UPLIFT HANDBOOK

2019

Brought to you by Global Resource Planning & Capability, COE

 CONTENTS

DEFINITION 1
WHAT IN FOR ME 2
SECTION KIND OF FUTURE TALENT 2
4 FUNDAMENTAL PILLARS 3
1 FUNCTIONALITY ANALYTICS & DIGITAL SAVVINESS 4
COMPETENCY DEVELOPMENT ROADMAP 5

LNG, PTP & NPTP FUNCTIONAL 6

COMPETENCY PROGRAM 7
CONTRACT & FINANCIAL MANAGEMENT 8
SECTION ANALYTICS & DIGITAL SAVVINESS 10
2 COMPETENCY DEVELOPMENT ROADMAP 11
WORK MANAGEMENT 12

EARLY BROADENING PROGRAM 14

6 ACTION BASED LEARNING MODULES 16
MASTERY PROGRAM FOR GEOSCIENCE 17
UPSTREAM PETROLEUM EXCELLENCE (UPTREX) PROGRAM 18
SECTION SKG 10 EARLY BROADENING PROGRAM 20
3 4 GUIDING PRINCIPLES FOR PE BROADENING PROGRAM 22
ALL ROUND DRILLING 24
ARD PROGRAM FRAMEWORK 25
ARD ENABLES FLEXIBLE CAREER PATH OPTIONS 26

OIM/PS-MS COMPETENCY 28
PREREQUISITES FOR APPOINTMENT 30
STRUCTURED COMPETENCY DEVELOPMENT PROGRAM 32
SECTION SUSTAINMENT & STANDARDIZATION 35
PANELMAN COMPETENCY FRAMEWORK 36
4 LNG PANELMAN COMPETENCY FRAMEWORK 37
PANEL OPERATORS TRAINING & CERTIFICATION PROGRAM (POTCP) 38
COMMON THEMATIC PROGRAM 39
 EARLY BROADENING PROGRAM 40
EXPLORATION GEOSCIENCE CAPABILITY
SECTION DEVELOPMENT PROGRAM 41
6 GRADUATES PROGRAM 42
PROFESSIONAL LEARNING 43
MASTERY PROGRAM 44

CORE SPECIFIC & FUNCTIONAL PROFILE 45

NET MULTISKILLING 46
SECTION DEFINITION 47
MULTISKILL DEVELOPMENT FRAMEWORK 48
7
PANELMAN COMPETENCY FRAMEWORK 49
SELECTION CRITERIA OF PANELMAN 50

COMMON THEMATIC PROGRAM FOR UPSTREAM EXECUTIVES 51

8 COMPONENTS OF OIL & GAS VALUE CHAIN 52
SECTION 7 ESSENTIAL CORE CAPABILITY ELEMENTS 53
3 LEARNING METHODOLOGIES 54
8
E-LEARNING 55
CLASSROOM 56
ON-JOB-TRAINING (OJT) / CASE STUDY 58
DEFINITION

We own & drive

Upstream Technical
Capability Development
agenda
to build
competent & capable
technical workforce

Hub of Technical Talent Innovative Capability

Strategic thinker Solutions Provider
Management Expert
Excellent Technical Programme LEAN Workflow, PCB Digitalized Technology
Deployment practitioner Deployment

1
 WHAT IN FOR ME
Next Level Readiness
Going beyond technical skill development to prepare
you for complex challenges

Targeted Role Development

Enabling tenured executives & non-executives to
achieve efficiency and safety

Creating ‘One PETRONAS’ Thinking

Helping you look beyond your role and connect with
aaa other parts of PETRONAS

New Opportunities
Developing a fungible skillset that will
make you fit for multiple roles

KIND OF FUTURE TALENT

Fungible, technically
Safety first mindset
competent
capable of prioritizing
ready to move between
the safety of their crew
roles with ease as per
and self
business requirements

Commercially acute & cost

Role relevant functional
conscious
skills
enabled to identify and
possesses the skills
act on value creation
necessary to lead teams
opportunities
and business

2
4 FUNDAMENTAL PILLARS

Broadening Technical Skills

Increase the diversity of your skillsets through structured exposures
and experiences early in your executive career

Critical Roles Capability Development

To enhance competency development for selected upstream positions

through customized development initiatives. More positions to be
added in due course

