Course Title/ Code:

TRAINING AND DEVELOPMENT

UECH2201

Title:

ASSIGNMENT 1

Date:

WEEK 5

Lecturer:

MS KUNNAVATHY MURUGAN

Class & Section:

UDB 19 SECTION 1

Group Members:

Name Matrix No. Contact No.

1. Arvin Raj A/L Ragunathan ( Leader ) UDB190324 01137326205
2. Logananthini A/P Revi UDB190331 01111985894
3. Shaila A/P Sivamaniam UDB190341 01133794737
4. Aruna A/P Rajendran UDB190323 0172388201
5. Saranya A/P Valluvar UDB190340 0189001404
6. Yoghana A/P Kanipan UDB190342 01151617702
Acknowledgement

A group of six students Arvin Raj, Logananthini, Saranya, Shaila, Aruna and Yoghana
from Asia College of Technology (ACT), a learning centre of UMCCED program. We did our
very deep research in Shell Company to get information and findings of this study. Therefore,
we got all the relevant sources in order to complete our Training and Development group
Assignment 1.

Apart from our effort, the completion of this final report would have not been a success
without the kind support and help of many individuals. We would like to extend our sincere
thanks to all of them.

Praise the Lord for giving us the strength to complete the assignment. We are highly
indebted to University of Malaya for giving us the opportunity to do this assignment .Our
sincerest thanks to Madam Kunnavathy Murugan for her guidance and constant supervision as
well as for providing necessary information regarding the assignment and also for her support in
completing the assignment. We would like to express our gratitude to our classmates, families
and respondents for their encouragement which kept us going in completing the assignment.

This assignment, is the product of great teamwork and we are indebted to all our team
members who made the completion of assignment a pleasure.

Arvin Raj

Logananthini

Saranya

Shaila

Aruna

Yoghana

Table of Content

2
CONTENT PAGES
1.0 Introduction
i. Explain the background of the company 5–6
ii. E.g.: vision, mission, objectives, nature of the business, organization chart 6

2.0 Training, Development, and Education

i. Definition of:
a. training 7
b. development 8
c. education 8–9

ii. Explain and give examples of the following terms:

a. types of training 9 – 10
b. types of development 10 – 11
c. types of education 12

3.0 Roles of training and development

i. Discuss the important of:
a. training 13
b. development 14 – 15
c. education 15 – 16

4.0 Findings and Recommendation 17 – 20

5.0 Conclusion 21 – 22

REFERENCES 23

APPENDICES 24 – 25

3
6.0

4
1.0 INTRODUCTION

i. Company background and History

Shell Worldwide

Royal Dutch Shell was established in 1907, but the history can be traced back to the first half of
the 19th century.

Their headquarters are based in The Hague, the Netherlands, and our Chief Executive Officer is
Ben van Beurden. The Shell Group's parent company is Royal Dutch Shell plc, which is
headquartered in England and Wales.

Their strategy is to improve our position as a leading energy business by supplying oil and gas
and low-carbon energy as the global energy system shifts. Protection and social responsibility
are important to the business strategy.

Shell Malaysia

Shell has been a partner for Malaysia's progress over 125 years. Their journey with the nation is
intertwined – as Shell has played a role in the growth of the country's energy sector, Malaysia
has also played a significant role in the company's progress.

Their business has diversified from a modest kerosene venture to a group of companies
engaged in all aspects of modern oil and gas business.

Today, Shell maintains a strong multi-faceted presence in the country through our long-term
investments, innovation sharing and impact on local communities.

They helped pioneer Malaysia's oil and gas industry and fueled its growth. They discovered
Malaysia's first offshore oil, then the offshore industry, and most recently the technically
demanding Deep water depths.

Shell's powerful retail network is fueling the journeys of millions of Malaysian motorists every
day. In reality, Shell is even in a position to offer one of the most differentiated fuel and lubricant
goods, some of which were pioneered right here in the region.

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Shell continues to be one of the largest employers in Malaysia with thousands of workers in our
upstream, midstream and downstream companies, as well as in their service and support
functions.

ii. Vision

They make the difference through our people, a team of dedicated professionals, who value our
customers, deliver on our promises and contribute to sustainable development.

