Professional competency trainings

Additional development programmes continued in 2010. For example, the Upstream Jolly Joker Programme successfully improved the maintenance skills of operators, supporting them in everyday maintenance-related tasks. The training not only increases the value of human capital, but also helps to reduce maintenance costs.

In the Downstream, MOL extended the Refinery Complex Programme. This special education project focuses primarily on blue collar workers in order to keep their knowledge regarding technological, maintenance and safety issues up-to-date. During the course of the project, a professional competency system was elaborated. The long-term goal is to define both general and professional competencies to be developed, and to match educational material to the scope of specific work competencies. The Refinery Complex Programme will cover all blue collar workers (shift leaders, controllers and system operators) in each and every facility. The programme is planned to be continued in 2011, but be enhanced to include the revision of professional skill development for shift workers at Refineries in Hungary and Slovakia, and competency development for shift leaders.

Also in 2009, as part of longer term capacity development, we launched a technical competency management pilot programme within the Upstream Division using PetroSkills, a leading oil industry alliance’s learning and development package. After a successful pilot project, we joined the alliance as a member company, and rolled out the system for the entire white collar Upstream staff of the mother company (and also covered around 25% of INA d.d. Upstream). For 2011, we plan to continue the roll-out for MOL Group’s Upstream companies and to launch a pilot programme in Refining. Our approach to competency management consists of an annual cycle of repeated (re)definition of competency requirements, on-line assessment compared to the required profiles, and planning and delivery of learning and development interventions to address identified gaps in competency. The results of the competency gap analysis are utilised as a basis of the Upstream professional training planning process. From 2011, we will set up the Upstream Corporate University as a forum for internal Upstream professional skill and competency development.