Developing employees’ competencies to be equipped with knowledge and occupational expertise, as well as management skills, inclusion of promoting their leaderships, is one of the key success factors for operating business to achieve its goals amid a rapid technology disruption era. It is also one of the human resources management strategies to accommodate business expansions and to increase competitive advantages. Hence, BPP has prepared comprehensive competency development plans for its executives and employees so as to enhance their learning ability and working efficiency, in parallel with establishing leadership development plans in alignment with the organization’s targets and missions.
BPP has developed the IDP and training roadmap, divided into short- term (annual basis) and long- term employee development courses (according to the business strategy plan), the management approach of which are as follows:
As a result, BPP has set different employee development formats according to the position level to be in line with the most effective learning process and support the employee’s performances at each level as follows:
In addition, BPP has also encouraged its employees to learn in various ways such as:
BPP has designed a curriculum to upgrade and develop new generation leaders, regarded as another important success factor helping drive business growth. The program aims to create effective leadership, starting from self- development to team development. BPP believes that these development programs will help its employees to manage tasks, practice leadership, and to develop teamwork. This will support the creation of innovations more efficient, as well as improve working processes, and increase company’s business values.
The program also promotes participants selected from unit’s leaders from BPP’s operating countries to exchange experiences and create a collaboration network among them.
Banpu Global Leadership Program is divided into four levels as follows:
Banpu Global Leadership Program is held annually, taking about 8-10 months. It is divided into modules to develop leadership competencies at each level, along with learning from leading consulting firms, and exchanging experiences among participating leaders throughout the training period. Additionally, participants will learn working styles and cultures from representative employees in various operating countries under Banpu Group, in which BPP has invested. This will also encourage collaborative working in the future.
Objectives
- Fostering leadership characteristics, starting from building individual success to co-workers, and the public, which will help in managing the work efficiently, leading, and developing the team to unleash their highest potential.
- Building business understanding, able to develop one’s own potential, and improve efficiency to create values for businesses and customers.
- Promoting agile working style, and exchanging experiences among executives under Banpu Group.
Benefits/ Results
- 100% of critical positions are succeeded by participating employees
- Employees selected in the high potential group, participated in this program 100%
- Employees selected in the high potential pool remain in the organization 100%
In addition, in the year 2023, BPP joined hands with the leading international consultants to develop a new program called “Banpu International Business Leader Program”, for executives who will hold a leadership position in business administration and looking for new business opportunities abroad. In addition to learning through lecturers and executives from international organizations, participating executives also learned through writing case studies on their own by analyzing BPP’s previous investments as well as applied what they learned to improve the Board meetings to be more efficient.
BPP has selected employees with outstanding performances and sound attitudes consistent with the corporate shared values in order to formulate a development plan for these employee groups. The aim is to develop the competencies and work experiences beneficial to their future work, inclusion of managing these talents in the succession plan appropriately. For a continuity of business management and strategic support, the succession plan for key positions has been laid down as follows:
- Establishing the succession plan committee to develop and manage the succession plan for significant The committee is obligated to prescribe a policy and determine the key and critical positions.
- Setting up the key and critical position profiles and developing criteria for further nomination and selection.
- Nominating and selecting persons who will succeed such positions. Consequently, the Human Resources (HR) Department will work together with the succession plan committee.
- Developing, monitoring, and evaluating the IDPs of selected persons. Thus, the HR Department will work together with the Succession Plan Committee.
- Reviewing the key position succession plan in accordance with the company’s strategies as well as identifying critical roles for further developing a guideline to select the persons to succeed these positions, including a development plan for critical positions. In addition, the Succession Plan Committee meeting has been convened quarterly so as to monitor a progress of such a development plan.
Initiating an assessment for a group of employees identified as high potential employees according to the international consulting standards.
Banpu has supported its employees to practice innovative thinking skills and make them materialized for more than 10 years. As a result, employees have been encouraged to present their creative ideas and innovative projects aligned with the “Greener & Smarter” strategy at the event called “Banpu Global Innovation Awards”. This year, the event was held on 15-16 May 2023, when employees from all operating countries joined in and presented their creative works. The event is aimed at promoting collaboration and exchanging of knowledge throughout the organization. This will help support the creation of an Innovation Community and be able to scaleup the results to further create innovations within the organization in both short- and long- terms.
BPP realizes the importance of knowledge management within the organization to further build on business operations and employee potential development. As a result, activities are organized for its personnel to exchange their knowledge on a quarterly basis. The aim is to provide employees with the opportunity to exchange knowledge, news, experiences and technology useful for applying to improve their works, for example, news and technology in the energy business, organizational policies and practices, work instructions, international best practices and lessons learned, etc.
For the year 2023, BPP arranged the knowledge management activities for three times, covering seven topics, including:
- Hydrogen business in Japan.
- Challenges on power plant project management.
- Ammonia and value chain to support carbon neutrality.
- Human Rights Due Diligence.
- Emergency management during traveling.
- Using hydrogen gas turbine to support carbon neutrality.
- Employing the accounting system program.
BPP puts top priority to and focuses on increasing skills and training employees at the power plants to have professional expertise, as well as practicing new skills to prepare themselves for business transitions in the future.
In 2023, BPP organized training in specific knowledge areas, such as:
- Vocational Qualification Training for Production Department
- Intermediate and Advanced Electrician Training
- Whole Process Project Management
- Power Trading Sharing
- Agile Practice Guide
This training program focuses on enhancing professional and technical skills of personnel working in the production department, including the operations and maintenance department. The training will last from 1-5 days, covering lectures on theories and hands-on activities.
Objectives
- To enhance professional and technical expertise of production staff.
- To share employee’s professional knowledge.
- To improve operational skills in the workplace so as to increase efficiency in the production process
Benefits/ Results
- Being able to reduce operating costs related to errors as well as resource inadequate. Since this training is organized by employees, over USD 87,000 were saved.
- Reducing the project operation time or solving problems, a professional knowledge exchange among employees enabling joint working and promoting to solve problems by using innovation. This was reflected from the engagement result regarding “Collaboration” gaining 87 scores, 11 scores higher than the average level of energy companies in China.
- Lowering personnel recruitment costs because the employee development has a direct impact on their career advancement, reduces hiring from outsiders. This can be reflected from the corporate engagement level related to “Career & Development”, equaling to 87 scores, 18 points higher than the average for the energy companies in China.
In 2023, the vocational knowledge training for employees at power plants covered more than 670 employees, representing more than 18,000 learning hours. The career training for staff from the production department is a clear example of BPP’s dedication to upskilling and training its employees.