Mission

To safety market and distribute energy and petrochemical products while offering innovative
value added services.

Objective

Shell is an integrated energy company that aims to meet the growing demand for energy in the
world in ways that are economically, environmentally and socially responsible. Our strategy is to
strengthen our position as a leader in the oil and gas sector while helping to meet global energy
demand in a responsible manner.

Nature of Business

Blending of Lubricating Oils and Marketing of Petroleum Products

Organization Chart

- Refer to Appendix

Note : include citation of where the information on Shell was sourced?

6
2.0 Training, Development, and Education

Training, education and development are three terms frequently used. Apparently, there might
not appear any difference between them, but when a deep thought is given, there appears
some differences between them. In all training, there is some education and, in all education,
there is some training and the two processes cannot be separated from development.

I. Definition of: (state citation on the definition)

a) Training
Training is a structured initiative by a company to promote employees’ learning of job-related
competencies. Training constitutes a primary concept in human resource development. It is
concerned with developing a specific skill to a desired standard by instruction and practice.
Training is a highly useful tool that can bring an employee into a position where they can do
their job efficiently, effectively and conscientiously. Training is the act of increasing the
knowledge and skill of an employee for performing a specific job. The primary goal of training is
to ensure that all workers have the professional skills required to perform the job effectively and
smoothly. Although technical training may be job-specific, programs usually concentrate on the
hard skills an employee requires to fulfill the key performance indicators associated with the
role. Every organization should provide training to all the workers irrespective of their
qualifications and skills. It helps to bring about positive changes in workers' experience, skills
and attitudes.

b) Development

The term development is a long-term process by which managerial personnel learn conceptual
and theoretical knowledge for general purpose and also, it’s an overall growth of an employee to
perform present assignment better and improve the capacity for future higher order assignment.
The content of a development programmed involves conceptual or theoretical inputs,
perspective strategic thinking or reflecting on interpersonal factors such as leadership skills,
team management, groups, etc. The purpose of development is to prepare workers for future
challenges because development is not only limited to a particular task, but it aims to improve
their personality and attitude for their overall growth which will help them to face future
challenges. It changes the mentality of the employees and makes them more demanding.
Coaching, mentoring, counselling, job-rotation, role playing, case study, conference training,
special projects are some of the methods of development. Development is an unending

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educational process, as there is no clear end to education. It involves training a person for
higher assignments.

c) Education

Usually, education is beyond the control of the activities of an organization. It requires a

combination of skills and information which can be only offered by educational institutions. An
organization can and does make use of such institutions in order to support and complement its
internal training and development efforts. The goal of education or learning is to match
employee goals and performance with that of the organizations. A good educational strategy
incorporates senior executive training, so their leadership skills are continually sharpened. In a
company with a clear and effective learning or educational strategy, senior executives know that
the talent stream is secure. Education have increasingly become the primary means for self-
awareness, belongingness, advancement and self-fulfillment. Education acquired in the formal
education system, on the job, or in a more informal way, is the key for employees in controlling
their future and their personal development.

II. Explain and give examples of the following terms:

a) Types of training

Shell provides you the support and training to grow and develop, because it recognizes the vital
role every employee plays in their success. Shell offer both internal and external training
programs and have a range of formal leadership programs that can provide international training
opportunities. In Shell, they providing the training they need to fully optimize their skills and
potential. That’s why they offer a huge range of training and development activities.

There are three types of training course in Shell which are the operations training course, this
focuses more deeply on the specifics of fuelling operations, and is delivered as a combination of
classroom and on-site teaching at one of Shell’s worldwide facilities. Courses are conducted
mainly in English as standard, but are also available in other languages. The next is the famous
fuel tech course, it’s offers deeper insight in advanced Quality Control, product knowledge and
covers more technical issues concerning various aviation products and their use. The last
course is supervising for safety course, helps them understand their role in managing safety in
the aviation workplace.

