HUMAN COMPETENCY & CAPABILITY DEVELOPMENT IN OIL & GAS

Transcription

8th Run!
HUMAN COMPETENCY &
CAPABILITY DEVELOPMENT
IN OIL & GAS
3 – 6 NOVEMBER 2014 | KUALA LUMPUR | MALAYSIA
In collaboration with
HUMAN COMPETENCY AND CAPABILITY DEVELOPMENT IN OIL & GAS
3 - 6 November 2014 | Kuala Lumpur | Malaysia
Competition for the best and brightest is reaching fever pitch in the Oil & Gas industry. Leading
operators and contractors are fighting to hold-on to top talent, often lured away by unmatchable
offers. Furthermore retiring senior professionals leave your organisation, taking with them years of
experience and knowledge. You need to have a sustainable capacity building solution in place to
protect your organisation’s skill pool and capability. Losing valuable skills without the ability to
replace or develop them will have a significant impact on the bottom line.
Let’s take some action. You know that your human skill-pool is your biggest asset. The capacity to
meet the future demands of your business relies on you taking proactive steps now to ensure the
competence of your people. This 4-day separately book-able strategic course provides an excellent
opportunity for learning & development professionals in the oil & gas sector to learn from strategic
learning & development practitioners with extensive experience in the oil & gas sector and from
each other. This is an ILM approved course.
SEPARATELY BOOKABLE SESSIONS
BUILDING A STRONG FOUNDATION
MAXIMISING THE BENEFITS
Day 1 & 2
Day 3 & 4
By the end of these two days, delegates should
By the end of these two days, delegates should
have learnt how to: have learnt how to:  Align their learning & development strategy
 Implement successful approaches to address
to the business strategy
competency needs
 Leverage the effective use of competencies
in their organisations
 Optimise the added value of the learning &
 Develop effective learning & development
plans to meet organisational goals and
individual needs
 Measure the improvements resulting from
development function
enhanced capability within their organization
 Build effective internal & external
 Understand and apply a series of key steps
for successful performance management
partnerships
 Audit learning & development activities and
 Design effective learning approaches to
address competency needs
make comparisons with best practices
Example Exercises
 Optimising the use of coaching & mentoring
Example Exercises
 Challenges for learning & development
professionals in the oil & gas sector
 Approaches to talent management & succession
planning
 Major impacts facing your company / department
 Targeting learning & development at the needs of
specific groups
 Writing behavioural indicators for competencies
 Developing learning & development plans
 Methods used for evaluating learning &
development effectiveness
 Performance management: strengths &
weaknesses
 Utilising an effective in-house learning &
development network
 Choosing the appropriate learning methods
 Utilising a training, learning & development
“health check”
This course utilizes a wide variety of learning approaches:
 Inputs from the facilitators who have
extensive global experience in the oil & gas
sector
 Theoretical models, practical tools
templates, and company examples
&
 A case study, based on oil & gas majors, cuts
across key sessions over the 4 days
 Exercises in groups or pairs with fellow oil &
gas, learning & development professionals
 A soft copy manual for future reference,
containing all of the material covered
(including the models, tools & templates) plus
additional content
 The facilitators will be available at the end of
each day for 1:1 questions
Who will you be meeting at this
training course:
Line Managers, Team Managers,
Supervisors, Learning & Development
Executives, Talent Development,
Competency and Capability
Development Executives from
International and National Oil & Gas
Operators, Contractors and Service
Providers from across Asia.
TESTIMONIALS FROM PAST SESSIONS
“Very excellent choice of consultants
for the HCCD programme” Asst
Competency Development Officer,
Ghana
National
Petroleum
Corporation
“Very interactive course and I like
the fact that we got practical tools /
templates to take away and that the
trainers adapted the course to suit
delegates requirements” L & D
Specialist, Premier Oil
“This
programme
has
been
educative, insightful and a great
learning experience for me” Senior
HR Advisor, Tullow Ghana
“Surely this is a good programme
necessary for all L & D practitioners
to attend. Very informative and
practical” Principal HR Officer,
Ghana
National
Petroleum
Corporation
“Learnt a lot and surely applying it
back” Strategy
& Planning,
Sarawak Shell Berhad
“Precise, interesting, add-value,
informative and valuable” HLO/2
Head, Strategy & Planning, Brunei
Shell
Petroleum
“If people are truly your asset(in
your organization), then this is an
eye opener. Concise and well
thought
out”
Competence
Development Planner, Sarawak
Shell
“Excellent
Training”
Manager/Subsea 7
HR
For more information and testimonials
about this training, visit us at
www.petroedgeasia.net
Train Your Whole Team At A Convenient Time And Location Through In-House Training.
