Content2011 - PETRONAS Gas Berhad

We can have the best equipment, the best
procedures, the most sound fi nancial portfolio,
the most visionary management team and
the like, but none of these can generate the
best value to the Company if not propelled
by a strong and capable workforce. Hence,
PGB will continuously develop its people by
providing them with the right capabilities,
competencies and leadership skills to take
advantage of opportunities and thrust the
Company forward.
Continuous learning remains at the forefront
of PGB’s Human Resource (HR) philosophy - the
Company places great emphasis and continues
to invest on developing and harnessing the
functional and leadership skills of its people
through diverse programmes designed to
provide them with the edge to bring PGB to
greater heights, as well as gearing them up
to assume bigger responsibilities when the
opportunities arise.
Capability-based development still tops the
list in the Company’s HR priorities in the neverending
quest to upskill and develop staff
across the workforce. Within the technical/
engineering disciplines, the Accelerated
Capability Development (ACD) for technical
executives (TEs) and PETRONAS Competency
Based Assessment (PECAS) for Technical Non-
Executives (NETs) are PETRONAS based systems
that allow identifi cation, development and
assessment of staff according to industrially
recognised standards.
This year saw a total of 438 Technical Executives
subjected to the ACD assessments, all of
which were assigned with Individual Coaching
Plan and paired with technical coaches to
guide them in closing their technical gaps.
With achieved competence coupled with
performance, all executives identifi ed were
duly promoted.
57 annUaL report 2011
CEO’s Business Review
The Company places great emphasis
and continues to invest on developing
and harnessing the functional
and leadership skills of its people.
Apart from leveraging on PETRONAS’
capability building programmes, PGB also
pro-actively designs in-house comprehensive
modules specifi cally to suit the requirements
of the Company’s business. One fi ne example
is the Building Leadership Programme (BLP)
designed specifi cally for PGB using set
PETRONAS criteria, to identify and groom
potential future leaders for the Company. To
date, 83 potential leaders have been identifi ed
across PGB whom are provided with intensifi ed
leadership development packages which
include coaching and structured trainings.
Another internally designed programme is
the Nurturing Leadership Programme which
provides new and existing Managers with
tools and techniques to become better leaders
within the middle management level of PGB.