8
Training systems are available in multiple languages, using multi-lingual presenters and
assessors. Trainee can choose one or more training which provided by Shell of the following:

 On-the-job learning

You can expect to move both sideways and upwards through the business, building on your
skills as you go

 Training for recognized professional qualifications

Either through external organizations or Shell’s own extensive training services and facilities

b) Types of development

The Shell Advanced Technical Program (SATP), a newly launched program is a structured
development program for experienced technical professional. The SATP is designed for all
employees and is particularly beneficial to the female technical employees to further develop
and advance their careers in Shell. Due to the shortage of highly experienced female engineers
in the labour market, especially in the oil and gas industry, there is a stronger need for
education, retention and development of this technical talent pool. Shell recognizes the
importance of developing these women and preparing them to become leaders in the oil and
gas sector.

In addition, mentoring is part of Shell’s culture, it is part of the way they develop people.
Mentoring is a key contributor to guiding people in their journey to understand their full potential
and reduce their time to autonomy. Shell understand that mentoring is important for female
progression in terms of building leadership and self-confidence. Shell also engaged a personal
development programmed to its employees to develop their self-more knowledgeable in this
industry and Shell offer employee’s valuable educational resources too. With potential-based
career development, there is a focus on personal development. They have a performance
appraisal cycle and a number of development tools that employees and their line manager
review on a regular basis.

9
 c) Types of education

Shell Open University is its online learning portal. It includes a wide variety of practical,
commercial and technical learning tools, from online courses and webcasts, to e-books and
guides. Shell also recognizes the benefit of external study and professional accreditation, so it
will contribute to the cost and time involved in the pursuit of relevant further education.
Moreover, The Women’s Career Development Program (WCDP) is a highly interactive diversity
and inclusion learning program designed to help female Shell employees identify what they
want from their professional and personal lives and to support them in achieving their full
potential.

Shell believes that when their employees are more skilled, they are better prepared to do their
jobs. They feel confident in the work that they do. The effects ripple across their organization,
positively impacting retention, productivity, and more.

3.0 Roles of training and development

Training and development is one of the lowest items on the list of goals for most businesses.
(wrong statement). If it is coordinated, it is mostly thanks to the persistence of the human

10
resources department. However, there is tremendous benefit in arranging adequate preparation
and learning sessions for workers. Training and development in an organization encourages
workers to learn new abilities, sharpen existing skills, enhance efficiency, increase morale and
become stronger leaders. As the corporation is the complete number of what workers do
separately, companies should do everything in their power to ensure that employees work at
their best.

● Training.

The training curriculum helps you to enhance the quality that each employee wants to improve.
Providing the necessary preparation provides an overall competent workforce of workers who
can take over, work on a team or work on a stand-alone basis without the continuous support
and supervision of others.

There are three types of training courses in Shell, which are training courses in operations, fuel
technology courses and safety courses. (Isn’t this the type of training by shell? – Good start for
under types of training.)

Operations training course focuses more deeply on the specifics of fuelling operations training
objectives are to increase the efficiency of workers. The goal of the provision of new skills is to
improve the productivity of staff assigned to specific tasks. Fuel technology course insight into
advanced quality management, product awareness and more technological issues. The goal of
Shell in this course is to cover the fundamentals of fuel injection, tuning and how to use the ECU
method of FuelTech as a tool to its fullest potential. These are incorporated into the refresher
programme along with changes to include developments in the operating procedures and
standards as they occur. Last but not least, is the safety supervision courses, Targets Aviation
Operations Supervisors help them understand their role in managing aviation safety at the
workplace. The goal of Shell in this course is to maintain a fair and secure working atmosphere
for employees. Employees must be free to disclose hazardous or unhealthful working conditions
or hazards to the supervisor without fear of reprisal.

11
 ● Development.

