Calora Subsea: Easy access to in-depth industrial experience
The Calora Subsea plant at Herøya was built on in-depth industrial experience. Now a group of trainees and professionals will have easy access to solid manufacturing principles. They will become the new shift managers at Calora.
According to Allan Boye Hansen, founder and managing director of Calora Subsea, the company has chosen a business model that works very well.
A former plant manager from Borealis who took early retirement and retired colleagues were employed to start up the plant in 2008.
“Calora is built on the previous industrial experience of senior citizens. We have now initiated a programme to train the next generation of shift managers at Porsgrunn”, says Boye Hansen. “We have an absolute belief in good seamanship as a philosophy in everything we do.”
Most possible shift managers
Plant manager, Ole Moen (64) recruits the young candidates and manages their training. According to him, the aim is to get as many of the young trainees to become shift managers, or what Calora calls ‘bas’.
“We have already trained an apprentice from REC as a new ‘bas’ and now we’re preparing to do the same with more,” he says.
Joakim Lindland (27) has both apprentice and work experience from Ineos, Nordfolier and Norner and began working at Calora in May 2013. He has received intensive training in materials, chemistry, machine construction and processing and extruding.
“I’m learning to run the whole plant,” he explains eagerly. The plant is preparing for visiting customers to learn about the markets Caloras customers work in and meet their customer’s production staff and check out how they find the product Calorflex®.
Plant manager Ole Moen (left) and Joakim Lindland who has helped set up and been trained in the new production line with other employees.
The young trainees receive solid experience in manufacturing processes in Calora’s flat organisational structure at Herøya Industrial Park. A brand new production line that has doubled capacity is now in operation.
”This summer, everyone was involved in setting up the new production line and learning about it in detail,” says plant manager Ole Moen. ”The process has been especially useful for the future shift managers,” he adds.
Learning good manufacturing skills
”We teach good Norwegian manufacturing skills,” says Moen. The manufacturing process is very advanced and there are strict demands on the quality of the end product that must be documented. Older workers such as us have some solid experience, knowledge and skills we can pass on. The young ones get corrected a bit along the way, especially with regard to quality and HMS. We have to build up their self confidence and here they get it right from the outset,” he smiles.
An effective strategy
At 64, Moen is the youngest among his colleagues who have an age range from 67 to 70. None of them are currently considering retiring.
“Here, old guys like us can work as long as we like,” says Moen. “We do it because we enjoy it.” And the strategy seems to work.
Developing professional skills together
According to Moen, Calora’s aim is to be approved as a training company.
“We want to do this in cooperation with other companies to build up professional expertise,” he says. “We produce to order and are dependent on specific skills. It is important that the young apprentices feel that they are a part of Calora and want to stay here,” he adds.
Bilfinger, an important resource
Bilfinger has been an important resource for Calora from the beginning. Bilfinger helped to build the plant in record time in summer 2008. Industrial Manning (IM) has recruited employees since the plant opened.