Wednesday, December 14, 2011

Monday, October 31, 2011

Resource Development Company Releases New Online Learning Course for SEMS Compliance

Resource Development Company (RDC) announces today the release of a new web-based ePILOT learning program designed to help offshore companies comply with the training and documentation requirements of the Safety and Environmental Management System (SEMS) rule that goes into effect November 15, 2011. 

The program covers the 13 elements of the SEMS rule, and is designed to be easily and quickly customized with each company’s SEMS plan.  The stand-alone online course can then be accessed by company operators on demand via the internet. 

“Our clients bring us their SEMS plan and we incorporate their plan into a consistent learning curriculum.  Personnel are able to access safe work practices, operating procedures, and emergency response plans as part of a learning initiative, preparing them to prevent mishaps and to properly respond to situations that occur,” says Brian Cormier, Director of Oil & Gas Solutions at RDC.  “Ultimately, how offshore companies apply their SEMS plans will determine their success.  This program is designed to maximize employee proficiency and provide documented knowledge verification.”

All ePILOT courses are certified to stringent e-learning standards by the American Society of Training and Development (ASTD) and the American Petroleum Institute (API).  ePILOT is the first web-based operator training curriculum certified by the International Association for Continuing Education and Training, allowing learners to earn Continuing Education Units (CEU).  Additionally, ePILOT is designed to satisfy the training requirements specified by the mandated standards of six different federal agencies including OSHA, DOT, EPA and BSEE for safe and environmentally sound operations.

About SEMSIn October of 2010, the Bureau of Ocean Energy Management, Regulation, and Enforcement (BOEMRE), now the Bureau of Ocean and Energy Management (BOEM), issued a Workplace Safety rule requiring offshore oil and gas operators to develop and maintain a Safety and Environmental Management System (SEMS).  The Bureau of Safety and Environmental Enforcement (BSEE) will oversee industry workplace safety and SEMS initiatives.   Each SEMS Program must identify and address operational safety hazards and impacts. Its goal is to promote human safety and environmental protection.  The SEMS Rule covers all offshore oil and gas operations in federal waters and makes American Petroleum Institute’s (API) Recommended Practice 75 (RP 75) a mandatory practice.   The SEMS program will enhance the safety and environmental protection of oil and gas drilling operations on the Outer Continental Shelf (OCS).

About RDC
Resource Development Company (RDC) is a global leader in developing innovative learning solutions.  For the past 50 years, they have specialized in providing learning solutions to the oil and gas, refining, chemical, petrochemical and pharmaceutical industries. Extensive industry knowledge and advanced web technology allow RDC to deliver unparalleled learning management, performance support and compliance information management solutions.

Tuesday, September 6, 2011


Is Your Company Ready? 

SEMS introduces new challenges for the process industry.  Ultimately, every offshore operator and their contractors must comply with the new requirements for SEMS, Safety and Environmental Management System.   

The compliance requirements of these new rules may seem overwhelming.  Fortunately, many elements of SEMS align with current Process Safety Management (PSM) requirements for downstream facilities.

That's where we can help.

At RDC, we have over 20 years experience addressing PSM compliance for our clients.  As a compliance solution provider in the process industry for more than 50 years, we understand your needs. 

Please contact us for an opportunity to see how our solutions can help you achieve SEMS compliance: Call 800-360-7222 or Email:

Monday, September 5, 2011

From Customizations to Custom Programs

At RDC, we view each client's needs as unique.  It is never a one-size-fits-all approach.  That is why RDC offers ways to make every solution fit our clients' needs. 

While the level of customization can vary, most of our clients want to include their specific processes, terminology, policies, and procedures in their courses.  These customizations make the content even more applicable to the learners' actual work environment and may even be necessary to meet OSHA requirements for site-specific training.