Production offers the opportunity to work on exciting engineering projects, utilizing and
developing state-of-the-art technologies. As a graduate of the Technical Area of the Shell
Graduate Program, graduates can expect to experience a two-and-a-half-year programme of
real-life assignment-based projects designed to extend their R&D progress. The Shell Advanced
Technology Program is designed for all employees and is especially advantageous for female
technical workers to further develop and advance their careers in Shell. As a Shell graduate,
employees made suggestions and over a period of months employees oversaw the work to
make the transition happen. As the best example of an employee completing the Shell Graduate
Program was Andry Salim's position as a Graduate Materials and Corrosion Engineer, They
made a recommendation to replace process pipes. There is real responsibility on offer from day
one, and you will be part of Shell's most innovative and important ventures, where problem
solvers and innovators will flourish.

Women's Career Development Program (WCDP) and its sister programme Senior Women
Connect (SWC), good points for development programs. which is primarily tailored for women in
leadership roles. The goals of both women at Shell are to build networks and help each other
grow their careers, gain leadership skills and address the challenges they could face in the
workplace. It's a good platform for women to have an honest discussion about how to excel in
the workplace.

(too much of overlapping, not organized. Be specific to the outline: Define each component ,
relate to shell specific)

12
Figure 1 shows: Anneke van der Heijden has been able to develop her executive presence on
the Senior Women Connect programme.

Last but not least, mentoring is part of the culture of Shell, part of the way we develop people.
Mentoring is a key contributor with guiding people on their journey to realize their full potential
and reduce their time to autonomy. Trainers understand that mentoring is critical to the
advancement of women in leadership building and self-confidence. The great thing about the
mentoring programme is that it has helped employees find their career path that has worked for
employees. It is important to share responsibility for a range of site leadership activities,
including improvement tactics, risk assessments, human development initiatives and more.

Figure 2 show’s: As a Shell graduate you don’t need to do it on your own.

13
 ● Education

Since its inception, the Shell Malaysia Scholarship Program has benefited more than 1500
students from their educational ambitions and has offered a unique entrance to the energy
industry. A scholarship with Shell Malaysia opens up a world of opportunities, including the
opportunity to pursue undergraduate studies in the world's top universities, engage in
mentoring, internship programmes and graduate studies, and embark on a promising career
with Shell Global. The goal is to acquire the knowledge, skills, moral values and understanding
necessary in all areas of life, rather than knowledge and skills relevant to a narrow area of
activity.

Shell provides community skills and business development to workers. Aim to equip their fence
communities with knowledge of alternative and sustainable livelihoods. Shell Malaysia offers
numerous opportunities for personal advancement through scholarships, technical
apprenticeships, sustainable development grants and the LiveWIRE programme. Projek Latihan
Industri Kimpalan' (Industrial Welding Training Project) or more familiarly known as ProjekLINK
was launched in Miri, Sarawak, in 1989, to support the increasing demand for technical welders
capable of meeting international technical welding standards.

Figure 3 shows news article:

14
Industrial Welding Training Project) or more familiarly known as ProjekLINK was initiated in Miri,
Sarawak in 1989

Figure 4 shows news article :

Note of Understanding ( NOU ) between SBB/SSPC and state Education Department of

Sarawak in July 1989

4.0 Findings and recommendation

Findings ( relate to the above components)

In the present-day knowledge-based environment, things are changing at a very fast pace. Even
to maintain its position, an organization has to do a lot as well as act very fast. Organization
achieves strategic advantages only due to its core competencies and core competence is
developed only by the employees of the organization. Hence for achieving a level of excellence,
organizations are to invest in updating the skills of its employees. This is done through training
and development process and education. Training is a structured initiative by a company to
promote employees’ learning of job-related competencies meanwhile the training for the top-
level workers is regarded as development. (not relevant in this section)

Our report concluded about the training, development and education process of Shell Malaysia
Company. As well we all know that, Shell Malaysia is growing the country's energy sector. Shell
is an international energy company with expertise in the exploration, production, refining and
marketing of oil and natural gas, and the manufacturing and marketing of chemicals. Shell
employ around 6,000 high skills and talented employees currently.

15
Shell provides the support and training to grow and develop, because it recognises the vital role
every employee plays in their success and it offers both internal and external training
programmes and have a range of formal leadership programmes for its employees. There are
three types of training course in Shell which are the operations training course, fuel tech course,
and supervising for safety course. These types of training highly useful tool that can bring their
employee into a position where they can do their job efficiently, effectively and conscientiously
and also, it’s increasing the knowledge and skill of their employee for performing a specific job.

