Up Grade on HSE Management in oil and gas Industries Adding Skills + Abilities + Attitudes Antonio Fernando Navarro[1]

In Brazil HSE (health, safety and environmental) activities began in the Decade of 60 with the implementation of the actions of occupational safety through monitoring teams, which ended by equity release the areas for the start of activities. At that time, the work safety security invariably confused. Becomes interesting to realize that the authorization granted for the implementation of the activities was given by charge or property Security Advisor. In insurance activities this concepts are given by Risks Managers. In the mid-80 began in the actions related to the environment. At that time, encouraged by the insurance market, had special coverage for risk of Sudden Pollution, where the expert's assessment was in reliability studies of processes. Thereafter informed if there was risk of sudden pollution or not. In some works already mentioned the extent of the areas affected by pollution. In the early 90 industries began to worry more with workers ' health, not that that wasn't a concern. There were routine examinations, examinations admission process. The NR-7 (Regulation Norm about Workers Health) that specifically addresses the medical control program and Occupational health came to be treated effectively associated with the NR-9 the environmental risk prevention program. So while the NR-9 (Regulation Norm about environmental risk prevention program) was assessing the risks of the working environment, doctors, via the NR-7 were reworking the reviews necessary for the admission of workers. That is, the associated environment to the employee, or the degree of deterioration of workers ' health. Invariably the risks remained and the workers went to employ individual protection equipment. Some more critics claimed that was cheaper to provide FTEs than eliminate risk. Happened to be the time of Individual Equipments Protection. Joining the workplace safety issues, on the environment (here the natural environment) and health was enough only four decades. During this period, mainly arise international standards ISO, even without the characteristic of uniformity. The first standard with this characteristic was the ISO 14,001, with a standard structure copied later with OHSAS 18,001 and revision of ISO 9001. Even in this simple chronology, the management of HSE was effectively practiced in late 2000, associating it to specific standards related to the environment, ISO 14001 and BS 8800 safety and occupational health, later replaced by OHSAS 18001. So, effectively businesses have been given an additional concern with issues of HSE because they are those linked to compliance of management systems. For many companies with strong international performance, the fact certified be adding value to your actions, because it meant that they were socially concerned companies However, the concerns with regard to complying with the standards ended causing interesting deviations we call as the transfer of security engineers work for security engineers at work, i.e. the holistic vision has been replaced by deviations. The engineer is no longer in work, caring for the management of activities, training, and procedures, as well as for professional orientation, one that was in the field all the time taking care of employees and evaluating what they were doing. In this way, the person responsible for safety of the worker is no longer the worker himself, firstly, to be the security engineer or technician of security.

So far the changes were noticeable. However, with the growth of the oil and gas industry risks grew up in exponential levels. Not only would the existence of folded teams to serve in supervisory activities of HSE. Nor would the application Check List of care standards, and daily briefings and dialogues. We have moved to invest in Culture HSE business. It turns out that the Culture by Culture ends up being a mere compromise posted in notice of companies. This needs to be extended to all and to all activities. The question is phrased more as spreading a Culture in a way that will be incorporated by everyone and not just imposed on workers? One of the answers becomes through changing people. Not the rotation of staff, but the change, or the first step in the conversion of bonds into values. When it comes to behavioral changes almost always turn the thoughts to programs related to human behavior with social, sociological or psychological actions. And the more technical aspects of this issue, when you are treated? In order for the changes to effectively market can occur now identify the skills of workers and invest more in those assessments. Thus the Association of issues such as: Competence + Skill + Attitude representing performance increase, which will be the object of this article.

Competence

Competence is the ability of the individual to perform its activities with available resources and within the deadlines required. You can associate the power words like: ability to Realization, Dexterity, skill, talent. So that's all that is expected of an employee occurs it must associate Training with experience and with the talent natural run the activity. For this reason, many companies are demanding not only vocational training with the experience, evaluating these two predicates to subject-matter practice areas. In many international industries or workers ' skills competences are evaluated periodically by monitoring their field activities by their supervisors and even the implementation of periodic tests or aptitude tests.