Functional Capability Development

Will provide a structured framework for business management skills

development among upstream executives

Full O&G Value Chain Awareness

Will provide classroom learnings and first hand exposure to the

different stages of the O&G value chain, from exploration to
abandonment

3
FUNCTIONALITY ANALYTICS & DIGITAL SAVVINESS

Definition
Analytics & digital savviness is the ability to
collect, process, use and protect data, enabled
through technology for making informed
business decisions

Upstream SME:
CDO Office
Upstream IT
Cybersecurity division

Digital
transformation

Digital ecosystem

Data analytics &

Data driven
decision making

4
 COMPETENCY DEVELOPMENT ROADMAP

FUCTIONAL COMPETENCIES

Level 1 Knowledge Skills

Upstream Digital Priority (N) Digital by Design Foundation (N) Digital by Design Best Practices (N)

Industrial Revolution 4.0 via Petronas

Youtube channel (N)
Agile management (N)

Enterprise Architecture Awareness

Digital Ecosystems Foundation (N) Digital Ecosystem Best Practices (N)
(N)

Managing performance and analytics

Business Intelligence (BI) foundation BI Data Modelling
with BI

HMM Spark: Big Data Analysis (articles)

Concepts of Data Liberation, Governance

and Sovereignty (N)

classroom e-learning on-the-job training 1. N – Signifies new modules

5
LNG, PTP & NPTP FUNCTIONAL
COMPETENCY PROGRAM

3 categories of functional competencies applicable

across upstream with role relevant adjustments

Contract & Financial Analytics & Digital Work

management savviness management

Self driven
Delivered primarily through e-learning & OJT experiences
with minimal classroom interventions

Built off existing

Leverages pre-existing content which is customized (if
required) to meet audience specific needs

Need based
All functional programs are need based and driven by the
requirement to close identified JCP gaps

Evolving
Functional skills development program to fully mature over
the next one year

6
 CONTRACT & FINANCIAL MANAGEMENT

Functional Competency: Contract & Financial

Management

7
COMPETENCY DEVELOPMENT ROADMAP

COMPETENCY DEVEL

8
LOPMENT ROADMAP

9
ANALYTICS & DIGITAL SAVVINESS

10
 11
COMPETENCY DEVELOPMENT ROADMAP
WORK MANAGEMENT

1. Knowledge and skills required for applying business processes relevant for the role e.g. for an LNG
Executive this can include Turnaround management. Physical asset management and material and
inventory management

12
 13
COMPETENCY DEVELOPMENT ROADMAP
EARLY BROADENING PROGRAM

Nurture broad-based capabilities early

Experiential programs that increase the
breadth of employee skillsets to develop
fungible and versatile talent

3 initiatives that covers the

breadth of
SKG 9, 10 & 25 competency
program

UPTREX Program

SKG 10: Petroleum

Engineering

Exploration Enhanced ARD

Broadening Program
Program

SKG 9: Geoscience SKG 10: Wells

14
 15
Exploration Capability Development Framework to build
Geoscience talent across all levels of seniority
Foundation Strengthening Leading Organization
Level

G1 G2 – G4 G5 – G6 G7 – G8
New Entrants < 3 years Executives and Senior Executives Staff Principal
Capability Development Programs

Graduate Program : Filling the Gap: Mastery Program :

Know the Business
Integrated Module L1 course
Digital Learning on Demand
Action Based Learning (ABL-L2)
Be Competent First Class Explorer
Digital Learning on Demand Digital Learning on Demand
Action Base Learning (ABL-L3). Seminar & Technical Workshop (GTW)
Classroom training. Basin Analysis Mastery
On-Job-Training Prospect Maturation Mastery
(Special Projects, International Job Strategy & Commercial Savviness Program
Postings, etc)
Specialist Training programs (SDP, Specialized
OJT)
6 ACTION BASED LEARNING MODULES

Graduate Be Competent
Program Program

The program comprises of Action Based The program comprises of Action Based
Learning Level 2 using 3 different datasets Learning Level 3 using 3 different datasets

1 Salt Tectonic: 4 Salt Tectonic:

ABL L2 (GOM, Digital Learning &
West Africa) ABL L3
2 Carbonate: 5
ABL L2 (Luconia,
Carbonate:
Digital Learning
Middle East)
& ABL L3

3 Deepwater: 6
Deepwater:
ABL L2 (Sabah, Digital Learning &
GOM, WATM) ABL L3

Action Based Learning Modules

Basin, Pet. System & Seismic Seismic Seismic

Play Analysis Acquisition Processing Interpretation

Prospect Reservoir
Maturation Modeling

16
 MASTERY PROGRAM FOR GEOSCIENCE

A series of advanced development programs designed

for Geoscience Technical Professionals
to become technically competent Global Explorers
with a robust business acumen

