Public Service Company of New Mexico (PNM) is the state’s largest energy provider, powering more than 525,000 residential and commercial customers across New Mexico. The company prides itself on providing safe, reliable, and clean power to the communities it serves.
Challenge
PNM partnered with GP Strategies to develop and deliver a pioneering training suite that would enhance operational efficiency and safety across several of the company’s gas plants. The organization needed to bridge skills gaps within the organization while keeping pace with state and federal technological, safety, and regulatory compliance standards. In particular, the program needed to drive the development of standard operating procedures, serve as the basis for an apprenticeship program with on-the-job training checklists, and include six training stations for hands-on learning.
PNM stakeholders also identified additional business objectives:
- Attract and retain top talent
- Foster innovation and adaptability among workers
- Reduce costs by lowering employee turnover and enhancing productivity
- Promote the brand as a premier employer within the energy industry
- Facilitate succession planning by developing future leaders within the organization
- Offer career advancement opportunities to the local community
Solution
GP Strategies developed a program for PNM that combined traditional classroom instruction, eLearning, hands-on lab work, and structured on-the-job training. In the initial phase, GP conducted an organizational analysis to determine skills and knowledge gaps within the workforce. Based on this needs analysis, the curriculum was designed to include a wide range of topics, from basic operational knowledge to advanced technological skills.
The lessons were structured to ensure a logical learning progression, building from foundational concepts to more complex applications. The instructor-led, hands-on training addressed skills gaps in areas like power-plant and combined-cycle fundamentals, hydraulic and pneumatic applications, rigging, welding and cutting, and machine operations.
A key innovation of the program was the integration of custom industrial training aids, including electrical troubleshooting and process control training stations, that provided valuable hands-on learning. These workstations were built with industry-standard equipment and hardware to replicate key industrial equipment found in the field. Following the eLearning and classroom sessions, learners transitioned to the training stations to practice real-world procedures and scenarios in a risk-free environment.
To ensure the program’s sustainability and scalability, a train-the-trainer component equipped select employees with the knowledge and skills to train their peers, effectively disseminating expertise throughout the organization and fostering a culture of continuous learning.
The skills gap training, instructor-led training station labs, and selected off-the-shelf eLearning were also used as a foundation for the apprenticeship program for four different technical roles: Journeyman Operator, Gas Plant Technician Maintenance Operator (MOP), Gas Plant Technician Instrument Control and Electrician (ICE), and Mechanic (Gas and Oil). Trainees utilizing this foundational knowledge would participate in 2,000 hours a year of directed on-the-job training, moving the trainees through multiple tasks and operations that were structured from basic to advanced.
Results
The program’s blended approach catered to diverse learning styles, helping to maximize education outcomes. The curriculum received positive feedback from both operators and technicians and had a noticeable impact on workforce morale, confidence, and operational efficiency.
Since the program’s implementation, PNM stakeholders have reported a significant reduction in operational errors and downtime. The program has also taken valuable steps to future-proof PNM’s workforce by prioritizing adaptability, continuous learning, and alignment with industry advancements.
