As part of the company strategy, the training policy is the direct responsibility of senior management and is essential to the current and future operation of the SNPC. It contributes to the profitability and flexibility of the latter, and the development of all staff. Over the last three years, the General Directorate has provided training in oil and gas with a focus on technical training. To do this, it relies on the services of the DRHO including the Department of Recruitment and Training (DRF).
The DRF’s primary mission is to:
- Implement a training policy:
- Development / Implementation / Monitoring
- According to the budget, prepare a training plan.
- Liaise between all the managers in charge of users of the training services:
- Training Managers
- Facilitators or trainers
- Training Networks
- Develop a network of training facilities.
Note that the Department of Recruitment and Training (DRF) is currently preparing the training plan for 2014, which will take into account : preparation of the training plan in 2014, which takes into account:
- Develop the professional skills of staff and create stronger cohesive links with society.
- Increase competencies by improving the SNPC’s performance and by enriching the work of its officials
- Encourage staff to be open to creativity
- Support cohesion in order to mobilize energy
I. Evolution of Oil and Gas Professionals
- Encouraging forward looking processes;
- Prepare staff for changes;
- Assist staff with their personal development:
- refresher training
- personal development.
Of course, the plan will also take into account the important role of training in the optimization of internal and external mobility, which promotes professional growth.
Training is a shared mission; it is a creator of links within the company
Shared knowledge: to promote the sharing of knowledge, any holder of knowledge must be able to disseminate it, on demand or in the daily exercise of his/her duties.
Temporary or permanent mobility is entrusted to the Career Management Department