human competency & capability development in oil & gas

www.petroEDGEasia.net

HUMAN COMPETENCY & CAPABILITY DEVELOPMENT IN OIL & GAS

Your Expert Course Directors Frank Penson Frank Penson is a senior human resource consultant, with a strong commercial and academic pedigree.

. He gained 17 years’ experience with the Exxon Corporation in a wide range of general management positions, including marketing, international auditing (Europe, Middle East & Africa), government relations and financial management.

Geof Cox

Geof has been working as an organisation and management development consultant for over 25 years, initially as an internal consultant with Esso Petroleum, then as the principal of his own consulting practice. He has direct line and HR management experience with Esso Petroleum, and has worked in almost every private, public and not-for-profit sector in countries across Europe, Middle East, South East Asia, Africa and the USA.

What Past Participants Said: “Superb Course , high experience trainers“ Legal Officer, Autoridade Nacional do Petróleo

“ Intensive and Interactive L & D course from experienced faculties” Admin Manager, Daewoo International Corp.(Myanmar E&P)

“Excellent training and material of the training very helpful and facilitator are knowledgeable and experience” Legal Officer, The National Petroleum Authority

“ Thank you, indeed you have provided valuable knowledge and experience for our job” Local Contect Manager, Autoridade Nacional do Petróleo

“Get the right person for the right job” . If People is really your asset, this absolutely a worth to attend training.” Competency Development Planner, Sarawak Shell Malaysia

Back by popular demand! , 10th edition

Conduct this training course in-house for more effective savings!

Call us at +65 6741 9927 or email to [email protected]. For more information, visit us at www.petroedgeasia.net

HUMAN COMPETENCY & CAPABILITY IN OIL & GAS

Competition for the best and brightest will always be a critical success factor in the Oil & Gas industry. Even in the current downturn, leading operators and contractors are fighting to hold-on to top talent. Furthermore retiring senior professionals leave your organisation, taking with them years of experience and knowledge. You need to have a sustainable capacity building solution in place to protect your organisation’s skill pool and capability. Losing valuable skills without the ability to replace or develop them will have a significant impact on the bottom line. You know that your human skill-pool is your biggest asset. The capacity to meet the future demands of your business relies on you taking proactive steps now to ensure the competence of your people. This 4-day separately book-able strategic course provides an excellent opportunity for learning & development professionals in the oil & gas sector to learn from strategic learning & development practitioners with extensive experience in the oil & gas sector and from each other. This is an ILM approved course. SEPARATELY BOOKABLE SESSIONS

HUMAN COMPETENCY AND CAPABILITY DEVELOPMENT IN OIL & GAS BUILDING A STRONG FOUNDATION

Day 1 & 2 By the end of these two days, delegates should have learnt how to: - Align their learning & development

strategy to the business strategy

Leverage the effective use of competencies in their organisations

Develop effective learning & development plans to meet organisational goals and individual needs

Understand and apply a series of key steps for successful performance management

Design effective learning approaches to address competency needs

Example Exercises Challenges for learning & development

professionals in the oil & gas sector

Major impacts facing your company / department

Writing behavioural indicators for competencies

Developing learning & development plans

Performance management: strengths & weaknesses

Choosing the appropriate learning methods

MAXIMISING THE BENEFITS Day 3 & 4

By the end of these two days, delegates should have learnt how to: - Implement successful approaches to

address competency needs

Optimise the added value of the learning & development function

Measure the improvements resulting from enhanced capability within their organization

Build effective internal & external partnerships

Audit learning & development activities and make comparisons with best practices

Example Exercises Optimising the use of coaching & mentoring

Approaches to talent management & succession planning

Targeting learning & development at the needs of specific groups

Methods used for evaluating learning & development effectiveness

Utilising an effective in-house learning & development network

Utilising a training, learning & development “health check”

This course utilizes a wide variety of learning approaches: Inputs from the facilitators who have

extensive global experience in the oil & gas sector

Theoretical models, practical tools & templates, and company examples

A case study, based on oil & gas majors, cuts across key sessions over the 4 days

Exercises in groups or pairs with fellow oil & gas, learning & development professionals

A soft copy manual for future reference, containing all of the material covered (including the models, tools & templates) plus additional content

The facilitators will be available at the end of each day for 1:1 questions

Who will you be meeting at this training course:

Line Managers, Team Managers, Supervisors, Learning &

Development Executives, Talent Development, Competency and

Capability Development Executives from International and National Oil & Gas Operators, Contractors and Service Providers from across Asia.

