No abstract

TX 75083-3836 U.S.A., fax 01-972-952-9435. AbstractGlobal uncertainty and heavy competition require E&P companies to remain effective in investments and prudent in people development. These challenges compel us to have a learning system that links to business objectives and enables effective knowledge transfers. This paper outlines a structured learning framework which is a competency-based system that links learning objectives to desired business results and establishes a mechanism for identifying, developing, measuring and tracking individual competencies and capabilities.The Technology Mastery Program is part of an integrated program, which covered data, processes, tool and people as the heart of the program. It is to maximize the return on investment in technology, reduce interpretation cycle time, enhance the workflow application, improve quality of the result and decision-making.The structure uses a credit-based system to monitor and measure technical competencies through accreditation of technical skills. The learning curriculum is built to facilitate cross training by offering broad-based competencies in multiple disciplines. The learning sequence complements the methodology by providing web-based training before, and after the course, immediate application in the current work, mentoring, and assessment. The process addresses common problems that occur with many training programs including timeliness, relevancy, transfer of skills to the job, and learner accountability for results.People can accelerate their acquisition of technical knowledge and increase professional development in this selfdriven framework. Furthermore, the program is aligned to meet the requirements that lead to the specialist technical ladder which was recently introduced in the company.The program was conducted in stages commencing mid-August 1999 and has proven to be very successful. It is currently in its third stage and as each stage progressed, new disciplines were added and program upgrades made based on lessons learnt.

Some of the early Malaysian Production Sharing Contracts (PS Cs), in particular those signed in the mid 70s have expired or are expiring. These PSCs have either been replaced or are in the process of being replaced with new arrangements. While some of the PSCs ceased operations or expired as per their natural terms, other expiring PSC's operations were modified upon mutual agreements between the PSC Contractors and PETRONAS to allow both parties to enter into more dynamic and exciting new arrangements on a long term basis. This paper will attempt to share PETRONA'S broad experience and general approach in addressing the expiring PSCs and giving life's to these PSCs after they have expired. The paper highlights among others how PETRONAS goes about balancing between issues such as diverse commercial perspectives/forecasts and expectations; long term relationships and commitments; win-win new arrangements while enforcing national requirements. P. 203

TX 75083-3836, U.S.A., fax 01-972-952-9435.

TX 75083-3836 U.S.A., fax 01-972-952-9435. AbstractGlobal uncertainty and heavy competition require E&P companies to remain effective in investments and prudent in people development. These challenges compel us to have a learning system that links to business objectives and enables effective knowledge transfers. This paper outlines a structured learning framework which is a competency-based system that links learning objectives to desired business results and establishes a mechanism for identifying, developing, measuring and tracking individual competencies and capabilities.The Technology Mastery Program is part of an integrated program, which covered data, processes, tool and people as the heart of the program. It is to maximize the return on investment in technology, reduce interpretation cycle time, enhance the workflow application, improve quality of the result and decision-making.The structure uses a credit-based system to monitor and measure technical competencies through accreditation of technical skills. The learning curriculum is built to facilitate cross training by offering broad-based competencies in multiple disciplines. The learning sequence complements the methodology by providing web-based training before, and after the course, immediate application in the current work, mentoring, and assessment. The process addresses common problems that occur with many training programs including timeliness, relevancy, transfer of skills to the job, and learner accountability for results.People can accelerate their acquisition of technical knowledge and increase professional development in this selfdriven framework. Furthermore, the program is aligned to meet the requirements that lead to the specialist technical ladder which was recently introduced in the company.The program was conducted in stages commencing mid-August 1999 and has proven to be very successful. It is currently in its third stage and as each stage progressed, new disciplines were added and program upgrades made based on lessons learnt.