K - Lead project October, 2015

K - Lead project The project abstract: A considerable number of experienced and critical  staff of the k-companies had been retired  lately without having enough time for HR to safely prepare the right succession replacements. This has also caused  a decrease of the level of experience needed by k-companies that led to a direct effect on operations. We are proposing the idea to utilize the knowledge and experience of the retired staff of the K-companies on the training activities of the newly hired workforce as well as the improvement of the existing staff competency skills. This practice is being implemented by  many companies worldwide such as Stamicarbon, Invensys and Haldor toppose.  

K - Lead project Benefits of the project: Utilize their huge experience and in depth know-how of our processes and procedures. They are most knowledgeable about weaknesses, strength, and opportunities in our work environment. Utilize them for on-job training to cover the practical and theoretical training. For example, they are the best experts in our plant operations, maintenance, and safety, hence, helping and providing K-Companies with best and most effective training. Help on providing training curriculums and writing  work procedures. The cost will be much lower compared with the cost of hiring specialized technical training organizers . Faster integration of the new hired staff by giving them intensive training courses which leads to decrease their training plan scheduled.

K - Lead project What's needed for the project Implimentation ? Developing a mechanisms to enable K-companies utilize their expertise. Add them to the already ongoing “Talent Management” Project being implemented by all K-Companies as part of KPC 2030 Strategy. This is an IT solution using Oracle platforms to build a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.

K - Lead project K - Lead project How to utilize them ? on petroleum training center. Directly on k-companies. Transfer them before 1-2 years of retirement to some job or role enabling them to have enough time for training the staff to enhance their competency skills

K - Lead project Conclusion: The implementation of this proposed project will help k-companies in developing much better succession planning of its critical staff within a considerably shorter time

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