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Protecting a Generation’s Legacy: The
Value of Knowledge Capture Programs
pipeline of trained candidates.
An effective multipronged, long-term approach
to preparing for The Great Crew Change could
include:
• Partnering with colleges and universities
to channel more students into Science,
Technology, Engineering&Math (STEM)
studies.
• Emphasizing the benefits of the energy
industry and the good it does for the world.
• Recruiting globally for talent.
• Seeking candidates with STEMskills outside
of the energy industry.
Another logical approach to meeting workforce
needs is to groom people from within. A number
of companies already are ahead of the curve in this
area. The PowerPathway™ program developed by
Pacific Gas & Electric Co. (PG&E), for example,
is a network of educational programs designed
to produce skilled workers. This program, which
partners with education, government, labor, and
industry, provides academic and customized
workforce training that makes participants
Cultivating a talent base with the skill sets you
need is critical to preparing for The Great Crew
Change, but it’s only part of the process.
Energy companies are looking now for ways to give
young workers the benefit of their predecessors’
expertise before the older workers retire.
One helpful approach calls for creating
“Communities of Practice” where junior employees
work with experienced team members to solve
customer problems, says Jeff Wilson, chief
technology officer for TDW.
Communities of practice provide an effective way
for less experienced employees to take in tacit
knowledge, such as management or people skills,
through experience.
Not only do communities of practice provide
valuable training, they allow young workers to
benefit from the guidance of highly knowledgeable
employees.