and Observations Workforce Planning guidance and support BRM/HR_ROADMAP 30/09/2013 2

3 KEY CHALLENGE FOR HUMAN RESOURCES Key challenge is to achieve the initial competence, and then sustainability, of Human Resources to support a nuclear power programme Requires the coordination, and cooperation, of all national stakeholders (government, education sector, industry, vendor, suppliers, international bodies) BRM/HR_ROADMAP 30/09/2013 3

4 1 st. NPP Project Infrastructure development program Nuclear power option included within the national energy strategy MILESTONE 1 Ready to make a knowledgeable commitment to a nuclear programme MILESTONE 2 Ready to invite bids for the first NPP MILESTONE 3 Ready to commission and operate the first NPP National Strategy HR Planning & Implementation PHASE 3 Maintenance and continuous infrastructure improvement Activities to implement a first NPP PHASE 2 Preparatory work for the construction of a NPP after a policy decision has been taken Preparing PHASE for assuming 1 commitments & obligations Considerations before a decision to launch a nuclear power programme is taken Pre project Project decision making Construction Operation / decommissioning Feasibility study Bidding process Commissioning years 4 BRM/HR_ROADMAP 30/09/2013

5 KEY INFRASTRUCTURE ISSUES National position Nuclear safety Management Funding and financing Legislative framework Safeguards Regulatory framework Radiation protection Electric grid Human resource development BRM/HR_ROADMAP Stakeholder involvement Site and supporting facilities Environmental protection Emergency planning Security and physical protection Nuclear fuel cycle Radioactive waste Industrial involvement Procurement Note: All 19 issues have a Human Resource component 30/09/2013 5

6 WHAT IS A ROADMAP A map for motorists, showing the roads of a given region, their route and condition, etc. (Webster s New World Dictionary) A plan for how to achieve something (Mirriam Webster) A business road map is a planning tool that outlines a company's goals and its strategy for achieving them. BRM/HR_ROADMAP 30/09/2013 6

7 HUMAN RESOURCES ROADMAP In the past, HR was viewed primarily as an administrative function and its strategies were fairly simple. But now, perception has changed. Today, most companies recognize that people are vital to every aspect of business performance and the HR function needs a sound strategy to provide services that significantly enhance the value of this critical resource. ( Taking HR to the next level Deloitte Consulting LLP) BRM/HR_ROADMAP 30/09/2013 7

8 HUMAN RESOURCES ROADMAP (2) Hence, the HR Roadmap is the high level strategy and plan that ensures the availability of the necessary human resources to enable the organisation to meet its business objectives. To do this, the HR strategy must be a firmly integrated part of the business strategy and fully aligned to its goals. BRM/HR_ROADMAP 30/09/2013 8

9 REAL WORLD EXPERIENCE Many Newcomer countries take a bottom-up approach (because it s easier) and look at what resources they have and what they think they will recruit in the short/medium term However, it is necessary to begin with the Nuclear Power Programme goals, and the roles and responsibilities of the various stakeholders in delivering those goals i.e. a top-down approach The Roadmap has to be Strategic ; there is a tendancy to work at the operational level because more information is available at this level, but many of the key linkages are not clear at this level. Otherwise the programme is driven by the availability of human resources and not the other way round Senior decision makers have to recognise the need to invest in HR early to secure other programme goals BRM/HR_ROADMAP 30/09/2013 9

10 REAL WORLD EXPERIENCE (2) Has to be developed at the national level, to include the needs of all the different organisations NEPIO Operating Organisation Regulatory Body Technical Support Organisation(s) Educational Institutions Training Organisations Etc., etc. Requires close, and continuous, cooperation and coordination of all Stakeholders There will be gaps so assumptions must be made (and documented to be reviewed when more data is available/key decisions made) BRM/HR_ROADMAP 30/09/

