Design of Geothermal Drilling Training Curriculum as the Implementation of the National Competence Standard on Onshore Drilling

Abstract

Indonesia is currently the second largest geothermal installed capacity in the world, with around 1948,5 MW installed capacity. However, this achievement is still far from the Indonesian Government’s target of 7000 MW installed capacity in 2025. Thus, it requires a lot of efforts, supporting policies, and a great deal of competent human resources to achieve this ambitious target. Fulfilling the need for qualified geothermal human resources will take a significant amount of time if it only relies on higher education graduates. Hence, vocational education institutions especially training centers are expected to contribute more to meet these needs. The government has issued a regulation on the Indonesian National Work Competency Standards (SKKNI) which covers aspects of knowledge, skills and work attitudes relevant to the implementation of assigned duties and terms including SKKNI of onshore drilling which is used as a reference for oil and gas and geothermal drilling. However, previous studies have identified the differences between geothermal drilling and oil and gas drilling. This might be due to the government still considers that those two are similar, so they only issued one competency standard for both fields. This paper discusses the implementation of SKKNI on onshore drilling competency standard to produce geothermal drilling curricula. The first part of this paper will map the current conditions of Indonesia’s geothermal drilling human resources development including the estimated number of human resources needed. Furthermore, this study highlights the fundamental differences between the hydrocarbon and geothermal drilling to provide a better understanding of the competency needs of labor in the geothermal industry. Several research or publications and overseas competency standards are discussed and compared to decide which material needs to be included in the curriculum. Several alternative approaches related to human resource capacity development are also proposed in this paper to support the Indonesian Government’s target in 2025.