Abstract
In this paper, we present a comprehensive talent competency assurance approach within PETRONAS-Upstream. Our focus extends beyond mere efficiency gains; we aim to foster flexible mobilization across disciplines and strengthen the talent pool succession plan. The approach involves meticulous alignment of development programs with the organizational plan, achieved through in-depth evaluation and understanding of job requirements. As a result, candidates are precisely profiled based on their requisite skills.
PETRONAS-Upstream has established a robust and meticulous process for talent management, anchored by its "Job Competency Profile (JCP)" framework. This framework intricately delineates the nuanced requirements of each position within the organization. To further refine this process, these job profiles are harmonized with the Technical Skill Group (SKG) Inventory, each supplemented by its unique Technology Inventory & Rules (TI&R). These detailed inventories serve as blueprints, outlining the specific skills and competencies indispensable for success in each role.
To ascertain the proficiency of talents, PETRONAS-Upstream has instituted the Superior Managed Assessment (SMA) program. Under the supervision of their respective supervisors and Subject Matter Experts (SMEs), talents undergo rigorous assessments tailored to their roles. Depending on the criticality of the position, talents may undergo either Pre-role or In-role assessments to validate their skillsets.
Recognizing the diverse and interdisciplinary nature of its operations, PETRONAS-Upstream conducts proficiency evaluations across all hierarchical levels, spanning from entry-level to senior-management. This comprehensive assessment delves into technical acumen, business acuity, and leadership capabilities, acknowledging the multifaceted skill sets required for success within the organization.
Furthermore, to uphold the credibility and integrity of this assessment process, PETRONAS-Upstream subjects it to third-party audits. These audits serve as checks and balances, ensuring adherence to established standards and protocols.
Analysis reveals a significant alignment rate of approximately 80%, underscoring the effectiveness of the matching process in aligning candidates with suitable positions. This achievement demonstrates the robustness of the talent management framework within PETRONAS-Upstream. However, it also highlights the need for continuous monitoring and adjustment to address instances of mismatches.
Instances of mismatches, particularly when accommodating top talents earmarked for exposure, are swiftly identified and addressed through Mobility on Development (MoD) protocols. Customized mitigation strategies further enhance the organization's ability to rectify any discrepancies promptly.
The implementation of talent competency assurance assumes heightened importance, especially in roles critical to HSE considerations. By meticulously aligning candidates with position requirements, PETRONAS-Upstream not only enhances organizational efficiency but also upholds integrity and performance.
In conclusion, talent mobility is not a luxury—it's a strategic imperative. By nurturing a dynamic workforce that seamlessly moves across functions, locations, and hierarchies, PETRONAS-Upstream not only adapts to change but thrives in it. The future belongs to organizations that empower their talents to explore, learn, and contribute beyond boundaries.