TESTIMONIALS FROM PAST

SESSIONS

“Very excellent choice of consultants for the HCCD

programme” Asst Competency Development Officer, Ghana

National Petroleum Corporation

“Very interactive course and I like the fact that we got

practical tools / templates to take away and that the trainers

adapted the course to suit delegates requirements” L & D

Specialist, Premier Oil

“This programme has been educative, insightful and a great

learning experience for me” Senior HR Advisor, Tullow

Ghana

“Surely this is a good programme necessary for all L & D practitioners to attend. Very

informative and practical” Principal HR Officer, Ghana

National Petroleum Corporation

“Learnt a lot and surely applying it back” Strategy & Planning,

Sarawak Shell Berhad

“Precise, interesting, add-value, informative and valuable” HLO/2 Head, Strategy &

Planning, Brunei Shell Petroleum

“If people are truly your asset(in your organization), then this is

an eye opener. Concise and well thought out” Competence

Development Planner, Sarawak Shell

“Excellent Training” HR Manager/Subsea 7

For more information and testimonials about this training,

visit us at www.petroedgeasia.net

mailto:[email protected]

http://www.petroedgeasia.net/




Human Competency & Capability Development In Oil & Gas BUILDING A STRONG FOUNDATION

DAY 1 A STRATEGIC CONTEXT FOR LEARNING & DEVELOPMENT 0900 Course introduction & Objectives Training, Learning & Development: Latest Trends (including specific challenges for the oil & gas sector)

Key current issues for learning & development professionals

How the training, learning & development arena has shifted

Challenges for learning & development professionals in the oil & gas sector specifically

1030 Morning Refreshment Break 1045 Linking Learning & Development Strategy to Business Strategy

Factors that affect performance

3 models for linking learning & development strategy to business strategy

Developing a learning strategy document

Developing a learning policy The roles of the Learning & Development Function and Line

Management Key responsibilities of the L & D function, Line Management

& the individual

How these roles interact The Value and Strategic importance of a Competency

Framework What competencies are How they are best used

1230 Lunch 1330 The vital link between Competencies and Performance

Management How competencies underpin the 3 strategic models How competencies can drive superior performance

Identifying & Describing Competencies

Designing the architecture Determining core & functional competencies Proficiency levels and how to define them How to write competencies Where Occupational Standards fit in

1500 Break 1515 Competency Mapping & Assessment

Mapping competencies to a job profile Assessing competencies Running effective Assessment / Development Centres Monitored Professional Development Schemes

A Strengths based Approach To Capability

Combining competencies with a strengths based approach An example strengths assessment tool

1700 Close

DAY 2 PLANNING EFFECITVE LEARNING & DEVELOPMENT ACTION 0900 Planning for Development to be effective for both the

Organisation and the Individual Diagnosing learning / training needs at 4 levels Learning & Development as an “investment” Constructing organisational & individual learning &

Development plans Agreeing success measures

The importance of success criteria Determining success criteria Types of criteria to use and to avoid!

1030 Break 1045 Key Steps To Successful Performance Management

Fundamental principles of performance management Performance Management in A Strategic Context

Linking back to the 3 models Ensuring the right sequence

Setting Effective Performance Objectives

The principles of good objective setting Gaining agreement & commitment

Assessing Performance

Ongoing monitoring & assessing performance Effective performance management systems

1230 Lunch 1330 Setting Effective Learning Objectives

Getting clarity on planned outcomes How to tailor learning objectives to proficiency levels

Gaining Leverage from Competencies

How employees, managers & coaches can use competencies to enhance proficiency

The importance of motivation in learning

Why learning & development is important for motivation Learning preferences & styles

1500 Break 1515 Evaluating The Options Available For Learning

Determining the right learning & development options Combining options to enhance the probability of success

Matching learning media to the needs

How learning media fit with the needs of different proficiency levels / career stages

Designing effective learning approaches

Key questions to address in designing effective approaches The characteristics of successful approaches

1700 Close

Sessions commence at 9am on all days, with short intervals at 10.30am and 3.30pm respectively with light refreshment. Lunch will be provided at 12:30pm for 1 hour. Sessions will end at 5pm on all days.