Call us at +65 6741 9927 to enquire or email your query to info@asiaedge.net. Visit us at www.petroedgeasia.net for more information.
Human Competency & Capability Development In Oil & Gas
BUILDING A STRONG FOUNDATION
DAY 1
A STRATEGIC CONTEXT FOR LEARNING & DEVELOPMENT
DAY 2
PLANNING EFFECITVE LEARNING & DEVELOPMENT ACTION
0900
0900
Course introduction & Objectives
Training, Learning & Development: Latest Trends
(including specific challenges for the oil & gas sector)
 Key current issues for learning & development professionals
 How the training, learning & development arena has shifted
 Challenges for learning & development professionals in the oil
& gas sector specifically
1030
Morning Refreshment Break
1045
Linking Learning & Development Strategy to Business Strategy
 Factors that affect performance
 3 models for linking learning & development strategy to
business strategy
Planning for Development to be effective for both the
Organisation and the Individual
 Diagnosing learning / training needs at 4 levels
 Learning & Development as an “investment”
 Constructing organisational & individual learning &
Development plans
Agreeing success measures
 The importance of success criteria
 Determining success criteria
 Types of criteria to use and to avoid!
1030
1045
Break
Key Steps To Successful Performance Management
 Fundamental principles of performance management
 Developing a learning strategy document
Performance Management in A Strategic Context
 Linking back to the 3 models
 Ensuring the right sequence
 Developing a learning policy
The roles of the Learning & Development Function and Line
Management
 Key responsibilities of the L & D function, Line Management &
the individual
Setting Effective Performance Objectives
 The principles of good objective setting
 Gaining agreement & commitment
 How these roles interact
Assessing Performance
 Ongoing monitoring & assessing performance
 Effective performance management systems
The Value and Strategic importance of a Competency Framework
 What competencies are
 How they are best used
1230
Lunch
1330
The vital link between Competencies and Performance
Management
 How competencies underpin the 3 strategic models
 How competencies can drive superior performance
1230
1330
Break
1515
Competency Mapping & Assessment
 Mapping competencies to a job profile
 Assessing competencies
 Running effective Assessment / Development Centres
 Monitored Professional Development Schemes
The importance of motivation in learning
 Why learning & development is important for motivation
 Learning preferences & styles
1500
Break
1515
Evaluating The Options Available For Learning
 Determining the right learning & development options
 Combining options to enhance the probability of success
Matching learning media to the needs
 How learning media fit with the needs of different proficiency
levels / career stages
A Strengths based Approach To Capability
 Combining competencies with a strengths based approach
 An example strengths assessment tool
1700
Setting Effective Learning Objectives
 Getting clarity on planned outcomes
 How to tailor learning objectives to proficiency levels
Gaining Leverage from Competencies
 How employees, managers & coaches can use competencies
to enhance proficiency
Identifying & Describing Competencies
 Designing the architecture
 Determining core & functional competencies
 Proficiency levels and how to define them
 How to write competencies
 Where Occupational Standards fit in
1500
Lunch
Designing effective learning approaches
 Key questions to address in designing effective approaches
 The characteristics of successful approaches
Close
1700
Close
Human Competency & Capability Development In Oil & Gas
MAXIMISING THE BENEFITS
DAY 3
ENSURING EFFECTIVE LEARNING & DEVELOPMENT ACTION
DAY 4
OPTIMISING THE ORGANISATIONAL IMPACT FROM L & D
0900
0900
Optimising other learning methods
 Communities of Practice
 Social media’s role in learning & development
 E-Learning & M-Learning
 Accelerated development
 Features & Structures of High Impact-taught programmes
Developing effective external partnerships
 Consultancy applications
 Advantages & disadvantages of using external learning &
development consultants
 Selecting, managing and optimising the use of external
consultants
The “Learning Organisation”
 The nature of learning & how to build an effective culture
 Supporting Continuous Professional Development/ Lifelong
Learning
1030
Break
1045
Enhancing Managers’ roles as Developers, Coaches & Mentors
 Why coaching is vital
 The attributes of effective coaches & mentors
 How to coach and mentor effectively
Managing Talent & Succession Planning
 Developing a Talent Management Strategy
 Assessing talent
 Effective management of high-potential employees
 Constructing effective succession plans
1230
Lunch
1330
Addressing the needs of specific groups (incl. Generations X & Y)
 Targeting learning & development at the precise needs of
specific groups