11 KEY PROGRAMME DRIVERS Some key Programme drivers : Programme size Contractual arrangement (BOO, BOOT, Turnkey, etc.) Scope of HR support in Vendor contract (even with IGA, it is essential to specify support needed) Regulatory concept Training lead times Quality of existing HR infrastructure (2 ndry Education, Vocational Training, University programmes Scope of existing industrial infrastructure Project Language BRM/HR_ROADMAP 30/09/

12 HUMAN RESOURCES ROADMAP Consistent will the programmatic objectives (and schedule) just described, there are three main steps to achieving sustainable competence in Human Resources for any programme: 1. Develop the necessary Human Resources Infrastructure 2. Build Capacity (create a pool of resources) 3. Develop and sustain competence BRM/HR_ROADMAP 30/09/

13 COMPETENCE A combination of knowledge, skills and attitudes in a particular field, which, when acquired, allows a person to perform a job or task to identified standards. Competence (Competency) may be developed through a combination of education, experience and training. BRM/HR_ROADMAP 30/09/

14 COMPETENCE Competence = Knowledge + Skill + Attitudes Theory, Fundamentals, Principles (Schools, Universities, Tech Colleges) Mainly Education Specific Application/ Context (Nuclear Org s/ Training Org s) Mainly Training Education, Training & Role Modelling (Family, School) Universities/ Colleges, Nuclear Org s BRM/HR_ROADMAP 30/09/

15 1. HUMAN RESOURCES INFRASTRUCTURE Secondary (and primary) education system with strong maths and sciences components, to prepare for, and stimulate interest in, Science and Engineering careers Technical/Vocational schools to create good skilled artisans/technicians in different engineering and technical disciplines University programmes for (nuclear) Engineering and Science professional staff (and allied professions e.g. Chemistry, Business, Finance, Human Resources, etc.) Creating Outreach programmes to engage students in nuclear programmes and stimulate career interest. BRM/HR_ROADMAP 30/09/

16 2. CAPACITY BUILDING Education & Training Human Resource Development Knowledge Management Knowledge Networks BRM/HR_ROADMAP 30/09/

17 3. BUILDING & SUSTAINING COMPETENCE Capacity Building National Environment National Capability/ Needs Retirement Succession Planning Workforce Planning Organisational Internal Career Management National/International Education &Training Capability/Requirements Recruitment Training & Development Remuneration Performance Management BRM/HR_ROADMAP 30/09/

18 ORGANIZATIONS WITH HR REQUIREMENTS Nuclear facilities (including NPPs, fuel cycle, radwaste) Government agencies, NEPIO (Ministries, etc.) Owners/Operating Organizations. (e.g. headquarters) Educational institutions Technical Support organizations Human Resources for the Nuclear Field Regulators (incl. nuclear) R&D organizations Specialized training organizations International and professional organizations Organizations involved in nuclear or radiation activities BRM/HR_ROADMAP 30/09/2013 Equipment Vendors, Suppliers, Construction 18

19 WORKFORCE PLANNING: The systematic identification and analysis of what an organization/nation is going to need in terms of the numbers, type, and quality of workforce to achieve its objectives. Identifies the steps that should be taken to get the right number of the right people in the right place at the right time. BRM/HR_ROADMAP 30/09/

20 FOCUS ON WORKFORCE PLANNING Addressing the Workforce requirements for each of the three phases focusing on 3 main organisational entities identified within the Milestones document: NEPIO Regulatory Body Operating Organisation Focus especially on Phases I & II, recognising that Vendor(s) may provide significant assistance for Operating Organisation during Phase III. is not an appropriate source of nuclear technology training This should be provided nationally/by the Vendor focus is on Programme and Infrastructure Management ( NE Series Report (NG-T-3.10) Workforce Planning for New Nuclear Power Programmes Feb 2011) BRM/HR_ROADMAP 30/09/