Human Competency & Capability Development In Oil & Gas MAXIMISING THE BENEFITS

DAY 3 ENSURING EFFECTIVE LEARNING & DEVELOPMENT ACTION 0900 Optimising other learning methods

Communities of Practice Social media’s role in learning & development E-Learning & M-Learning Accelerated development Features & Structures of High Impact-taught programmes

The “Learning Organisation”

The nature of learning & how to build an effective culture Supporting Continuous Professional Development/ Lifelong

Learning

1030 Break

1045 Enhancing Managers’ roles as Developers, Coaches & Mentors

Why coaching is vital The attributes of effective coaches & mentors How to coach and mentor effectively

Managing Talent & Succession Planning

Developing a Talent Management Strategy Assessing talent Effective management of high-potential employees Constructing effective succession plans

1230 Lunch

1330 Addressing the needs of specific groups (incl. Generations X & Y) Targeting learning & development at the precise needs of

specific groups Expectations of “Generations X & Y” employees and how

best to meet them

Optimising the transfer of learning

How to ensure that learning is applied in the workplace The importance of 16 key interconnected factors

1500 Break

1515 Measuring the improvements / benefits

Why measuring the improvements IS important Measurement methods for each of 4 levels and how to use

them Methods for calculating the benefits

Managing the learning & development function for added value

Positioning the learning & development function correctly Optimising the professionalism of the learning &

development function

1700 Close

DAY 4 OPTIMISING THE ORGANISATIONAL IMPACT FROM L & D 0900 Building potent internal networks

Establishing an effective in-house learning & development network

How to utilise an in-house learning & development network to leverage impact

Developing effective external partnerships

Consultancy applications Advantages & disadvantages of using external learning &

development consultants Selecting, managing and optimising the use of external

consultants

1030 Break

1045 How to audit learning & development activities and make

comparisons against best practice

How to conduct an overall review of training, learning & development practices utilising a proven “healthcheck”

Using an external standard to review effectiveness “Best practice” learning & development approaches

1230 Lunch

1330 Continuous improvement processes

Types of benchmarking Process steps for Effective benchmarking

Linking learning & development to other Human Resource

disciplines

Trends in HR Integrating learning & development with other HR

disciplines

1500 Break

1515 Focusing on expectations and benefits

Harnessing the overall Learning & Development effort Striving to deliver the maximum benefit

Summarising our key learning points from this course

Taking stock of what we have learnt in these 4 days

Reviewing our “Action Plans”

How to apply the learning from this course in the workplace

Course wrap-up

1700 Close

Sessions commence at 9am on all days, with short intervals at 10.30am and 3.30pm respectively with light refreshment.

Lunch will be provided at 12:30pm for 1 hour. Sessions will end at 5pm on all days.





Your International Faculty of Trainers: FRANK PENSON Frank Penson is a senior human resource consultant, with a strong commercial and academic pedigree. He was educated at Cambridge University where he completed his first masters degree (Master of Arts) in Classics. He gained 17 years’ experience with the Exxon Corporation in a wide range of general management positions, including marketing, international auditing (Europe, Middle East & Africa), government relations and financial management. Frank Penson’s Exxon career culminated in 5 years as Esso UK’s Head of Training & Organisation Effectiveness, where he influenced the corporation’s training activity throughout Europe. Frank elected to move into consultancy in 1994 and has specialised in strategic training, learning & development assignments, nationally and internationally. His extensive oil & gas consultancy experience includes projects in Europe, the

Former Soviet Union, the Middle East, SE Asia, Africa & the Caribbean. From 1992 to 2002 Frank sat on the Management Committee of the UK’s National Training Organisation for downstream petroleum: the Petroleum Industry National Training Organisation. He is a Member of the Energy Institute and is listed on their Consultants Database. In 1997 Frank completed his second masters degree (Master of Science) in Management Development, at the prestigious Roffey Park Institute. In 2010 Frank was approved as a Fellow of the Institute of Consulting, the UK’s Professional Body for Management Consultants and Business Advisers.

GEOF COX Geof has been working as an organisation and management development consultant for over 25 years, initially as an internal consultant with Esso Petroleum, then as the principal of his own consulting practice. He has direct line and HR management experience with Esso Petroleum, and has worked in almost every private, public and not-for-profit sector in countries across Europe, Middle East, South East Asia, Africa and the USA. His projects have ranged from major organisation change programmes spanning multi-site, multi-level activities lasting several years, to one off workshops on management skills and individual coaching. Geof has a B.S.Sc from the Queen’s University of Belfast. He has written a number of books, articles and journals on

management subjects. Geof is a Chartered Member of the Chartered Institute of Personnel and Development, a Fellow of the Chartered Management Institute, a Member of the Association for Management Education and Development, a partner in Learning Consortium and was a founding partner of Castle Consultants International. Geof is qualified in FIRO-B and FIRO Elements.

About ILM

Human Competency & Capability Development in Oil & Gas is proud to be an approved training programme by Institute of Leadership and Management.

The Institute of Leadership and Management (ILM) is Europe’s largest independent organisation focused on leadership and management development. ILM improves the leadership skills and success levels of over 95,000 managers each year.

How do you obtain your ILM Certification with petroEDGE®?

