Osaamisen hallinta ydinvoimalaitoksessa operaattoreiden sukupolvenvaihdostilanteessa

The change of personnel generation is an important challenge faced in the nuclear power production. This study focused on the competence management and the change of the operators’ generation in a Finnish nuclear power plant (NPP). The competence management was examined in two different ways. First, it was studied from a knowledge management point of view, and secondly, from a learning in work point of view. The first aim of the study was clarify mechanisms and factors, which were assumed to affect the development of the operators’ expertise. The considered mechanisms were emotional and cultural control of behavior. The second aim of the study was to develop a general model for analyzing operators’ possibilities to learning in work. In addition, this study discussed the applicability of two current learning theories for the development of practical training. A result of the study was the model of learning process, which defines factors and mechanisms interacting in the development of operator trainees into skilful operators in high reliability organizations. The central mechanisms were earning the trust of social group and constructing self-confidence. Based on the results of the study there is a challenge to develop common tools and practices for the trainees’ goal-oriented, question-directed and gradually deepening learning and the legitimate participation in the social group in NPP. The study also produced new information of the operators’ core task. A demand of the core task is developing and maintaining the competence in a daily work.