Skill

On the other hand, the ability of a worker tends to be associated with the skill, cunning, "trick", that word which can be translated as the way the worker performs its activities. A skilled worker is able to improvise to get his intent to run. So, it uses all of its predicates and everything around them to perform their tasks. Realize that a skilled worker is a competent worker. However, not all of the competent worker is a worker in a timely manner. The skill or dexterity comes with continuous practice and the quest for

perfection. The jugglers of Cirque du Soleil are skilled because, in addition to like their professions train several hours a day, so it is understandable that the skill comes with time. The skills of professionals must be constant analysis object. A skilled worker can represent a gain for the industry in so far as it carries out its activities at once, i.e. eliminates rework, which in addition to harming the schedule of activities increases the costs of services.

Attitude

The attitude comes with the self. Can be expressed as the tendency of the individual act in a consistent manner, in accordance with their own dictates or references. The attitude can be associated with the desire to do so, the initiative, the personality that drives us to do something that he understands to be his obligation or not. The attitude is much more related to the individual himself, his character and his personality, than fruit and learning in school. Find skilled people that had no attitude. Would be able to expect a voice command to start their activities. The Association of competence, skill and attitude can be translated as predicates inherent ideal worker, i.e. one who knowing what to do, looks for his own means to do and does it. Old friends were saying that it was better to have a worker who ever erred doing than errava by not doing so. This means that if you need to adjust the skills, competences and of workers to destrezas they can fit harmoniously into their work environments. This is perhaps the most important issue. When we have people who have their own initiatives while we hand the teamwork. A boss must have as its main predicate to attitude. A person shall have the ability at his side and the worker competence. The mixture of these characteristics in a work environment ends causing disharmony. Already imagined a skilled officer and his subordinate a professional Attitudes? Ideally, all these features are in certain doses in the same individual. This is the great challenge for psychologists who make the recruitment and selection of candidates. In multiple cultures has everything. A head shy never causes your team is progressing. A team that does not have the necessary empowerment will have many more mistakes than successes. A group of savvy people can do better than competent. This is because the powers, in the same way that the skills are measurable. However, the less will always have negative attitudes more competent than the less skilled. The attitude of the workers should be evaluated at regular intervals, because one of the aspects that most affect in this release is the work environment, the motivation for the implementation of the activity, the broad relationships with coworkers, the fact of the employee feel as a team member, business and enterprise. A motivated worker demonstrates much more their attitudes, in wanting to do, than an unmotivated employee. In this case, it is not uncommon that their attitudes if coming back against what are being done, or how is being made or designed.

Conclusion

We can summarize by saying that the mixture of competence with skill and attitude represents a chain where all links are equal, if one part does not provide more current. The assessments that are made in companies that work in production or standard routines, such as automobile manufacturing, for example, are very different from those who work under pressure for results, which are not necessarily financial, but can be the quick delivery, or with high level of quality. The working environment, in this case resembles a large Orchestra, where all musical instruments are tuned, each one of the musicians have their agenda and the maestro has had several experiences of conducting of these musicians. So, the end result will be the one expected, with the work costing what was budgeted, running on time and delivered with the quality required by the client. We can translate these all as executing activities in harmonious environments. In activities critical calls, such as those in turn schemes, with continuous work activities with tight timelines, activities that depend on the results of other industries, creating expectations, activities with high risk to workers, activities where there are no benchmarks of quality, cost and time, among other becomes important to have workers with equal levels of competence, skill and attitudes overseeing most critical tasks

[1]

Antonio Fernando Navarro is a Civil Engineer, a security engineer and master in public health and environment, having acted in industrial activities for over 30 years. Also is a professor at the Universidade Federal Fluminense UFF.