ATTEND

Attend the full course

ASSESS

Complete the afte-rcourse assessment

EMAIL

Send us your details to [email protected]

REGISTER

petroEDGE will register your details with ILM

ILM Certificate will be delivered to you within 6 weeks after the submission of your details to ILM.





petroEDGE® delivers energy industry skills-based training courses in major cities around Asia, catering for every stage of your organisation’s development path. Since our inception, we have provided wide range of management development training, business strategy and technical skills training courses to over 100 leading international corporations and government establishments. Our growing client profile:

Almansoori Wireline Services (Thailand) Maersk Drilling PT Perusahaan Gas Negara

Arabian Bridge Company for Oil Services Maersk Oil Qatar PT PLN (Persero) Kantor Pusat

Asetanian Marine Pte Malakoff Corporation Berhad PTT Exploration & Production

Bangladesh Oil, Gas & Mineral Corp Malaysia LNG PTTEP International Limited

Bergen Group ASA Malaysia Marine & Heavy Engineering PTTEP Iran Company Limited

BG Exploration and Production India Malaysia-Thailand Joint Authority PTTEP Oman Company

BJ Services Company Middle East Media Chinese International PVD Offshore Services Co.

BP Exploration & Operating Vietnam Mid-Continent Equipment Group Pte Ranhill Engineers & Constructors

BP Exploration Operating Company MISC Berhad Rhodia Asia Pacific Pte

BP Indonesia / Singapore & Vietnam Mitsui Oil Exploration Co. Repsol

Brunei LNG MMS (Insurance Brokers) Royal Norwegian Embassy

Brunei Petroleum Murphy Oil Corporation Sabah Shell Petroleum Co

Brunei Shell Petroleum Co National Healthcare Group Sapura Energy

Cairn Energy India Pty Nations Petroleum (SE Asia) Sapuracrest Petroleum Berhad

Carigali Hess Operating Co. Newfield Peninsula Malaysia Inc. Sarawak Shell Berhad

Carigali PTTEPI Operating Company Nipon Oil Exploration (Malaysia) Saudi Arabian Oil Company

CGG Veritas (M) Oceaneering International Saudi Basic Industries Corp

Charnavon Petroleum Offshore Geo-Surveys Schlumberger Oilffield (S) Pte

Chevron Asia South Optimal Chemicals (M) Scomi Oiltools

Chevron Thailand E & P Optimal Olefins (M) Shell Eastern Petroleum

CNOOC PC Vietnam Shell MDS (Malaysia)

Cuulong Joint Operating Company PCPP Operating Company Shell Saudi

Det Norske Veritas (DNV) As Pearl Energy (Nam Conson) Sime Darby Plantation Sdn Bhd

Det Norske Veritas Pte PERMATA Singapore Petroleum Co.

Dof Subsea Australia Pty Permata - PMTSB SN Aboitiz Power

DPS Bristol (M) Pertamina Learning Center S-Oil Corporation

Esso Malaysia Berhad PetroEnergy Resources Corp. Talisman Malaysia

ExxonMobil E & P Malaysia Inc. Petrofac Malaysia Limited Tately N.V.

First Gas Power Corporation Petroleum Insitute of Thailand Technip Geoproduction (M)

Genting Oil & Gas Petroleum Well Logging Co. Teknik Janakuasa

Geomechanics International Petrolux Temasek Holdings Pte

Greatwall Drilling Company PETRONAS Holdings Tenaga Nasional Berhad

Halliburton Energy Services, Inc. PETRONAS Carigali Thang Long JOC

Hercules Tanjung Asia PETRONAS Carigali Vietnam Limited TL Offshore

Hess (Thailand) Limited Petronas Dagangan Berhad Total (China) Investment Co. .

Hoang Long Hoan Vu JOC PETRONAS Gas TOTAL E&P Indonesia

Intisari Oildfield Service PETRONAS Methanol (Labuan) Trans Thai Malaysia

Intra Oil & Services Bhd PETRONAS Penapisan (Melaka) Transwater API

Japan Vietnam Petroleum Compan Petrousaha Engineering Services Tri-M Technologies (S)

Kavin Engineering & Svcs Pte Petrovietnam Drilling & Well Services Truong Son JOC

Kebabangan Petroleum Operating Co. Powertium Marine UMW Standard Drilling

KUFPEC Regional Ventures (Indonesia) Premier Oil Indonesia University New South Wales

Lam Son JOC PT Halliburton Indonesia Vastalux

Lion Rig Builder Pte PT Medco E&P Indonesia Vinyl Chloride (Malaysia)

Lundin Malaysia B.V. PT Pertamina (Persero) Head Office YTL Power International Berhad





IN-HOUSE TRAINING SOLUTIONS petroEDGE® focuses on skills development in 3 main areas – Engineering, Management and Strategy for Upstream Exploration and Production Business. Our In-House Training Solutions Team offer a full spectrum of short courses, curricular competency based solutions that can be customised to your long term and short term business needs.