 Expectations of “Generations X & Y” employees and how best
to meet them
Optimising the transfer of learning
 How to ensure that learning is applied in the workplace
 The importance of 16 key interconnected factors
1500
Break
1515
Measuring the improvements / benefits
 Why measuring the improvements IS important
 Measurement methods for each of 4 levels and how to use
them
 Methods for calculating the benefits
Managing the learning & development function for added value
 Positioning the learning & development function correctly
 Optimising the professionalism of the learning &
development function
1700
Building potent internal networks
 Establishing an effective in-house learning & development
network
 How to utilise an in-house learning & development network
to leverage impact
1030
Break
1045
How to audit learning & development activities and make
comparisons against best practice
 How to conduct an overall review of training, learning &
development practices utilising a proven “healthcheck”
 Using an external standard to review effectiveness
 “Best practice” learning & development approaches
1230
Lunch
1330 Continuous improvement processes
 Types of benchmarking
 Process steps for Effective benchmarking
Linking learning & development to other Human Resource
disciplines
 Trends in HR
 Integrating learning & development with other HR disciplines
1500
Break
1515
Focusing on expectations and benefits
 Harnessing the overall Learning & Development effort
 Striving to deliver the maximum benefit
Summarising our key learning points from this course
 Taking stock of what we have learnt in these 4 days
Reviewing our “Action Plans”
 How to apply the learning from this course in the workplace
Course wrap-up
1700
Close
Close
Your International Faculty of Trainers:
FRANK PENSON
Frank Penson is a senior human resource consultant, with a strong
commercial and academic pedigree. He was educated at Cambridge
University where he completed his first masters degree (Master of Arts) in
Classics. He gained 17 years’ experience with the Exxon Corporation in a wide
range of general management positions, including marketing, international
auditing (Europe, Middle East & Africa), government relations and financial
management. Frank Penson’s Exxon career culminated in 5 years as Esso UK’s
Head of Training & Organisation Effectiveness, where he influenced the corporation’s training
activity throughout Europe. Frank elected to move into consultancy in 1994 and has specialised in
strategic training, learning & development assignments, nationally and internationally. His extensive
oil & gas consultancy experience includes projects in Europe, the Former Soviet Union, the Middle
East, SE Asia, Africa & the Caribbean. From 1992 to 2002 Frank sat on the Management Committee
of the UK’s National Training Organisation for downstream petroleum: the Petroleum Industry
National Training Organisation. He is a Member of the Energy Institute and is listed on their
Consultants Database. In 1997 Frank completed his second masters degree (Master of Science) in
Management Development, at the prestigious Roffey Park Institute. In 2010 Frank was approved as a
Fellow of the Institute of Consulting, the UK’s Professional Body for Management Consultants and
Business Advisers.
TESTIMONIALS ABOUT
YOUR EXPERT TRAINERS
“The facilitators were excellent and
have the practical & technical
experience which they brought to bear
in their delivery of the session”
Localisation Manager, Tullow Ghana
“Excellent course, well prepared,
knowledge of trainers are excellent,
highly
recommended!”
Group
Competency Development & Training
Manager, Premier Oil
“The facilitators have energized my
competencies” Training Coordinator,
Hess Indonesia
“Engaging trainers – I learnt and
benefitted a lot!” Manager Capability Management, Petronas
Carigali
GEOF COX
Geof has been working as an organisation and management development
consultant for over 25 years, initially as an internal consultant with Esso
Petroleum, then as the principal of his own consulting practice. He has direct
line and HR management experience with Esso Petroleum, and has worked in
almost every private, public and not-for-profit sector in countries across
Europe, Middle East, South East Asia, Africa and the USA. His projects have
ranged from major organisation change programmes spanning multi-site, multi-level activities lasting
several years, to one off workshops on management skills and individual coaching. Geof has a B.S.Sc
from the Queen’s University of Belfast. He has written a number of books, articles and journals on
management subjects. Geof is a Chartered Member of the Chartered Institute of Personnel and
Development, a Fellow of the Chartered Management Institute, a Member of the Association for
Management Education and Development, a partner in Learning Consortium and was a founding
partner of Castle Consultants International. Geof is qualified in FIRO-B and FIRO Elements.