Mastery Program Framework

Generalist & Specialist

Basin & Ventures Thematic Advanced 4 Leadership

1 Learning Existing PLC Leadership
Programs
Salt Geology
DW Sediment Decision Quality
Carbonate
Joint Industry Project Research
Specialised Geoscience Discipline 5
2 Mastery Energy & Geoscience Institute
Geophysics (EGI) – Uni. of Utah SEACAL, CSI
– Uni. Technology Petronas
Reservoir Geoscience
Geo Lab – Uni. of Texas,
3 Austin
Commercial Savviness
6 SDP
Explorer Commercial Series - Several
Series with DZA conducted (Judgment MSc
on Uncertainties, Base Rate & Sketch PhD
Prospect)

SKG02- Upstream
Commercial Academy
SKG10 – Practices of
Petroleum Economic for
Exploration

17
UPSTREAM PETROLEUM EXCELLENCE (UPTREX)
PROGRAM

Foundation Strengthening

G1 G2 – G4

New Entrants < 2 years Executives and Senior Executiv

Level

Proficiency Level: Proficiency Level: P

AWARENESS KNOWLEDGE-SKILL
[1- 2 years] [3-5 years]

Stre
Attachment / Assignment
FDP, Surveillance, RM, PEC
Early Broadening concept for PE New
Entrants
Unco
Capability Development

Assessment & Examination

Develop knowledge and

demonstrate capable to perform
job with assistance
Fundamental learning MPM

PD&
Assign to asset/projects
Broadening TI&R

Area o

ACD

18
 Leading Organization

G5 – G6 G7 – G8

ecutives Staff Principal

Proficiency Level: Proficiency Level:

SKILL-ADVANCE ADVANCE-EXPERT
[3-5 years] [7-12 years]

Streaming into Business

Technically Qualified
Generalist or Specialist

Uncon COE PE
Technical Business Technical
Specialist
Competency Assessment

MPM Assets

Drive and supervise the work implementation

PD&T COE OE
Steer and guide team for project deliverables

Competent Assessor
Area of Specialization (AOS)

19
SKG 10 EARLY BROADENING PROGRAM

Progr

Onboarding & Mandatory Programs

Reservoir Management &

Surveillance
(5)
PIPE EPM
Classroom Trainings

Fundamentals of Petrophysics
(6)

HSEMS BOSIET
Fundamentals of Drilling
Operations
(10)

On the Job Training at Relevant Business U

Dedica

Site Visits: E&P Labs, Supply Base, Core Warehou

20
am Modules

E-learning

Practices of Reservoir Engineering PETRONAS Resource Management

(9) System (2)

Final Assessment
Virtual
Simulation
(10)
Geology for Non-Geologist Well Completion Design
(2) (5)

Production Enhancement Petroleum Contract Practices of PEC

(5) (2) (3)

Unit – Rotation between surveillance, rigs & FDP

ted Coaching

se, Oil/Gas Terminal, Construction Yard & INSTEP Rigs

21
4 GUIDING PRINCIPLES FOR PE BROADENING
PROGRAM
On-the-Job Training
2 years of On the Job
Training at surveillance,
drilling rigs, & field
development planning
Supervisors’ Key Roles
Participants are treated as
active contributors and entitled
to performance appraisals,
where supervisors (E3/E4 level)
are accountable for their hands
on exposure and development
22
TPs, CoE & Regions
Commitment
TPs from the business unit will
be appointed as mentors to
ensure the execution of
rotational On the Job Training
and provide coaching in
respective areas
Dedicated Coaching
Dedicated coaches from GRPC
will ensure the completion and
quality of all elements in the
program
 ALL ROUND DRILLING

SKG 25 CAPABILITY DEVELOPMENT

FRAMEWORK

Foundation Strengthening

G1 G2 – G4

New Entrants < 2 years Executives and Senior Executives

Level

Proficiency Level: Proficiency Level: Proficiency Level:

AWARENESS KNOWLEDGE-SKILL SKILL-ADVANCE
[1- 2 years] [3-5 years] [3-5 years]

Leading Organization

G5 – G6 G7 – G8

Staff Principal

Proficiency Level:
ADVANCE-EXPERT
[7-12 years]