Moreover, as we told above, The Shell Advanced Technical Programme (SATP), newly
launched programme is a structured development programme which is designed for all
employees and is particularly beneficial to the female technical employees to further develop
and advance their careers in Shell. As a part of the way they develop employees, mentoring
became a part of Shell’s culture. Mentoring is important for female progression in terms of
building leadership and self-confidence. Last but not least, to develop employees self-more
knowledgeable in this industry, Shell engaged a personal development programmed to its
employees too.

In a nutshell, training and development allows employees to acquire new skills, sharpen existing
ones, perform better, increase productivity and be better leaders. Since a company is the sum
total of what employees achieve individually, organizations should do everything in their power
to ensure that employees perform at their peak. In all areas of Shell Malaysia’s businesses,
there are programmes that aim to equip their fence line communities with the knowledge to
alternative and sustainable livelihoods. Through education scholarships, technical
apprenticeships, sustainable development grants, and the Live WIRE programme, Shell
Malaysia provides various opportunities for personal training and development to its employees.

16
Recommendation (what are some recommendation by the team apart from what shell’s
initiative in terms of training, development and education?) – Be relevant

Training and development are critical in an organization because training encourages workers
to learn new skills, enhance existing ones, improve results, increase productivity and become
better leaders. Because the business is the total amount of what workers do individually,
organizations should do everything in their power to ensure that employees perform at their
peak. All businesses offer training and development to many employees, since employee
training and development initiatives will help to increase the talent they already have to maintain
valuable company expertise and ownership at home, minimize turnover, and maximize your
profits.

There is the ways to improve training and development in company: (sentence construction)

 Measure results

Effective businesses analyse the results and make sure they keep having the best bang for their
buck. The best steps are the simplest; integrate them into the programme so that everyone
knows what is expected. We named them "corresponding behaviors"— comportements that
you're going to search for and test on the job to assess whether workers really learned how to
work properly. There will be no surprises for workers in this way. We trained managers who
were trainers to evaluate staff performance several times during their introductory period, and to
provide constructive feedback and coaching to let employees know how they did in real time;
again, maximum feedback and no surprise.

 Include Soft Skills Training (good)

Leaving soft skills out of the training schedule is one of the most common errors in corporate
training. While hard skills are crucial to day-to-day workflows, soft skills are equally necessary
for management positions and roles that involve customer interaction. The training programme
should strike a balance between teaching hard technical skills (office software, accounting, etc.)
and promoting soft skills such as leadership, decision-making, time management, and conflict
resolution. Soft skills training is a good fit for a blended learning approach, as many of them
involve cross-personal interaction and are difficult to cover in a regular online learning course.

17
  Weave it into company’s culture

Companies want happy employees, so consider a philosophy of "life-long training" that focuses
on employee satisfaction. When making promotion decisions, give preference to employees
who have completed training and have performed well. Promotion should be one of the rewards
of their efforts. And that answers the employee's question, "What's in it for me? "Celebrate
achievements and achievements. Let everyone in the organization know when someone has
completed training and what that means to their growth opportunities. Advertise your
programmes and participants in internal communications, display their photos and stories, and
talk about them at each employee's meeting. Increase employee engagement by planning more
opportunities for them to get involved. They might be trainers or subject matter experts, or could
assist in evaluating their new colleagues and helping to reinforce their training.

 Create Learning Paths

A training program is not a bunch of different courses. It's more of an educational journey, and
the courses that the learner takes are stops along that adventure. Instructors call this collection
of courses a "learning path" And a well-considered training programme should provide
employees with multiple learning paths, based on their existing skills and future career goals.
When designing your employee training and development programme, start with the jobs you
want to train your staff and combine courses in ways that allow employees at different levels of
learning to move to higher roles.