Human Competency & Capability Development in Oil & Gas is proud to be an approved training programme by
Institute of Leadership and Management.
The Institute of Leadership and Management (ILM) is Europe’s foremost leadership and management body. At
ILM, we are passionate about the power of leadership and management to transform people and businesses.
We believe that good leadership and management creates effective organisations, which builds social and
economic prosperity. ILM work with organisations in all sectors to help them define, develop and embed the
leadership and management capability they need to succeed. ILM provides qualifications in leadership and
management, coaching and mentoring and specialist areas such as social enterprise. For more information,
please visit https://www.i-l-m.com.
Other programmes approved by ILM are: International Oil & Gas Executive Development Program 2014, Leadership Team Dynamics in Oil &
Gas and Technical Report Writing & Presentation Skill for Oil & Gas Professionals.
petroEDGE® delivers energy industry skills-based training courses in major cities around Asia, catering for every stage of your
organisation’s development path. Since our inception, we have provided wide range of management development training, business
strategy and technical skills training courses to over 100 leading international corporations and government establishments.
Our growing client profile:
Almansoori Wireline Services (Thailand)
Arabian Bridge Company for Oil Services
Asetanian Marine Pte
Bangladesh Oil, Gas & Mineral Corp
Bergen Group ASA
BG Exploration and Production India
BJ Services Company Middle East
BP Exploration & Operating Vietnam
BP Exploration Operating Company
BP Indonesia / Singapore & Vietnam
Brunei LNG
Brunei Petroleum
Brunei Shell Petroleum Co
Cairn Energy India Pty
Carigali Hess Operating Co.
Carigali PTTEPI Operating Company
CGG Veritas (M)
Charnavon Petroleum
Chevron Asia South
Chevron Thailand E & P
CNOOC
Cuulong Joint Operating Company
Det Norske Veritas (DNV) As
Det Norske Veritas Pte
Dof Subsea Australia Pty
DPS Bristol (M)
Esso Malaysia Berhad
ExxonMobil E & P Malaysia Inc.
First Gas Power Corporation
Genting Oil & Gas
Geomechanics International
Greatwall Drilling Company
Halliburton Energy Services, Inc.
Hercules Tanjung Asia
Hess (Thailand) Limited
Hoang Long Hoan Vu JOC
Intisari Oildfield Service
Intra Oil & Services Bhd
Japan Vietnam Petroleum Compan
Kavin Engineering & Svcs Pte
Kebabangan Petroleum Operating Co.
KUFPEC Regional Ventures (Indonesia)
Lam Son JOC
Lion Rig Builder Pte
Lundin Malaysia B.V.
Maersk Drilling
Maersk Oil Qatar
Malakoff Corporation Berhad
Malaysia LNG
Malaysia Marine & Heavy Engineering
Malaysia-Thailand Joint Authority
Media Chinese International
Mid-Continent Equipment Group Pte
MISC Berhad
Mitsui Oil Exploration Co.
MMS (Insurance Brokers)
Murphy Oil Corporation
National Healthcare Group
Nations Petroleum (SE Asia)
Newfield Peninsula Malaysia Inc.
Nipon Oil Exploration (Malaysia)
Oceaneering International
Offshore Geo-Surveys
Optimal Chemicals (M)
Optimal Olefins (M)
PC Vietnam
PCPP Operating Company
Pearl Energy (Nam Conson)
PERMATA
Permata - PMTSB
Pertamina Learning Center
PetroEnergy Resources Corp.
Petrofac Malaysia Limited
Petroleum Insitute of Thailand
Petroleum Well Logging Co.
Petrolux
PETRONAS Holdings
PETRONAS Carigali
PETRONAS Carigali Vietnam Limited
Petronas Dagangan Berhad
PETRONAS Gas
PETRONAS Methanol (Labuan)
PETRONAS Penapisan (Melaka)
Petrousaha Engineering Services
Petrovietnam Drilling & Well Services
Powertium Marine
Premier Oil Indonesia
PT Halliburton Indonesia
PT Medco E&P Indonesia
PT Pertamina (Persero) Head Office
PT Perusahaan Gas Negara
PT PLN (Persero) Kantor Pusat
PTT Exploration & Production
PTTEP International Limited
PTTEP Iran Company Limited
PTTEP Oman Company
PVD Offshore Services Co.