Attachment / Assignment to Streaming into Business

projects
Early Broadening concept for
Wells New Entrants
Develop knowledge and
Final Written Assessment

Wells
demonstrate capable to perform job
with assistance

Fundamental learning Assets

Adjacent skills through OJT at
offshore

PD&T
Assigned to 5 disciplines
Broadening TI&R (ARD)

Uncon

ACD
Society of Petroleum Engineers (SPE)

Institute of Engineering Malaysia (IEM) / Board of Engineering Malaysia (BEM)

23
ALL ROUND DRILLING

Attachment / Assignment to Streaming into Business

projects
Early Broadening concept for
Wells New Entrants
Final Written Assessment Develop knowledge and
Wells
demonstrate capable to perform job
with assistance

Fundamental learning Assets

Adjacent skills through OJT at
offshore

PD&T
Assigned to 5 disciplines
Broadening TI&R (ARD)

Uncon

ACD
Society of Petroleum Engineers (SPE)

Institute of Engineering Malaysia (IEM) / Board of Engineering Malaysia (BEM)

Technically Qualified
Generalist or Specialist

Technical Business
Specialist Technical
Competency Assessment

Drive and supervise the work

implementation

Steer and guide team for project

deliverables

Competent Assessor

Ready for assignment to MPM

Society of Petroleum Engineers (SPE)

Institute of Engineering Malaysia (IEM) / Board of Engineering Malaysia (BEM)

24
 ARD PROGRAM FRAMEWORK

Program Governance by GRPC

in collaboration with Business
& Function HR

ARD is a qualifier program which provides staff with broad-based, hands on exposure in all
aspects of Wells Operations

Phase 1 (6 – 12 months) Phase 2 (1 – 2 years)

Seeding Program ARD Program

10 mandatory
8 seeding
14 Base Technologies
classroom courses
Pre Baseline Assessment

Final Written Assessment

including Well
Assessment Coaching
programs
including PIPE, 5 Key Technologies
Engineering Theory
HSE & & Software, Well
completion, Well
Fundamentals of
Drilling
11 Mandatory Courses
Intervention etc.
Operations (FDO)
Gain awareness/knowledge of key project components
related to all 5 disciplines

Project Offshore OJT

Attachment (Min 2/Yr)

E-learning Coaching
(e-library) by Sr. Eng.
Learning Levers Used

Personalised Journeys

25
ARD ENABLES FLEXIBLE CAREER PATH OPTIONS

Well Engineering /Fluids Well Construction

Custodian
Engineer 1 Chief Drilling Superintendent/
Professional (TP/TM)1

Custodian Subject Matter

General Manager Custodian Expert
Engineer 2

Senior Manager Principal Subject Matter Drilling Superintenden

Principal Engineer
(Prefer TP qualified) Expert (TP/TM)1

Manager Staff
Staff Subject Matter Expert Drilling Supervisor (TP/T
(TP/TM) Engineer

Senior Wells Engineer

Deputy Drilling Supervis
(Completion/Intervention/Well Engineering/Fluid)

Wells Engineer
(Completion/Intervention/Well Engineering /Fluid)

ARD (Enhanced ACD)

1. E.g. HPHT, Deepwater, ERD, Carbonate Drilling specialization career option depending on business requirement.

26
 Well Completion

nt/Drilling
M)1

>12
years
Workover Superintendent/ Workover Completion Superintendent
Professional (TP/TM)1 /Completion Professional (TP/TM)1
ent
9 -12
years

/TM)1 Workover Supervisor (TP/TM)1 Completion Supervisor (TP/TM)1

6 -9
years

visor Deputy Workover Supervisor Deputy Completion Supervisor

3 -6
years

Night Drilling Supervisor Completion Engineer

1-3
years

D)

27
 OIM/PS-MS COMPETENCY

Right HSE mindset and skills of our

OIM & PS/MS with professional
certifications and programs

Critical roles to safeguard our assets

OIM PS / MS Panelman

OIM PS/ MS Competency Development

Framework
Journey >E2

OPCEP
Operations

TE
PS/MS OIM Field Manager
NT5 BTEC MME BTEC MME
Prerequisites

PS/MS Prerequisites OIM Prerequisites

PS/MS Technical Competency OIM Behavioral Competency

Assessment Assessment

1 Prerequisites for appointment 2 Structured Competency Development Program

Development Interventions

Professional Competency Managing Major

PS/MS Technical Certification (BTEC) Emergency (MME)
Competency Assessment
OIM & PS/MS Selection
Criteria
OIM Behavioral
Competency Assessment Emphasize on HSE, PSM & Asset Integrity
requirements

