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The program of comprehensive training is of effective techniques, due to its aimfulness, particularly because of the possibility to establish relationship between the entire educational modules and the aims of organizational business, it can be an effective tool for development of expert and specialized human resource in industry, specially the professional experts at Oil Industry. In this method, instead of participating in several scattered classes, the learners take part in an integrated assembly of educational modules resulting in developing or training the dimension of knowledge and specialty of an individual. Also in this method, the individual will have the chance through participating in real projects to simulate his findings in the working environment. The overall characteristics of the plan are as follow:   

  • To prevent overlearning and make education goal-governed appropriate with the conditions of business context

  • To focus on developmental and caretaking dimensions rather than paying attention to pure occupational training

  • To Provide practical and challenging working context with experienced professors and assimilating pedagogical findings in work environment

  • To motivate employees with the feeling of being specialists and granting valid certificates

  • To experience simultaneously developing knowledge, expertise and specialty capabilities in consistent with modern technologies

  • To prevent wasting cost through attaining expectable training results

  • To benefit from the experience of lecturers of this industry, RIPI and the university to transfer knowledge and ideas

  • To standardize categories and content of training syllabuses and pamphlets according to scientific criteria and norms

  • To increase learning potentialities, in particular, to prepare new staff in agreement with organizational objectives

Analyzing the needs of various industries, on the one hand, and unique software and hardware abilities and capabilities of the RIPI, have resulted in design of  seven comprehensive courses so far, details of which can be observed in a CD and also they are available at www.ripi.ir .

The titles of courses are as follow:

Training and development at Research Institute of Petroleum Industry

The current age is called “the age of knowledge”, community of this era is called “the knowledge community” and its economy is called “the knowledge economy”

In other word, the current era is the age of knowing, and organizations have to take new approaches in order to keep up with human civilization and reach sustainable development.

Organizations are constantly changing and developing in their evolutionary process. In the last few centuries, the agricultural economy has transformed into industrial economy and then knowledge economy to information economy. Every one of these eras has had its own requirements and demands so as to reach growth and socio-economic development. In recent years, with information explosion and increasing of modern knowledge production, in pursuing information communities,   knowledge-based enterprises have been created whose main characteristic is knowledge and knowing. These organizations have been based on knowledge and it creation and rely on it.

Having this in mind, the development based on knowing is one of the most basic cores of the organizations’ plans. In this approach, production and distribution of knowing have been considered as a prime mover of all economic, social and cultural activities and has resulted in creation of added value and economic growth. In this context, organizations need to provide a free and challenging atmosphere so as to consolidate an innovative, knowledge-developing and creative spirit as a foundation for a learning organization and finally, to develop their learning capacity so that they can act as a learning organization. They should have some mechanisms in order to facilitate transferring of staff’s knowledge at individual, collective and organizational level.

Therefore, the entire training programs of 2014 have been prepared and designed to contribute to the development of employees of Oil, Gas and Petrochemical Industry and in developing competitive advantage and creating wealth. Using formal and informal learning mechanisms, Research Institute of Petroleum Industry could have paved the way for the development of the capacity of the employees.  

This move has originated from the advancement toward development has been the capabilities and expertise. In order to respond to growing educational and developmental needs of industry and using modern learning mechanisms, the RIPI has furnished necessary conditions for offering long term and comprehensive trainings and training at time of hiring along with administering specialized training courses based on organizational abilities. 

Current Educational Schedule has also been prepared with above attitude and based on the organizational capabilities. Some part of this schedule contains timetabled training programs which will be held at RIPI and some other parts are designed on the basis of the needs of the Oil, Gas, and Petrochemical Industry, which will be performed at the applicant organization or at RIPI, according to the requests made by them. 

Regarding specialty development and administering educational courses, seminars and specialized and unique workgroups via inviting domestic and foreign professors, the RIPI has been able to educate more than 23 thousand students, and conducting 150 training courses, seminars and specialized workshops and appropriate with technological needs, approximately 2600 employees of RIPI and other industries just in 2013, which can be considered as a suitable encouragement for paying attention to more complete educational planning in 2014.   

Due to the necessity of homogeneity of the educational level of the participants in training courses and as a result more effectiveness of education, the respected educational managers are expected to consider the enrollment conditions (including certificates, field of study and work experience) and prerequisite courses in introducing applicants.


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