Technology, talent and sustainability

The word sustainability has become a passionate collective term for all the research, dreams, ideals, actions and even legislation to protect, nourish and plan for our environment and our resources. But do we have the same awareness of how people skills fit in this quest for sustainability? Looking at the field of process control and automation in Australia, I would say no.

Technology

The capability and reputation of low-cost producers in Asia continually improves, making high-tech products available at ever-decreasing prices. At the same time, new technologies emerge so quickly and so prolifically that this blur of inexpensive advances is almost monotonous, leaving us oblivious and unappreciative of the underlying technology in the items we use every day. This is totally acceptable; as the technology is only as good as its utility. Utility, however, depends solely on the talent of those who adapt and apply it.

From simple process sensors through to control systems and manufacturing execution systems, getting the most out of new technology depends on people talent, which in Australia is scarce. More provocatively put: our talent is under siege, due to the lack of training and academic direction.

Talent - an old problem or is it?

It all starts with training; how much, what type and where. The ‘dual trade’ which aimed to upskill artisans with measurement and control knowledge was introduced to increase flexibility and reduce costs. Popular opinion would say it has achieved the opposite and that it has failed by expecting too much and doing too little. The scope of what was required was grossly misunderstood and underestimated. The complaints and agonised pleas from academics and other interested parties were, and still are, interpreted as cries of self-preservation, leaving many experts alienated from those who direct the future of our talent in this area.

A contradiction of logic is that the training and skills situation is worsened by the wealthy resource industries like mining, or oil and gas, whose competitiveness depends on premium process control and automation. These industries operate ‘fly in fly out’ workforces, meaning that the skills shortage in Western Australia can only be addressed by improving training in Victoria or New South Wales.

Vendors do provide their employees access to first-class overseas training, but then lose the investment they have made to the higher paying resource giants - not a great incentive to provide training.

Sustainability

This might all sound depressing, but there are people who energetically support and drive associations and councils to change this. These people are from industry, vendors, TAFEs and associations like the IICA, and they participate in, or work with, government structures like the TAC (Training Advisory Committee) and the ITB (Industry Training Board). These people have driven training agendas within their employers and established registered training centres. So in this core there is a lot of hope.

Commoditisation of products means that astute vendors have started to include more people talent in their offering to industry, which offers a quick and tangible payback.

The need to develop a specialised talent base for the field of process control and automation is gaining recognition, but the dual trade needs to be maintained, reviewed and properly resourced so that it serves both the trainee and industry better.

A will and vision for a better skill base is very alive; in my opinion, the key missing ingredient is national and comprehensive coordination.

*Greg Ferrar has 25 years’ experience in the field of Process Automation and Control. He has a well-rounded understanding of industrial processes having spent seven years in the mining industry as an engineering manager before joining Endress+Hauser in Sales and Marketing.