Ranhill Engineers & Constructors
Rhodia Asia Pacific Pte
Repsol
Royal Norwegian Embassy
Sabah Shell Petroleum Co
Sapura Energy
Sapuracrest Petroleum Berhad
Sarawak Shell Berhad
Saudi Arabian Oil Company
Saudi Basic Industries Corp
Schlumberger Oilffield (S) Pte
Scomi Oiltools
Shell Eastern Petroleum
Shell MDS (Malaysia)
Shell Saudi
Sime Darby Plantation Sdn Bhd
Singapore Petroleum Co.
SN Aboitiz Power
S-Oil Corporation
Talisman Malaysia
Tately N.V.
Technip Geoproduction (M)
Teknik Janakuasa
Temasek Holdings Pte
Tenaga Nasional Berhad
Thang Long JOC
TL Offshore
Total (China) Investment Co. .
TOTAL E&P Indonesia
Trans Thai Malaysia
Transwater API
Tri-M Technologies (S)
Truong Son JOC
UMW Standard Drilling
University New South Wales
Vastalux
Vinyl Chloride (Malaysia)
YTL Power International Berhad
IN-HOUSE TRAINING SOLUTIONS
petroEDGE focuses on skills development in 3 main areas – Engineering, Management and Strategy for Upstream
Exploration and Production Business.
®
Our In-House Training Solutions Team offer a full spectrum of short courses, curricular competency based solutions that
can be customised to your long term and short term business needs.
Types of In-House Programmes offered
FUNDAMENTAL PROGRAMMES
Introduction to Exploration & Production  Drilling Essentials  LNG Fundamentals
Introduction to FPSO  CBM & Shale Gas Technical Fundamentals
TECHNICAL PROGRAMMES
Operations Geology (Level 2)  Basin Analysis (Level 2)  HPHT Well Engineering
Deepwater Well Engineering  Deepwater Well Operations  Well Intervention
Well Integrity Management (Drilling & Production)  HAZOP Assessment & Leadership
HPHT Completions Techniques  Well Operations and Maintenance  Stuck Pipe Prevention & Fishing
Train-the-Trainer: Gas Processing Level 1  Train-the-Trainer: Gas Processing Level 2
MANAGEMENT & SOFTSKILLS PROGRAMMES
Technical Report Writing & Presentation Skills  Writing Standard Operating Procedures
EPCIC Contract Management Techniques  Advanced Budgeting & Forecasting in Oil & Gas
E & P Accounting  Finance for Non-Finance  Leadership & Team Dynamics
“TRAIN-THE-TRAINER” PROGRAMME
The "Train-the-Trainer" program has proven to be one of the most cost effective methods for embedding the process of
delivering and facilitating crucial training programmes within your organisation in terms for sustainable skills and
knowledge development.
“Train the Trainer” programme and its specific deliverables provide in-depth concept knowledge, instructor training, and
facilitation skills. This experience prepares select employees to become internal Program Leaders, licensed to teach
internally. The internal trainer can play a critical role in developing and implementing programs that align the organization
for success.
This programme will be a carefully designed approach for sustainable and effective organisational improvement. The roleout will reflect the immediate on and on-going challenges faced within your organisation.
CURRICULUM DEVELOPMENT PROGRAMME SERVICES
With the constant changing of business environment and volatile economy, every company, big or small, needs to stay
abreast of the rapidly evolving developments and acquire new competencies in order to stay competitive. Our key pool of
trainers, industry experts and consultants are available to develop a Curriculum Development training programme to help
you attain relevant competencies in the area that is most needed.
To learn more, call us at +65 6741 9927 or email info@asiaedge.net
REGISTRATION FORM
EARLY BIRD

NORMAL
BUILDING THE FOUNDATION only
 3 – 4 November 2014 | Kuala Lumpur | Malaysia
SGD 2,750
SGD 2,950

MAXIMISING THE BENEFITS only
SGD 2,750
SGD 2,950
FULL 4-DAY TRAINING
3 – 6 November 2014 | Kuala Lumpur | Malaysia
SGD 4,600
SGD 4,800

petroEDGE In-house Training
 Yes, I would like to organise this training on-site and save on total course fees! For further information about On-site
Solutions, please call +65 67419927 or email info@asiaedge.net

TEAM DISCOUNTS
petroEDGE recognises the value
of learning in teams.
