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Petronas Carigali competency program takes outcome-based approach to training

Posted on 10 April 2013

By Linda Hsieh, managing editor

A competent person must have not only the right skills, knowledge and experience but also the right behavior, Afizza Anis A. Rahman, drilling technical coach for Petronas Carigali, said in a presentation at the 2013 IADC HSE&T Asia Pacific Conference last week.

A competent person must have not only the right skills, knowledge and experience but also the right behavior, Afizza Anis A. Rahman, drilling technical coach for Petronas Carigali, said in a presentation at the 2013 IADC HSE&T Asia Pacific Conference last week.

Petronas Carigali is collaborating with industry service providers, including Halliburton and In Step, on a new approach to competency assurance that the companies call outcome-based training. Driven by advancements in technologies related to deepwater, HPHT, unconventionals and more, Petronas Carigali has established the All-Rounded Drilling (ARD) program. It addresses the industry talent gap and to improve overall operational efficiency, Afizza Anis A. Rahman, drilling technical coach for the company, said in a presentation at the 2013 IADC Drilling HSE&T Asia Pacific Conference in Singapore last week. “We have a lot of the Generation X and Generation Y engineers… this is where we want to actually put a training program to accelerate their technical competency,” Ms Rahman said. “The most important thing is we will be able to sustain them in the company and also in the industry.”

Under the ARD, trainees must complete at least two years as drilling engineer or wellsite drilling engineer. At the same time, they will undergo offshore and classroom training, as well as coaching/mentoring by in-house technical coaches. The emphasis is to have each employee undergo a broad spectrum of training covering well engineering, well construction, drilling fluids, well completion, well intervention and HSE before deciding on a discipline in which to specialize. “We want the right people for the right job. We don’t want the right people for the wrong job,” Ms Rahman said.

She explained that the training does not focus solely on technical capabilities but also behavior. A competent employee must have the right skills, the right knowledge and the right experience, she said. “However, having all these three, without having good behavior, (the employee) doesn’t have it all. We want to make sure we have the right people with the right competency that covers these four items.”

Performance monitoring is a strong component within the outcome-based training approach, with regular appraisals and performance reviews conducted to provide 360˚ feedback. “Definitely we will share with them how they’re performing… The way forward will be discussed in detail covering their strengths and weaknesses so they know where to improve next time,” Ms Rahman said.

Another important element of the program is a reward and recognition plan. “Engineers will ask, ‘If I go into this program, what’s in it for me?’” she said. Petronas Carigali stresses to employees the accelerated technical competency they can achieve by participating in the training, as well as visibility within the organization. Self-marketability is another significant benefit, and Ms Rahman notes that although Petronas Carigali will try to keep the program graduates within the company, “but at least if they go out, they will have the basics to deliver.”

No matter what results Petronas Carigali obtains from this program, Ms Rahman emphasizes that follow-ups will be made with each employee. “Whatever outcome from the development program should be assessed, documented and followed up with specific actions. If you don’t have any follow-ups on the actions, the competency will not sustain. It will die off as soon as your training program is over,” she said.

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