From Nuclear Education & Training to Employment--Strengthening Channels to Secure Human Resource Requirements of Expanding Nuclear Power …

From Nuclear Education & Training to Employment--Strengthening Channels to Secure Human Resource Requirements of Expanding Nuclear Power …内容摘要：

MOHAMMAD MOHSIN and ABDUL GHAFFAR TAHIR From Nuclear Education & Training to Employment--Strengthening Channels to Secure Human Resource Requirements of Expanding Nuclear Power Operating Organization MOHAMMAD MOHSIN PAEC Islamabad, Pakistan Email: mmohsinm@hotmail.com ABDUL GHAFFAR TAHIR PAEC Islamabad, Pakistan Email:engr.tahir@yahoo.com Abstract PAEC is on course of expanding its Nuclear Power from existing 1467 installed MWe Capacity to planned 8800 MWe by the year 2030. Two NPP units of 1100 MWe each are already under construction, one with similar capacity is near approval for construction and few others are in advance planning stage. The requirement of high quality nuclear workforce forms the backbone of the scheduled expansion program whereby several hundreds of a significant variety of personnel, in terms of education, skills and training, are required to safely, effectively, and efficiently undertake the projects. PAEC has over half a century experience of Education & Training and it continues to invest in HR capacity building initiatives and has made steadfast progress in strengthening its Human Resource Development Institutes (HRDIs) to fulfill the workforce requirements of the expanding nuclear power program. This paper describes and presents the landscape of the human resource requirements and capacity to provide “the right number of right people are in the right place at the right time” for the existing, under construction and future planned Nuclear Power Plants in Pakistan. It also shares the Human Resource Development Strategies of PAEC to Attract, Recruit & Select, Develop (Education & Training), and On Board through its recruitment channels. Additionally, it introduces the HRDI’s of PAEC and the various disciplines and programs offered by these to meet both the degree and technical diploma level nuclear workforce requirements. 1. INTRODUCTION Pakistan Atomic Energy Commission (PAEC) is the one of the largest employer of Science Technology Engineering and Mathematics (STEM) knowledge workforce of the country. It is the exclusive national organization with a mandate to enhance & develop the national capability to build & operate nuclear and allied facilities for peaceful, safe and secure utilization of nuclear energy and technology. The organization maintains portfolio in Energy and Non Energy related Applications of Nuclear Science & Technology like Nuclear Power Plants (NPP’s) & allied Industry, Health and Medicine, Agriculture and food, Research & Development, Natural Resources and Environmental Management. PAEC has a reasonably established Human Resource Development program to meet diverse and multidisciplinary workforce requirements of PAEC program. The organization is on course of expanding its Nuclear Power generation from existing 1467 installed MWe Capacity to planned 8800 MWe by the year 2030. The requirement of high quality nuclear workforce forms the backbone of the scheduled expansion program whereby annually several hundred qualified personnel, in terms of education, skills and training, are required to safely, effectively and efficiently undertake the projects. PAEC through its Department of Human Resource Development has geared up its workforce planning, recruitment & development strategy to ensure on schedule provision of knowledgeable, competent and balanced workforce. The paper discusses how the organization attracts, selects, develop and take on-board the kinds of people required to execute a winning recruitment & induction strategy in emerging workforce supply market?. Contemporary literature informs shortage of competent and qualified human resource attributing it to the lack of interest of youth in the fields of nuclear science and engineering and attrition of increasing number of superannuating knowledge workforce [1,2]. These issues, once considered a concern of developed IAEA member states, are now creeping in for less developed IAEA member states [3]. PAEC has implemented strategy for acquiring talent while keeping these concerns in consideration. This paper is organized in four sections. After this introduction, the next section presents the available opportunity for employment in nuclear power 1 MOHAMMAD MOHSIN and ABDUL GHAFFAR TAHIR sector. The third section gives an overview of strategies of PAEC to inspire, attract, educate, on-board and employ the required talent. The last section presents the conclusion of the discussion. 2. OPPORTUNITY The opportunity is