All ePILOT learning modules can be customized to meet site-specific compliance requirements of regulatory mandates and to optimize training for your site by:
  • Adding site-specific graphics
  • Creating links to procedures
  • Changing terminology, operational parameters, settings, and exposure limits
Custom Modules
Our dynamic and interactive courses have proven effective at over 500 sites in 40 countries.  These same courses can also be used as the foundation for a custom solution.  By leveraging our existing courses, we are able to release a quality solution in less time than it would take to create learning modules from scratch, saving you development costs. Our Instructional Design team works with you to create site-specific content based on your company practices to transfer knowledge that your learners can immediately apply. 

As an example, consider the DOT Security requirements established in paragraph (a) (5) of DOT 49 CFR 172.704. DOT requires organizations to create custom security programs.  Using our existing DOT series, we can quickly and easily create a site-specific program for your site.  

For more information on customizations and custom programs, contact your RDC representative.

Thursday, September 1, 2011

Transferring Knowledge to the Next Generation - SMEEF

The Society of Manufacturing Engineers is the world's leading professional society advancing manufacturing knowledge and influencing more than half a million manufacturing practitioners annually. The SME Education Foundation's mission is to prepare the next generation of manufacturing engineers and technologists through outreach programs.

RDC is proud to announce our support of the Society of Manufacturing Engineers Education Foundation (SMEEF) and its newest initiative to bolster U.S. Manufacturing - PRIME (Partners Response In Manufacturing Education).  The PRIME program will establish six model school systems in Los Angeles, Oklahoma City, Indianapolis, Kansas City, Chicago, and Dayton.  The primary objective will be to give students hands-on exposure, earlier in the education pipeline, to the many career opportunities that exist in several manufacturing segments.   

RDC has long recognized the critical need to transfer knowledge and skills to the next generation of workers.  For over 50 years RDC has been a recognized leader in providing resources that teach critical operating principles and techniques to the oil, gas, and process manufacturing industries.  In the spirit of continuing our commitment, RDC is providing the PRIME program campuses with scholarship access to our ePILOT® instructional programs.  Together with the SMEEF, RDC recognizes the urgent need to reinvigorate manufacturing within America and we will continue to invest in inspiring and supporting our next generation of workers.  For more information about the PRIME program and other SMEEF efforts, please visit:

Wednesday, August 31, 2011

Visit us September 13-15th in Booth #3238 at ChemInnovations in Houston

September 13-15, 2011
Houston, TX
Booth #3238

RDC's KnowledgeWeb is featured as an emerging technology at this conference focused on delivering groundbreaking technologies and engineering approaches to the chemical process industries.  We invite you to be our guest. If you would like free admission to the ChemInnovations Expo, please send us an email.   

Friday, August 26, 2011

Come and Visit us in Booth #338 at PIOGA Eastern Oil & Gas

August 30-31, 2011
Monroeville, PA
Booth #338

This conference is centered on the Marcellus Shale region's exploration and production industry.  We are exhibiting our extensive libraries of technical competency and federally mandated training programs that are so critical to safe and productive operations.

Monday, June 13, 2011

It's Not Just About Training: 6 ways a knowledge transfer environment leads the way

Challenges facing the process industries today include:  changing workforce demographics; limited training resources; mounting regulatory compliance; and industry consolidation.  These challenges place new demands on the knowledge and skills workers need to perform.  In the heavily regulated and intensely competitive process industry, you can either keep playing catch up or you can lead the way.

Many process industry workers are reaching retirement age and taking their years of experience and know-how out the door with them.  Limited budgets mean hours available for training are reaching cost effective limits.  At the same time, process units and plants are becoming larger through mergers and new acquisitions, challenging an already strained workforce to establish enterprise-wide best practices and align corporate objectives.  The result is that organizations must rely on fewer or less experienced workers, often with less in-depth knowledge.

What you’ve been doing is no longer enough.  It’s no longer enough for workers to simply be trained and for training events to simply be documented.  You can’t meet the demands of the future by doing what was done in the past.  That’s why a traditional training paradigm will always leave you struggling to catch up.  Keeping ahead requires a thorough understanding of the knowledge each worker needs to reach peak performance – and a strategy that guides each worker to 100% proficiency.  This is a knowledge transfer environment.