Group bookings at the same time from the
same
company receive the following:
3 or more at 5% off
5 or more at 7% off
8 of more at 10%
All other promotions including early bird
are exclusive of the group discount.
DELEGATE DETAILS
Delegate 1
 Mr  Ms  Mrs  Dr  Others:
Name
:
Job Title
:
Department
:
PAYMENT METHODS
By Cheque/ Bank Draft
Make Payable to Asia Edge Pte. Ltd.
By Direct Transfer
Please quote your invoice number with the remittance advise
Account Name: Asia Edge Pte. Ltd.
Bank Number: 508 Account Number: 762903-001
Swift Code: OCBCSGSG
Telephone No. :
Email
:
Delegate 2
 Mr  Ms  Mrs  Dr
Name
:
Job Title
:
Department
:
All bank charges to be borne by payer. Please ensure that Asia Edge
Pte Ltd receives the full invoiced amount.
 Others:
:
Company
:
Address
:
Country
Attention
Invoice to
:
Postcode:
:
Telephone No. :
Fax No.
PAYMENT POLICY
Payment is due in full at the time of registration. Full payment is
mandatory for event attendance. By submitting this registration
form, you have agreed to Asia Edge Pte Ltd’s payment terms
CANCELLATIONS & SUBSTITUTIONS
You may substitute delegates at any time. ASIA EDGE PTE LTD does
not provide refunds for cancellations. For cancellations received in
writing more than seven (7) days prior to the training course you will
receive a 100% credit to be used at another ASIA EDGE PTE LTD
training course for up to one year from the date of issuance. For
cancellations received seven (7) days or less prior to an event
(including day 7), no credits will be issued. In the event that ASIA
EDGE PTE LTD cancels an event, delegate payments at the date of
cancellation will be credited to a future ASIA EDGE PTE LTD event.
This credit will be available for up to one year from the date of
issuance. In the event that ASIA EDGE PTE LTD postpones an event,
delegate payments at the postponement date will be credited
towards the rescheduled date. If the delegate is unable to attend the
rescheduled event, the delegate will receive a 100% credit
representing payments made towards a future ASIA EDGE PTE LTD
event. This credit will be available for up to one year from the date
of issuance. No refunds will be available for cancellations or
postponements.
Telephone No. :
Email
Please note
- Indicate if you have already registered by Phone +Fax +Email
+Web
- If you have not received an acknowledgement before the training
course, please call us to confirm your booking.
- Photocopy this form to register multiple delegates.
:
4 EASY WAYS TO REGISTER
 Online: www.petroedgeasia.net
 Email: info@asiaedge.net
 Phone: +65 6741 9927
 Fax: +65 6747 8737
ASIA EDGE PTE LTD is not responsible for any loss or damage as a
result of a substitution, alteration or cancellation/postponement of
an event. ASIA EDGE PTE LTD shall assume no liability whatsoever in
the event this training course is cancelled, rescheduled or postponed
due to a fortuitous event, Act of God, unforeseen occurrence or any
other event that renders performance of this training course
impracticable or impossible. For purposes of this clause, a fortuitous
event shall include, but not be limited to: war, fire, labor strike,
extreme weather or other emergency.
PROGRAM CHANGE POLICY
Please note that speakers and topics were confirmed at the time of
publishing; however, circumstances beyond the control of the
organizers may necessitate substitutions, alterations or cancellations
of the speakers and/or topics. As such, ASIA EDGE PTE LTD reserves
the right to alter or modify the advertised speakers and/or topics if
necessary. Any substitutions or alterations will be updated on our
web page as soon as possible.
This brochure may not be copied, photocopied, reproduced,
translated, or converted to any electronic or machinereadable form in whole or in part without prior written
approval of ASIA EDGE PTE LTD
ASIA EDGE PTE. LTD.
Company Registration No: No. 200710561C
Copyright@ 2005 ASIA EDGE PTE LTD. All rights reserved.

HUMAN COMPETENCY & CAPABILITY DEVELOPMENT IN OIL & GAS

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HUMAN COMPETENCY &amp; CAPABILITY DEVELOPMENT IN OIL &amp; GAS

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HUMAN COMPETENCY & CAPABILITY DEVELOPMENT IN OIL & GAS