28
 OIM/PS-MS COMPETENCY FRAMEWORK

Production
r Asset Head
Head

3 Sustainment & Standardization

OIM Periodic Competency Enhancement Program (OPCEP)

29
PREREQUISITES FOR APPOINTMENT

Candidates Pre-requisites
PS/MS Succession Pl

ACD Results
PPA Results
Be PCB Results
Upstream work experience
Superior Recommendation
Technical Executive M
NT5

OIM Succession Pla

PS/MS BTEC Certification

MME Competency Certification
ACD Results
PPA Results
Be PCB Results
Upstream work experience
Production Supervisors Superior Recommendation
Maintenance Supervisors

30
 Assessment Successors
Succession Planning

HSE & Regulatory Compliance

Governance & Compliance
Strategic Planning & Cost Optimization
Production & HC Management
Physical Asset Management
Project Management
Multidisciplinary Engineering Appreciation Production Supervisors
Maintenance Supervisors

Succession Planning

Impact & Influence

Collaborative Leadership
Resilience & Tenacity
Business focus
Driving execution
Decision making
Problem Solving
Offshore Installation Managers

31
STRUCTURED COMPETENCY DEVELOPMENT
PROGRAM
Professional Certification Program (BTEC)
assures personnel’s competency through
experiential learning and certification process

OIM & PS/MS BTEC Competency Elements

OIM Specific
 Manage Improvements
 Manage Simultaneous Operations
PEARSON SRF BTEC
Level 4 Professional  Manage Finance & Human Resources
OIM
Diploma in Oil and
Gas Installation
Management

Common
OIM/PS/MS
 Manage Emergency
Responses
 Manage HSE
 Process Safety
Management (PSM)
 Manage Production &
PEARSON SRF BTEC Maintenance
Level 4 Professional Operations
Diploma in Oil and Gas  Manage Information
Facility Management MS Specific & Decision Making
PS Specific  Maintenance
 Well Integrity  Management
 Process  Turnaround
Control Management
 Production  Project
Optimization Management

OFFSHORE TERMINAL FSO/FPSO

32
BTEC Professional Certification Framework

• Apply and Assessment by

practice in BTEC assessor
workplace

• One-to-one
Program assessment Assessment by Completion of
Rollout BTEC Internal BTEC
• Demonstrate Verifier Certification
competency
through oral
questioning
and provision Assessment by
of evidences BTEC External
Verifier

Duration : 12 months

33
STRUCTURED COMPETENCY DEVELOPMENT PROGRAM

Managing Major Emergency (MME) Assessment

Training Modules

Table Top Exercise

Theories
3 Days (Scenario A, B, C)*

Worksite practices

Leading Safety Drills Coaching by

as OSC 3–6 Certified OIM
Months

Assessment Modules
Scenario
Briefing &
Assessment (A,
Refresher 2 Days B, C)*

Coaching & Pre-

assessment 1st Time
No
Coaching & Pre- Pass
assessment Assessment?
2nd Time
Yes
Subjected to Mgmt
Decision Certificate of Competency
3rd Time (Valid for 3 Years)

MME Training Modules: Pre-requisites for MME MME Certification

 Principles of emergency
management
 Practical scenarios
 Briefing & debriefing
sessions
Assessment: validity:
 Min 2 worksite safety  3 Years
drills within 3-6 months
and take role as OSC
prior to MME assessment

34
 SUSTAINMENT & STANDARDIZATION

OIM Periodic Competency Enhancement Program (OPCEP) assures

sustenance of OIM competencies through 2-yearly assessment by
3rd party assessors

Program Objectives

Provide on the spot

Observe & Interview Provide action items on Share best practices
feedback and
OIM to assess areas for improvements to observed at the facility
coaching on issues
competency levels be acted upon and closed with OIM fraternity
observed

Program Delivery

Very experienced assessors

Morning Meeting Facility OIM Interview
Observation Walkabout
Internal

Wrap Up Session with Records Onsite Safety Drill

External OIM Verification

Program Impact

Safety issues observed & Operations issues observed and

Best practices introduced & shared
highlighted highlighted

Well flowline dampener in lock position Excessive flaring due to low

gas injectivity rate
Boat crew personnel not wearing safety
harness during personnel transfer
Compressor skid oil spill Loose Grating Hunt Walkthrough Cleanup
Badly corroded well hatch cover latches

