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Petroliam Nasional Berhad (PETRONAS) Malaysia.
University Supervisor:
Assoc. Prof. Dr. Roziah Mohd. Rasdi
Company Supervisor:
M Shah Bin Ahmad Nor-Anuar
Industrial Training Presentation
Nurul Ain Binti Khairul
186743
Introduction
PETRONAS
Introduction
Established in 1974, Petroliam Nasional Berhad (PETRONAS) is Malaysia’s fully integrated oil and gas multinational ranked among the largest corporations on FORTUNE Global 500®.
The growing demand for energy inspires and strengthens our purpose to steadily drive for new solutions and push boundaries towards a sustainable energy future.
We apply innovative approaches to technology which helps us unlock and maximize energy sources from even the most remote and difficult environments. Our fully integrated value chain spans from exploration to marketing, logistics to technological infrastructures, with operations in over 50 countries.
Throughout our rapidly expanding network and steady growth trajectory, PETRONAS has consistently and successfully implemented various social, environmental and community programmes. Guided by our Corporate Sustainability Framework, we carry out our business in a socially responsible and holistic manner for the benefit of the present and future generations.
Upstream
Gas & New Energy
MANAGER
Downstream
PD&T
Statement of PURPOSE:
A progressive energy and solutions partner enriching lives for a sustainable future.
Shared Values:
Our values are embedded in our culture as the backbone of our business conduct, reflecting our sense of duty and responsibility in upholding our commitment towards contributing to the well-being of peoples and nations wherever we operate.
- Loyalty - Loyal to corporation.
- Integrity - Honest and upright.
- Professionalism - Strive for excellence.
- Cohesiveness - United, trust and respect for each other.
Main Activity
- TACTO Meeting
- COC
- e-Pecas
- BOMM
Activities
Additional Activity
- GTCM Time-Out
- Assessor Appreciation
- Lunch and Learn
- Corporate Social Responsibility (CSR)
- 5s
Main Activity
Main Activity
TACTO
- Training and Assessment Committee for Technicians and Operators (TACTO).
- This meeting will organize every quarter in a year.
- Business representative and trade SMEs will be invited to this meeting and discuss or voice out any issue that currently happen or any ideas for further ambitious.
- During this meeting, we also will present the current status for the issues that have been highlighted during previous meeting, so we will always on track and follow up.
- Presenter will be invited if there is any topics that have misunderstand by all the candidate in the meeting.
TACTO
COC Governance & Tracking
- Certificate of Competency (COC) - Certain competency requirements set by the Regulatory Bodies (e.g. DOSH, ST) to the current operating plants
- PETRONAS as the high-risk company must have COC to take care of their operation HSE
- Employee must meet the requirement or COC's needs to fulfill the position or complete any task.
- Our job is to coordinate the required COC requirements at PETRONAS for each position (e.g. Steam Boiler Driver, Chargeman).
- We need to refer the acts in Malaysia, and in relation to any party and department involved in PETRONAS.
COC
Job Fit
- Education and Training: Does your candidate have the right education and training for the job? Or, can you provide it? or can she obtain it in a timely manner? Dedicating a full-time resource to training a new employee is rarely a practical alternative if you can locate a qualified employee with the appropriate training.
e-Pecas
e-Pecas
- This is e-Pecas phase II
- Fully digital
- Data Management
- Step 1 - Data Migration in TP (Task Profile).
- Step 2 - QA/QC (Quality Assurance and Quality Control) in AM (Assessment Module) and TP.
- Step 3 - Data Migration for QB (Question Bank).
- Step 4 - PJP.
- Step 5 - Data Validation because of some data that cannot be read by system.
- e-Pecas Roadshow
- Online Survey (polleverywhere.com)
- I got chances to join roadshow at KLCC
Bridges’ transition model
Beyond Office Monthly Meeting (BOMM)
Moment to be Remember
https://youtu.be/dBfwGaaf5lQ
BOMM
- Moment to be Remember
- 25th January 2019 (Friday).
- Concept of farewell.
- I am the one who in charged multimedia (music, special montage) and I be the master of ceremony (emcee) of the day.
- Be ONE!
- 21st March 2019 (Thursday).
- Recreational concept.
- My friends (Nur'Ain) and I responsible to in charged the activity of the day.
- Connect your chemistry
- Explorace version NET&TTS
- I also helping in invitation and gift with design for teaser and special birthday's card.
Additional Activity
Additional Activity
GTCM Time Out
GTCM Time Out
- 30th and 31st January 2019
- Grand Lexis, Port Dickson, Negeri Sembilan.
- Bring the concept of "Trust", "Tell Me" and "Team Building"
- Our contribution to came up with special Performance.
Assessor Appreciation
Assessor Appreciation
- 28th February 2019 (Thursday).
- Concept of Rock and Roll.
- I am the Logistic and Multimedia Committee.
- I am designing the Menu's Card and do packaging for gift.
Vroom's Expentancy Model
Lunch and Learn
Lunch and Learn
- This program is inspired by the "GTCM Time-out" program.
- We want realize our Johari's Window's. Which is (What we don't have and want to have, What we have and want to improve, What we have and want to keep, and What we have and want to remove) in our work culture.
- Mostly it is like sharing session.
Principles of Andragogy
5s
5s
- sort, set in order, shine, standardize and sustain.
- More in documentation and data management.
- Because we want to relocate our department to the tower 3.
- Still in progress.
CSR
- Mini Library
- 13th April 2019
- (at where)
- Reflexology Treatment
- 19th April 2019
- Library KLCC
CSR
Human Resource Management
HR Feature
- Tall Organization Structure
- Multiple layer of validation/ approval
- Performance Appraisal
- e-Pecas - to ensure that candidate fulfill all the knowledge and skills (fulfill the criteria). It is function as the evaluation.
- Training and Development
- Training
- Orientation - for new comers.
- Soft skill development training - engagement (team-building, sharing)
- Technical skills development training (ePecas - Demonstration)
- Meeting
- Information Meeting
- Innovation Meeting
- Decision-making Meeting (TACTO)
- Group Discussion Workshop (to standardize the understanding).
- Reward Management - giving reward to all employee in fairly manner.
- Bonus (Financial Incentive)
- Special reward; such as Assessor appreciation (Non-Monetary Incentive)
- Policies
- Security and safety policy.
- Decision-making policy.
- Communication policy
- Dress code
Conclusion
Comment
- Strong security.
- No issue with their bonding and team building.
- Motivational support with financial and non-financial.
- Good work environment.
Comment
- Communication - There is a conflict between upstream, downstream and others. Understanding and using different term names and creating disagreements and misunderstandings, because different site, different issue and so on.
- Seniority and authority - corporate people are very soft with subordinates. Senior workers do not hear the instructions as well.
- Task Division - There are some tasks that are not in line with the job scope being held.
- Candidate still stay in their comfort zone - refuse to go higher position.
- Problem with digital world - the senior workers who are not familiar with digital.
Recommendation
- There needs to be a consistent module, from word usage and understanding.
- Needs to be more strict with a clearer regulatory system.
- For being up-to-date, employee should join any digital training that might help with their job scope.
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