Essays on Traning And Development / HR Assignment

Download full paperFile format: .doc, available for editing

IntroductionAbu Dhabi Company for Onshore Oil Operations (ADCO) is an oil and gas onshore drilling company established in 1971 in the United Arab Emirates as a subsidiary of the Abu Dhabi National Oil Company (Watts 7). The government owns majority of the company shares at 60% and this was purchased in 1974. The company was then incorporated in 1978 October 8th and now drills at six fields namely; Buhasa, Bab, Shah, Sahil, Asab, and North East Bab at an expanse of about 21,000 square kilometres. In 2008, the company set up a training center at one of the oil fields, Bu Hasa named ADCO Training Centre.

The centre was established at the oil field because there were already inbuilt workshops but over the years more facilities and equipment have been installed. It was built under the CEO’s guidance, and the entire management team. Four trainers were selected from the four oil disciplines namely mechanical, instrument, operation, and electrical. More trainers in Information Technology, English, Safety, PIES and MAXIMO were also added to complete the team. Except the English teacher, the rest of the trainers represent the corresponding departments.

The curriculum was tailored to the relevance of each operational field at ADOC though it borrowed heavily from the curriculum offered at ADNOC Training Institute and the experience of the engineers at the company. According to one of the training engineers, their experience covers over thirty years (Freeman et al. 15). This paper will explore the training development programme of the company, critically examining its objectives, developer of the programme, types of training offered, number of times training is offered and the benefits accrued.

It will also explore orientation and induction training, training needs analysis, staff training selection, evaluation of the programme’s effectiveness, training plan, budget, common learning outcomes and the problems encountered in the conduct of training within the organisation. Development of the training program and objectives The ADCO training programme is designed by the training and development team which is headed by Wathik Y Al Sammarrai as the senior development and training advisor. Mr Wathik acknowledges that getting the right staff is a challenge due to the rapid development of the engineering sector that ADCO heavily relies on (Watts 7).

The company therefore invests a lot of resources into the training program to ensure that the staffs fully exploit their talents. The program aims to find personnel who can lead the organisation towards achieving its vision 2020 plan, enhance the expertise of staff in the technological field, and also improve the working practices of the company (“Training and development”). Types of training offeredThe company offers training through the blended learning method. In this method they combine both e-learning and instructor led training.

Much of the training however is done by instructors. They offer 75% hand-on training and 25% classroom based learning (Freeman et al. 14). The instructors are older engineers from the company who have great hands on experience in instrument, electrical, mechanical, and operations fields. This is carried out at the ADOC training centre. The company also has Competency Assurance Management System (CAM) which guides the new employees to achieve the basic knowledge required for higher skills development. The company has also set up an e-learning centre where employees can learn relevant subjects in relation to their field of work.

ADCO has partnered with the Institution of Chemical Engineers (IchemE) in London, UK to offer their chemical and process engineers courses via e-learning. The Association of Chartered Certified Accountants (ACCA) also offers e-learning lessons to the employees (Hassan).

Download full paperFile format: .doc, available for editing
Contact Us