35
PANELMAN COMPETENCY FRAMEWORK

Critical roles to safeguard our assets

OIM PS / MS Panelman

Panelman Competency Development Framework

Enhanced from previous program New modules

Hearts & Minds – 2 days MME Briefing & Assessment – 4

Intrinsic motivation days
Mindset change
Enhance Panelman capability
Approved Standards

Practical training &

Process Safety Management E-
Assessment – 9 days
learning - 2 days
On-site instead of INSTEP
1 day software familiarization HSEMS (A¹&K²)
3 days DCS classroom training Process Safety Information (A¹)
3 days Simulation assessment Operating procedure (A¹)
2 days Oral question Alarm Management (A¹)
SOE (A¹)

1. Awareness 2. Knowledge

36
 LNG PANELMAN COMPETENCY FRAMEWORK

LNG leverages the Panelman Competency Development

Framework drawing on existing Panel Operators Training &
Certification Program (POTCP)

POTCP Panelman Competency Development Framework

M1
M1 (3 DAYS) E-learning (2 DAYS)

Distribution Control System M1

M5

M2
M1 (3 DAYS)
Hearts & Mind (2 DAYS)
Process Control
Emphasis on intrinsic
motivation (mindset change)
M3
M1 (2 DAYS)

Process Troubleshooting
Practical & Assessment ( 9
DAYS)

M4
M1 (2 DAYS) M1 M2 M3 M4 M1

Plant Operations Practices

MME Panelman (4 DAYS)

M5
M1 (2 DAYS)
MME is embedded into the Process
Process Safety Practices M1 Safety Practices to adhere plant
HSE M5 requirements in handling
emergencies

37
PANEL OPERATORS TRAINING & CERTIFICATION
PROGRAM (POTCP)

In expediting the competency of MLNG

panel operators, MLNG has engaged
INSTEP to facilitate POTCP

Panel Operator is one of the 13 POTCP has been deployed to

Clusters of the Plant Critical Downstream OPUs since 2013
Technical Position (PCTP) and was launched in MLNG
since March 2014

Panel Operators Training & Certification Program

(POTCP) for MLNG
No Module Duration Location

1 Distribution Control System 3 days INSTEP

2 Process Control 2 days INSTEP

3 Process Troubleshooting 2 days KL & Miri

4 Plant Operations Practices 2 days KL & Miri

5 Process Safety Practices 2 days KL & Miri

38
 COMMON THEMATIC PROGRAM

LNG leverages the Panelman Competency Development

Framework drawing on existing Panel Operators
Training & Certification Program (POTCP)

POTCP Panelman Competency Development Framework

M1
M1 (3 DAYS) E-learning (2 DAYS)

Distribution Control System M1

M5

M2
M1 (3 DAYS)
Hearts & Mind (2 DAYS)
Process Control
Emphasis on intrinsic
motivation (mindset change)
M3
M1 (2 DAYS)

Process Troubleshooting
Practical & Assessment ( 9
DAYS)

M4
M1 (2 DAYS) M1 M2 M3 M4 M1

Plant Operations Practices

MME Panelman (4 DAYS)

M5
M1 (2 DAYS)
MME is embedded into the Process
Process Safety Practices M1 Safety Practices to adhere plant
HSE M5 requirements in handling
emergencies

39
EARLY BROADENING PROGRAM

Nurture broad-based capabilities early

Experiential programs that increase the
breadth of employee skillsets to develop
fungible and versatile talent

3 initiatives that covers the

breadth of
SKG 9, 10 & 25 competency
program

UPTREX Program

SKG 10: Petroleum

Engineering

Exploration Enhanced ARD

Broadening Program
Program

SKG 9: Geoscience SKG 10: Wells

40
EXPLORATION GEOSCIENCE CAPABILITY
DEVELOPMENT PROGRAM

Exploration Capability Development

Framework to build Geoscience talent
across all levels of seniority

Foundation Strengthening
Level

G1 G2 – G4

New Entrants < 3 years Executives and Senior Executives

Graduate Program :
Capability Development Programs

Professional Learning
Know the Business

Integrated Module L1 course Digital Learning on Demand

Action Based Learning (ABL-L2) Action Base Learning (ABL-L3)

Classroom training.
On-Job-Training
(Special Projects, International Job
Postings, etc)

Leading Organization

G5 – G6 G7 – G8

Staff Principal

Mastery Program :
First Class Explorer

41
GRADUATES PROGRAM

42
PROFESSIONAL LEARNING

43
MASTERY PROGRAM

44
 CORE SPECIFIC & FUNCTIONAL PROFILE

Introduction of Fit for Purpose Competency Profile encompassing the

technical, leadership and functional competencies required for the job
/ function.