Knowledge transfer addresses 100% of the knowledge requirements including site- and unit-specifics.
Unlike a traditional training paradigm where learning content is defined by a list of training requirements, a knowledge transfer environment defines specific knowledge requirements regarding units, systems, and equipment at the site.

Knowledge transfer is learner-specific, delivering only the content that learner requires.
A traditional training paradigm delivers training based on a job curriculum in a “one-size-fits-all” manner.  The curriculum cannot address the differences in each individual’s skills and experience, but a knowledge transfer environment prescribes a personal learning plan for each individual, based on identified knowledge gaps and proficiencies attained, creating a unique path to 100% proficiency. 

A knowledge transfer environment captures existing best practices, institutionalizing that knowledge.
Most companies already have core competency and safety training programs in place, but when job- and process-specific knowledge are necessary, the methods for training become less formal, and more inconsistent.  Without a consistent method for providing this crucial knowledge transfer, what workers know and don’t know is unclear.  A knowledge transfer environment captures best practices, process- and job-specifics, and standardizes content so that the knowledge can be transferred to an entire population and consistently meet learning objectives.

Learning content is specifically designed to transfer knowledge.
In a traditional paradigm, learning content is often reference material and procedures not designed for learning.  In a knowledge transfer environment, learning content is developed through proven instructional design processes for acquiring knowledge, focusing on changing behavior to achieve performance excellence. 

Evergreen content is available in an ‘anytime/anywhere’ learning environment.
In a traditional training paradigm, management must schedule learning and access to various resources including instructors, rooms, and materials, but a knowledge transfer environment allows on-demand learner-initiated access to evergreen content and continuous support online.

Knowledge transfer verifies knowledge acquired and certifies proficiency.
A training paradigm merely documents training events, while a knowledge transfer environment documents actual knowledge acquired through individual evaluations and certifies knowledge proficiency.

RDC: Leading the Way
For more than 50 years, RDC has been the leader in learning solutions for the process industries. Combining this industry experience and knowledge transfer expertise, RDC has developed KnowledgeWeb as a comprehensive knowledge transfer environment. RDC’s KnowledgeWeb solutions are used to address job-specific unit operations, core competency and mandated knowledge requirements necessary for safe and efficient operations in process plants at more than 500 sites in 40 countries.  A KnowledgeWeb solution optimizes the learning process by reducing time to competency and improving knowledge transfer effectiveness. 

Key benefits of a KnowledgeWeb solution that you can’t get with a traditional training paradigm:
  • Workers achieve 100% proficiency sooner
  • Knowledge gaps are identified and remediated
  • Captured and institutionalized workforce knowledge
  • Consistent Best Practices delivery
  • Performance Benchmarking
  • Behavior/Performance improvement
  • Documented Proficiency

Monday, April 25, 2011

Foster Wheeler Heavy Oil Conference, May 9-11 in New Orleans

Stop by and see us!  We'll be demonstrating our KnowledgeWeb solutions developed in collaboration with Foster Wheeler for their proprietary process technologies.  Planned topics include: refining and heavy oil technology, operations, construction, hardward, services and training, as well as advancements that address today's industry issues.

Friday, April 8, 2011

Thanks for a great show!

Thanks to everyone who participated in the NSC Texas Safety Conference & Expo, March 28-29th.  We had a great turnout and many entries for our drawing to win an Apple iPad.  I would also like to announce and congratulate our prize winner.

Kim R. of Houston, Texas was selected as the winner in our Apple iPad drawing.   

Based on feedback from the show, many of you are struggling with training resource limitations.  Please consider our comprehensive online learning library. An ePILOT KnowledgeWeb solution includes over 400 hours of online training in a fully-hosted learning environment, developed according to proven instructional design methodologies.  It is certified by IACET, allowing learners to earn Continuing Education Units (CEUs).  Additionally, the entire ePILOT EH&S library is customizable. You can easily include your site-specific details, as required by many regulations. You can also:

  • Enable refresher training and self-initiated learning on demand 
  • Reduce expenses of classroom scheduling, travel, and instructor fees
  • Achieve compliance goals with compliance-focused management and reporting 
  • Quickly identify knowledge gaps and generate individual pathways to 100% proficiency
  • Eliminate variations between instructors and locations

With over 50 years of experience developing learning solutions for process industries, Resource Development Company (RDC) can help you avoid pitfalls and meet your needs in ways less experienced companies may not consider.   