21 WORKFORCE PLANNING KEY ISSUES Define the objectives of the Nuclear Energy programme as this will influence the competencies to be acquired by the Member State How many units What type of contract (Turnkey, BOO, BOOT) Level of industrial involvement Member States must be realistic about the gaps in national capability and the potential to close them For effective Workforce Planning define the roles, responsibilities and functions of all the stakeholder organizations (even if not established) in Phase 1 BRM/HR_ROADMAP 30/09/2013 No Define the Objectives of the national Nuclear Power programme Determine the HR needs of the programme based on these Objectives Compare HR needs to existing and expected national HR resources (Gap Analysis) Can Gaps be addressed? Yes Determine how gaps will be addressed Develop workforce plan Review/Revise workforce plan as phases progress 21

22 WORKFORCE PLANNING RESPONSIBILITIES AND RESOURCE REQUIREMENTS BY ORGANISATION BRM/HR_ROADMAP 30/09/

23 No. of people RESOURCE REQUIREMENTS FOR NEPIO NEPIO = 10 --> 50 (Depending on Expert Group Support) --> 0 (close to) NEPIO 800 MS1 MS2 MS <-- Phase 1--> Pre-Feasibility < Phase > Site Investigation, Bid Preparations < Phase > Design, Construct, Comm'n 200 Multi Units Unit Years (Indicative only) BRM/HR_ROADMAP 30/09/

24 RESOURCE REQUIREMENTS FOR REG BODY BRM/HR_ROADMAP 30/09/

25 Commissionin No. of people OVERALL RESOURCE REQUIREMENTS NEPIO = 10 --> 50 (Depending on Expert Group Support) --> 0 (close to) 2. REG BODY = 50 --> 150+Tech Support 3. OP ORG = 0 --> 20 to 30 --> 600 to 1200 (2-Unit site) <-- Phase 1--> < Phase > Site Investigation, Bid NEPIO REG BODY OP ORG MS1 MS2 MS3 < Phase > <----Op Training----> Multi Units Years (Indicative only) Multi Units BRM/HR_ROADMAP 30/09/

26 KEY EDUCATION AND TRAINING CONSIDERATIONS Majority of permanent workforce is needed for the Operating Organisation, once NPP is commissioned; typical workforce for a 2-Unit NPP is personnel Around 65-80% of workforce are required at non-graduate level i.e. Technicians Of the graduate workforce (20 35%) only around 20% (or ~ 5% of total workforce) need a Nuclear engineering background Training/experience requirements for very specialist roles can be 5-10 years In Regulatory Body, % of Graduates is much higher (> 50%) but specialist Technicians still needed BRM/HR_ROADMAP 30/09/

27 GUIDANCE & SUPPORT NE Series Report (NG-T-3.10) Workforce Planning for New Nuclear Power Programmes, Feb 2011 New e-learning programme on implementing a nuclear power programme, including a module on developing a HR strategy (available) and one on SAT (under development) Capacity Building Concept and Self-Assessment Methodology workshops available to assist Member States HR Roadmap - High level brochure for senior decision makers under development (the subject of this workshop) New document with working level guidance on staffing 1st NPP outline prepared BRM/HR_ROADMAP 30/09/

28 GUIDANCE & SUPPORT (cont d) Workforce Planning Workshops offered in cooperation with TC Department at National and Regional level, tailored to meet MS specific needs Review service to assist in evaluating national HR strategies and Plans Nuclear Power Human Resources (NPHR) Modelling Tool developed: Originally developed by LANL and donated to by US Government Generic model for a nuclear workforce, including Education system, Regulatory Body, Construction workforce, and Operating staff Training provided by to enable MS to tailor model to their own national situation Priority given to advanced newcomer countries. BRM/HR_ROADMAP 30/09/

29 INTERNATIONAL HR CONFERENCE ternational-conference-on-human- Resource-Development-for- Nuclear-Power-Programmes- Building-and-Sustaining-Capacity 29

30 THANKYOU ANY QUESTIONS? atoms for peace. BRM/HR_ROADMAP 30/09/