Core Generic Technical  TKH selection based on the elements

Competencies (i.e. CTI)
required for the job / function
 Provided through suggested TI&R ruler of
Job Specific Adjacent Technical Technical and Business Skill Groups
Competencies

Universal business skills that complement leadership and technical

competencies required to effectively perform the job/role
Functional Generic competencies, e.g.
Generic Skills • Analytics and Digital Savviness
Job Specific Skills
• Continual Learning
Job specific competencies, e.g.
• Planning & Executing
• Work Process Management

Leadership
Organization’s 6 Leadership Competencies
Common, e.g.
Common to All
• Authentic Elective, e.g.
Elective • Connected • Vision & Strategy
• Clear Thinking • Transformative
• Value Focused

Illustration:
Operation Engineer Tech. Serv. Engineer Sr. Engineer (Autonomous)
Key success factor for skill acquisition
1 1 1 2 3 is through job rotation or mobility
- 2 4 5 6 within the different functions via talent
2
- A B C A B C
uberisation.

45
NET MULTISKILLING

Oil & Gas industry players are generally

practicing 4 Skill Work Process

Fully competent in his Core Fully competent in his Core Discipline up

Discipline up to level 2 or level 3 to level 3 & able to perform duties in
Competency Level depending on the another discipline up to level 2
job requirement Competency Level

Core: Mechanical (L3)

Core: Mechanical (L3)
2nd Skill: Instrument (L2

Singleskill Dualskill
e.g. PETRONAS
e.g. PETRONAS &
(Upstream) &
EXXON
EPOMS

Multiskill Multitask
e.g. SHELL, EPOMS, TOTAL & BP e.g. PETRONAS
(Downstream)

Fully competent in his Core Discipline Fully competent in his Core Discipline up to
up to level 3 and able to perform level 3 and able to perform selected task in
duties in 2 or 3 other discipline up to 2 or 3 others discipline at level 1
a Level 2 Competency Level Competency Level

Core: Production (L3) Core: Well Services (L3)

2nd Skill: Mechanical (L2) Multitask: Instrument (L1)
3rd Skill: Instrument (L2) Multitask: Electrical (L1)
4th Skill: Electrical (L1) Multitask: Mechanical (L1)

46
 DEFINITION

LEVEL 2 (L2): Competent in Performing a

LEVEL 1 (L1): Competent in
Significant Range of Varied Work Activities,
Performing a Range of Varied
Performed in a Variety of Context, Some are
Work Activities. Most of which
Non Routine and require individual
are Routine
Responsibility and Autonomy
Example:
Example:
• Perform First Line Maintenance
• Perform Planned Preventive Maintenance
(FLM)
(PPM)
• Perform Fuse Replacement
• Perform Electrical Pressure Switch Functional
• Perform Machinery Moving
Check
Parts Lubrication
• Perform Vessel PPM
• Perform Process System Status
• Perform Process System Shutdown Activities
Check
• Perform Explosion Protection (Ex) Equipment
• Perform accuracy check on
PPM
multimeter
• Perform Defective Fan and Blower Bearing
• Perform accuracy check on
Replacement
Pressure Gauge

LEVEL 3 (L3): Competent in Performing a Broad Range of Varied Work

Activities, Performed in a Variety of Context, Most are Complex and Non
Routine & require Considerable Responsibility, Autonomy without Control or
Guidance of Others

Example:
• Perform Troubleshooting / Overhaul
• Overhaul Control Valve
• Perform Internal Combustion Engine Troubleshooting
• Perform HV Switchgear and MCC Troubleshooting and Repair
• Perform Process Control Loop Troubleshooting
• Prepare Well for In-Field Drilling Activities

47
MULTISKILL DEVELOPMENT FRAMEWORK

Core Skill : L3
Core Skill : L3 Second Skill : L2
Second Skill : L2 Third Skill : L2
Fourth Skill : L1

NT5
Core Skill (L3) Core Skill (L3)