Types of In-House Programmes offered FUNDAMENTAL PROGRAMMES

Introduction to Exploration & Production Drilling Essentials LNG Fundamentals Introduction to FPSO CBM & Shale Gas Technical Fundamentals

TECHNICAL PROGRAMMES

Operations Geology (Level 2) Basin Analysis (Level 2) HPHT Well Engineering Deepwater Well Engineering Deepwater Well Operations Well Intervention

Well Integrity Management (Drilling & Production) HAZOP Assessment & Leadership HPHT Completions Techniques Well Operations and Maintenance Stuck Pipe Prevention & Fishing

Train-the-Trainer: Gas Processing Level 1 Train-the-Trainer: Gas Processing Level 2

MANAGEMENT & SOFTSKILLS PROGRAMMES Technical Report Writing & Presentation Skills Writing Standard Operating Procedures

EPCIC Contract Management Techniques Advanced Budgeting & Forecasting in Oil & Gas E & P Accounting Finance for Non-Finance Leadership & Team Dynamics

“TRAIN-THE-TRAINER” PROGRAMME

The "Train-the-Trainer" program has proven to be one of the most cost effective methods for embedding the process of delivering and facilitating crucial training programmes within your organisation in terms for sustainable skills and knowledge development. “Train the Trainer” programme and its specific deliverables provide in-depth concept knowledge, instructor training, and facilitation skills. This experience prepares select employees to become internal Program Leaders, licensed to teach internally. The internal trainer can play a critical role in developing and implementing programs that align the organization for success. This programme will be a carefully designed approach for sustainable and effective organisational improvement. The role-out will reflect the immediate on and on-going challenges faced within your organisation.

CURRICULUM DEVELOPMENT PROGRAMME SERVICES

With the constant changing of business environment and volatile economy, every company, big or small, needs to stay abreast of the rapidly evolving developments and acquire new competencies in order to stay competitive. Our key pool of trainers, industry experts and consultants are available to develop a Curriculum Development training programme to help you attain relevant competencies in the area that is most needed. To learn more, call us at +65 6741 9927 or email [email protected]


https://www.nrgedge.net





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PAYMENT METHODS By Cheque/ Bank Draft Make Payable to Asia Edge Pte. Ltd.

By Direct Transfer Please quote your invoice number with the remittance advise Account Name: Asia Edge Pte. Ltd. Bank Number: 508 Account Number: 762903-001 Swift Code: OCBCSGSG

All bank charges to be borne by payer. Please ensure that Asia Edge Pte Ltd receives the full invoiced amount. PAYMENT POLICY Payment is due in full at the time of registration. Full payment is mandatory for event attendance. By submitting this registration form, you have agreed to Asia Edge Pte Ltd’s payment terms CANCELLATIONS & SUBSTITUTIONS You may substitute delegates at any time. For cancellations received in writing more than seven (7) days prior to the training course, delegates will receive a 100% credit on the amount paid which can be used in another Asia Edge Pte. Ltd. training course for up to one year from the date of issuance. The credit is transferable to other persons in the same company and applicable against any future Asia Edge Pte. Ltd. public course. For cancellations received seven (7) days or less prior to an event (including day 7), no credit will be issued. In addition, a cancellation fee equivalent to 15% of the course fee will be charged. In the event that Asia Edge Pte. Ltd. postpones or cancels a course, delegate payments at the date of cancellation or postponement will be credited to a future Asia Edge Pte. Ltd. course. This credit will be available for up to one year from the date of issuance, and it is transferable to other persons in the same company and applicable against any future Asia Edge Pte. Ltd. public course. Asia Edge Pte. Ltd. does not provide refunds for cancellations and postponements or waive fees for unpaid invoices upon receipt of registration. PROGRAM CHANGE POLICY Please note that speakers and topics were confirmed at the time of publishing; however, circumstances beyond the control of the organizers may necessitate substitutions, alterations or cancellations of the speakers and/or topics. As such, ASIA EDGE PTE LTD reserves the right to alter or modify the advertised speakers and/or topics if necessary. Any substitutions or alterations will be updated on our web page as soon as possible.

This brochure may not be copied, photocopied, reproduced, translated, or converted to any electronic or machine-readable form in whole or in part without prior written approval of ASIA EDGE PTE LTD

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R E G I S T R A T I O N F O R M
