• Review Organizational Structure
• Competence Profiles
• Employees Profiles
• Self Assessment
• Identify skill Gaps
• Provide Training Matrix
• Train the Trainer, qualify Competency Assessors
• Competence Management and Assurance System
• Customized Training Courses Outline and Handout
• Training Design

              


Review Organizational Structure

This step will ensure that the organization structure is will defined, changes are implemented and the structure is approved by the management before moving forward. The purpose is to compare the existing job descriptions against each required job categories, discuss existing skill mapping previously performed for each of the required disciplines, discuss OGS Industry General Skill Inventory and Proficiency Criteria Matrices; Compare the Skill Element List/Inventory with the organizational discipline. Provide job description format aligned with required updates. Revise units, elements, and criteria based on discussions with management team. Describe the required job skill elements for each level in all the required domains.

Competence Profiles

Competence Profiles: for each identified job, OGS will develop a detailed statement of activities, skills and experience necessary for the successful operations of facilities. These profiles will also be applicable as performance evaluation criteria, and this will allow OGS to develop a specific and detailed standard of competence for each individual.


Employee Profiles

This step converts the customized job profiles, which is subjective in nature to a Skill Profile Form for each individual, which is objective and can be assessed. This process is a team effort and all players need to be actively involved in the process, as the employee profile will determine the skills assessment scale and clarify organizational technical staff to perform their role and responsibilities in an efficient and effective manner.


Self Assessment

Prior to starting the skills assessment process, a meeting/presentation will be held to explain the process to the Candidates who will be assessed.  It  is  imperative  that  they  and  their managers  understand  the  purpose  of  the Assessments, which is to determine the existing gaps, then to create developmental solutions to fill those gaps, with the overall  goal  of  developing  a  more  technically  qualified  individual. The emphasis for the individual being assessed is the enhancement of their career potential.

Candidate electronic self assessment: Candidates will perform their own self-assessment in their locations and the completed forms will be sent back. OGS will analyze/evaluate these self-assessments before conducting the actual interviews as per the next step. At the end of this stage, candidates would have completed their self-assessment using the detailed Proficiency Criteria Matrices and Skill Profiles prepared by OGS.


Identify Skills Gap

Perform Interview/ supervisory Assessments and identify Skill Gaps and Strengths: Having reviewed and evaluated the self-assessments then perform one-to-one interviews with the candidates. During this interview process some of critical positions will be evaluated and assessed in their location. The  assessor  confirms  or  calibrates  the  self-assessment  completed  by  the  individual. As mentioned  earlier,  the  interview  process  is  not  a  “test”  or  painful problem solving exercise, but consists of “open” questions about the candidate’s work, training and experience. The results of self-assessment and interview process are used to identify each individual’s skill gaps. A provision on the assessment results the supervisors and project Key team shall witness the assessment. 


Provide Training Matrix

OGS will design a matrix detailing career-long (through life existing operations) training and development required for each group/ disciplines activities, it is expected that this matrix will be based on group analysis of specific organizational and career requirements, that will contain basic personal skills, safety, technical and management training requirements along with pre-production, production & exploration training needs.


Training the Trainer, Qualify Competency Assessors

OGS will train the organization's first line supervisors to observe job holders and perform their first formal competence assessment in line with OGS experts at first, as appropriate in training and competency assessment techniques that will grantee to the continuity of the overall process. In addition OGS will provide training to selected HR team members on the database applications of the competency assurance system.


Competency Management and Assurance System

OGS will provide a system to ensure continuing individual and organizational performance. Based on OGS developed career plan system, the system will be structured and organized with the co-operations of OGS and the corporate HR team, which will include the requirements for successful performance and will be based on the competence profiles and other phases and materials necessary to support performance requirements.


Customized Training Courses Outlines and Handout

Most components of the training implementation plan may not be Available through off-the-shelf courses provided by a client or vendor. In these cases training may have to be developed or a client or vendor's course may need to be tailored so that identified competencies can be addressed. This Section is intended to give guidance in developing such training and will address the Training Needs Analysis, Training Design, Original Equipment Manufacturer Training, Technology Assisted Learning, Acquiring Training Vendors, Instructor Qualification, Preparation, Integration of Job Families, and the Development of Training. In addition and in close liaison with management requirement, OGS will establish monitoring systems for the current and future Graduate Engineers within the existing operations. Clearly stated objectives will be developed in the training strategy phase mentioned in the project overview.


Training Design

There are times when it is necessary to develop a course from scratch because there is no existing course available, either in house or from a vendor. When that time comes, the following Section should help in designing and developing such courses. Fortunately, there is a proven model to follow. It is called the ISD (Instructional Systems Design) Model. This model lays out the process for designing, developing, and evaluating learning programs. The model incorporates five basic steps: Analysis, Design, Development, launch, and Implement\Evaluate.