Course catalogue

FAST TRACK is a learning method which provides you with bespoke learning content by identifying any knowledge gaps you may have in a particular subject area.

FAST TRACK is a pre-assessment learning tool which is designed to assess your existing knowledge of a particular subject area. The pre-assessment uses a pool of questions to test your current knowledge. The results of this assessment help identify your personal knowledge gaps. FAST TRACK then automatically creates a bespoke course to address these knowledge gaps.

Course Goal:

This course aims to provide an overview of managing hydrocarbon releases

This course covers the following learning objectives:

LO1 Describe the history of the hydrocarbon release risk reduction process

LO2 Describe safety instrumented systems

LO3 Describe the introduction of control of work procedures

LO4 Describe isolation procedures

LO5 Describe fire and gas detection systems

LO6 Describe hydrocarbon release reporting

LO7 Describe how different hydrocarbon fluids behave on release and describe how hydrocarbon mixtures may undergo a phase change

LO8 Explain the dangers of exposure to hydrogen sulphide (H2S) and identify the symptoms of H2S poisoning

LO9 Describe the range of leak rates that can occur with the different types of failure

Strict regulations and procedures exist for the safe and efficient operation of ships - and UK regulations and procedures may differ from those you may be familiar with in other flag vessels. 

This online course will help to comply with UK requirements by focusing on the guidelines set out in 'A Master's Guide to the UK Flag', released by the UK DfT Maritime and Coastguard Agency.  

This course aims to allow the learner to train themselves in vital regulation and procedures in the most efficient way possible - by studying each of the 14 subjects in this course, with learning consolidated via confirmation and assessment questions.

We know how important it is for us all to do what we can to ensure an effective transition for ourselves and our teams back to work. The landscape of the workplace has and will inevitably continue to change and today’s ‘new normal’ may not be tomorrow!

Mentoring is a process that follows coaching. Coaching makes a person equipped with the skills required for a job whereas mentoring is on-the-job process. It helps a person practice the skills learned, enhance the skills, and learn new skills to be future ready. Hence, coaching is a short-term relationship whereas mentoring is a long-term. Coaching is always task oriented whereas mentoring is relationship oriented. It is all about reaching a stage where the mentor can easily share the real issues influencing the trainee. On the other hand, coaching can be implemented immediately on any particular topic. This course will help you acknowledge the difference between coaching and mentoring and make you learn when to use them.

• List the differences between coaching and mentoring 

• Identify the requirements that are suitable for coaching and mentoring

These days, organizations are making the most of available tools to locate, screen, and attract the most qualified candidates available. The recruiting process has been enhanced, streamlined, and accelerated by technology, behavioral science, pre-employment assessments, and social media. The key is to know how to position your business to attract the best talent pool using social recruiting. Using social media to present your organization dynamically, positively, and effectively to your audiences of active or potential applicants is also vital. It is important to recognize the candidates who have the right competencies and cultural fit to your organization is another skill worth developing. We’ll look at ways that you can establish your company as an employer of choice, use social media to locate and draw the right applicants for recruitment, and assess cultural fit to guarantee the best possible talent choices.

• Become an employer of choice   

• Maximizing your company’s social media reach   

• Evaluate if a candidate is a cultural fit for your organization