NT4
Core Skill Third Skill (L2)
(L3) Core Skill (L3)
Fourth Skill (L1)
NT3
Core Skill Second Second Core Skill
(L2+L3) Skill (L2) Skill (L2) (L2+L3)
NT2

Core Skill (L1) Core Skill (L1)

NT1
Framework

Dual Skill Multiskill

Legend: Legend:
P/I/M/E Current Skill Additional Skill
Proposed Skill Production
P/M/I/E Development Development
Marriage: M/P/I/E
Mechanical
M/I/P/E
Instrument I/P/M/E
I/M/P/E
Electrical E/M/I/P
E/I/M/P

48
 PANELMAN COMPETENCY FRAMEWORK

Critical roles to safeguard our assets

OIM PS/MS Panelman

Panelman Competency Development Framework

Process Safety Management E-learning -

2 days
HSEMS (A¹&K²)
Process Safety Information (A¹)
Operating procedure (A¹)
Alarm Management (A¹)
SOE (A¹)

Practical training &

Assessment – 9 days
On-site instead of INSTEP
1 day software familiarization
3 days DCS classroom training
3 days Simulation assessment
2 days Oral question
1. Awareness 2. Knowledge

MME Briefing &

Assessment – 4 days

Hearts & Minds – 2 days

Intrinsic motivation
Mindset change

49
SELECTION CRITERIA OF PANELMAN

Minimum of 30 years of age

Minimum of 8 years’ experience as a Production
Operator (Core skill production)

Completed the Dual Skill Training

Possessed Internal Combustion Engine (ICE) and
Steam Boiler Grade 2 & 1

Currently be in NT4 and NT5 only

Minimum PPA 2 once in the last 3 years

Have a driveor willingness to learn

Have a good safety attitude

50
 COMMON THEMATIC PROGRAM FOR UPSTREAM
EXECUTIVES

Common Thematic Program for Upstream Executives

(UPLIFT- CORE) builds uniform foundation in O&G value chain for
Upstream’s Technical Executives through customizable and self-
managed learning journey

HOW DO I CONTRIBUTE TO
WHERE AM I IN THE GREATER GOOD OF
THE O & G PETRONAS
VALUE CHAIN

WHAT? WHO? HOW?

 A foundation program that  Technical  Learning journey is

aims to provide a strong
fundamentals across the O&G
value chain
 To be acquired
 Focuses on Upstream’s core
capability elements
Executives in customizable - tailor made to
Upstream Business specific function i.e. pick and
choose
 Development is self-managed
within their G01 – through empowerment to staff
G04 tenure and superior
 Acquired through either e-
learning or classroom or OJT
i.e. in accordance with the
required competency level.

51
8 COMPONENTS OF OIL & GAS VALUE CHAIN

Common foundational understanding to be acquired

by Upstream’s Technical Executives

52
7 ESSENTIAL CORE CAPABILITY ELEMENTS

53
3 LEARNING METHODOLOGIES
Acquired through 3 learning methodologies, in
accordance to the required competency level.

54
E-LEARNING

55
CLASSROOM

56
57
ON-JOB-TRAINING (OJT) / CASE STUDY

Facilities Processes Facilities Utility & Support System

Well head, flow lines and 1 DCS
1
production header
Alarm & Shutdown
Producing platforms 2
2 System
and central facilities
3 Firewater System
Separation of oil, gas 4 Instrument Air System
3
and water
5 Starting Air System
Gas handling and Seawater and Potable
4 6
distribution Water System
5 Dehydration system 7 Drainage Systems
Power Generation, distr.
8
Water handling and and protection System
6
distribution 9 Cooling / Hot Oil System

Production Chemistry & Corrosion Management

1 Fluid Chemistry

2 Organic / Inorganic Deposition

3 Sand and Production Management

4 Production & integrity chemicals
5 Product contaminants treatment
6 Safe handling of chemicals

7 Chemicals injection facilities

8 Laboratory & field testing

58
 Emergency
Multidisciplinary Engineering
1 Appreciation
Response
Site HSE Control & 1 Pipelines (Pigging )
2
Practices
3 2 Air Cooled Heat Exchangers
Project Related HSE Reviews
4 3 Crane
Logistic Safety
4 Mechanical rotating

5 Pumps
6 Compressors

7 Gas Turbines

8 Instrument and controls

9 Well Testing
Case Study

Field Development
1
Proposal

Managing Producing and

2
Declining Field Proposal

a Case Study

b Group Discussion

Group
c
Presentation

59