Please contact us if you would like more information on our KnowledgeWeb solutions, we would be glad to find the right solution for you, and give you a FREE 30 day preview.   

Call us at 1-800-360-7222 to begin your FREE preview. 

Thanks again! We look forward to doing it again next year.

Tuesday, March 15, 2011

KnowledgeWeb Aids in BP Whiting Modernization

Resource Development Company, LLC (RDC) has been selected by BP Whiting to provide a customized KnowledgeWeb implementation for Foster Wheeler SYDECSM  process knowledge at the Whiting Indiana Refinery. 
In 2008, BP began the Whiting Refinery Modernization Project, the largest private investment ever made in the state of Indiana, which is planned to benefit Indiana and the nation for years to come.  As part of this project, several new process units are being constructed including a new fully automated delayed coker, the first of its kind.  As a first, no experienced workers exist to mentor operators for the new unit. BP chose KnowledgeWeb as a solution that would ensure workers were properly trained in advance of the launch. 
KnowledgeWeb fits right in with the innovative modernization, improving performance and preparing workers to 100% competency on the new coker unit. All knowledge required to operate and maintain the delayed coking process and the learning modules that transfer the knowledge will be accessible to workers on demand, online, via RDC's hosted environment.
As the project nears completion, Whiting workers will use the KnowledgeWeb to prepare for a successful start up on the new coker unit and then for years to come as a continuous learning environment. 

Assessment: A Learning Opportunity

To achieve their goals and move their businesses in the direction they want to go many companies are putting more focus on workforce knowledge.  Performance, efficiency, safety and best practices are directly related to workforce knowledge and ability.  In today’s world, businesses are finding that learning is more important than ever. 
One aspect of learning that draws much criticism is testing.  Most of us are familiar with testing from our school days as a means to attain a result.  The result is pass or fail; qualified or not; certified or not. However, when viewed as a way to assess knowledge, a "test" serves more purpose than merely notating a final grade.  Assessments and quizzes can be used to promote learning and shape the learning path. 

Assessments and quizzes make learning stick.  As a learning aid, answering a series of questions or responding to a quiz after covering a topic is a great way to monitor one’s own learning – it gives instant feedback so you can find out what you know and what you don’t.  Reviewing which sections were missed helps one learn by focusing on what is needed and allowing for self-correction.  These challenges make learners participate more actively in the learning process and create memory.  During the assessment, the learner actively recalls the details from short-term memory.  These "practice recalls" help the information to transition from short- to long-term memory, ultimately reinforcing learning. 
Assessment can also be useful in planning. Used as an individual predictor, an assessment identifies where knowledge gaps exist so that individualized learning paths can be created to meet each learner’s specific needs.  As an aggregate predictor, assessment results identify where groups of learners need feedback or additional learning.

Testing contributes to creating a pathway to 100% competency for each learner.  RDC’s solutions rely on different levels of assessment.  For example, a Mastery Assessment first identifies any gaps in required knowledge.  This information is then used to create a Personal Learning Path for each learner.  Then, learners are presented with the module content, which includes pre- and post- assessments and quiz questions, all designed to give learners practice in recalling what they are learning.  This prepares the learner for the Final Assessment, where they can demonstrate knowledge transfer.  This combination of assessment and feedback sets up a cycle of learning where 100% competency is truly attainable in a cost- and time-effective manner.

Monday, January 31, 2011

Stop by for a Chance to Win a FREE Prize!

Heading to the National Safety Congress Texas Safety Conference & Expo March 28-29?  Be sure to stop by our booth #517.   We'd love to show you the latest instructional technologies at RDC.  Plus, registered attendees will be eligible to enter a drawing to win an Apple iPad.  But you've got to stop by the booth!