 Ask Your Employees What They Need

Go straight to the source to boost the corporate training program. Ask your employees to tell
you what skills they need or want to learn, and what courses they believe will have a significant
impact on their productivity. Observe their normal workflows, too. Some skills gaps will be clear
to an observer, but not to your staff, because they will be so used to one way of doing things
that they can't imagine a more efficient alternative. Last but not least, the help desk if your
company has one will be a perfect place to look for the skills you need to teach. Most workers

18
open the same form of tickets (often repeatedly), from which you can easily see general
patterns that expose skills deficiencies and common workflow disturbances.

5.0 Conclusion (make it brief in one paragraph)

In a nutshell, Shell gives the encouragement and training to grow and develop, because they
understand the crucial role that every employee plays in their success. They provide useful
educational services to their workers. Focus is put on personal growth with a possible career-
based development. They have a performance evaluation cycle and a variety of improvement
methods that workers and their line managers periodically evaluate. They deliver both internal
and external training programmes as well as a variety of structured leadership programmes that
may include international training opportunities. The technological and leadership development
services are known as industry leaders. Shell Open University is the online learning platform. It
provides a wide variety of practical, commercial and professional learning resources, from
online courses and webcasts to e-books and guides.

They also understand the benefits of external research and professional accreditation, so they
can contribute to the expense and time involved in the pursuit of appropriate further education.
They are committed to providing the service we need. From on-the-job learning and training
opportunities to mentoring and career development, they will help you meet the personal and
professional goals. There are training organizations that provide both personalized and off-the-
shelf programmes focused on their client's business processes, but there is still a great deal to
be improved. Training and development cannot, therefore, be isolated from the corporate
operations of the organizations; on the contrary, this is an environment that clearly shows the
positive relationship between training activities and organizational efficiency. In particular, it is
recognized that successful training and development policy can be a key factor in addressing
inequality in jobs in relation to race, gender and disability.

It is recommended that the company establish a training and development plan with the goal of
encouraging all workers to perform their duties to the highest expectations and delivering high-
quality services to the customer. In these guidelines, training and development are generally
defined as practices aimed at raising the standards of employee practice and thus increasing
the quality of employees, as well as the learning and organizational experience of clients. In
Shell, they have the training they need to completely optimize their abilities and ability. That's
why they provide a wide variety of training and growth programmes. Management and

19
encouragement of 'buddy' programmes, mentoring and frequent assessment with line
managers.

In addition to these programmes, Shell also has customized preparation for all of its fresh
starters, including inductions and Shell Life. Shell Life is a highly experiential and immersive
graduate course designed to improve their leadership potential. The course effort lets
participants focus on their private leadership and leadership, interpersonal efficiency, and the
level of business knowledge they'll need if they're going to have a good career with Shell. This
three-day course gives the user the opportunity to offer, for example, in-house ACE training.
The course syllabus covers communication strategies, knowledge acquisition, retrieval &
retention, and evaluation skills. They concentrate more deeply on the aspects of fuelling
operations and are offered as a mixture of classroom and on-site training at one of Shell's global
facilities. The courses are administered primarily in English as a common language, but are also
available in other languages for better comprehension, since it is a universal language.

Thus, this research work would also explore the procedures that would enable the shell oil
company to determine the efficacy of the type of human resource approach for the training and
growth of the shell oil company and it was focused on primary data from other scholars and
shell oil company websites and secondary data from our own observations about the shell oil
company. We'll also disuse some primary concepts in others to shed more light on what's going
to happen and happened to the Shell Oil Company.

( recheck the contents, mixed up in between sub topics. Needs to be organized)

20
References

Shell in Malaysia. (2010). Shell.

Training and Development. (2010). Shell.

Who we are. (2010). Shell.

Annual reports download centre & archive. (2019, December 31). Shell.

Chand, S. (2014, February 17). Importance of Training, Development and Education for
Employees. Your Article Library.

Community Skills & Enterprise Development. (2010). Shell.

Economic Times. (2015, August 31). Importance of training and development in an

organization. The Economic Times

Empxtrack Inc. (2018, April 11). How to Improve Effectiveness of a Training Program?
Medium.

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Appendices – Shell Organization Chart

Shell Malaysia Organization Chart

22
Royal Dutch Shell (Worldwide Shell) Organization Chart

23