Knowledge Transformation to Develop Young Local Talent to be a Professional Workforce
- Budhi Nugraha (Petrolink) | Latifah Kulaib AlKhaldi (Petrolink) | Wassan Adel Al Ali (Petrolink) | Muhammad Kashif (Petrolink)
- Document ID
- Society of Petroleum Engineers
- SPE Kingdom of Saudi Arabia Annual Technical Symposium and Exhibition, 23-26 April, Dammam, Saudi Arabia
- Publication Date
- Document Type
- Conference Paper
- 2018. Society of Petroleum Engineers
- 0 in the last 30 days
- 40 since 2007
- Show more detail
- View rights & permissions
|SPE Member Price:||USD 9.50|
|SPE Non-Member Price:||USD 28.00|
AbstractA strategy to develop an efficient and effective workforce is to discover and attract the best candidates from our host countries and provide them with the best method of knowledge transfer and more opportunities to be nurtured to be a part of the business growth in the current and prospective future of the company. Various methods of training have been introduced and conducted with different approaches, however not many of these techniques are successful in grooming the young talent to be a potential next generation of the global industry.
The successful key of any training method is not only decided by the content of the training material, but there are some other factors that lead to the successful transfer of knowledge. The trainer can be a mentor and role model and a person that can motivate themselves and the trainee. This trainer should create a good ambience while transferring the knowledge so this process can be more effective, efficient and fun. Several other processes for transferring knowledge include: Self-Understanding – Delivery – the combination of visual, vocal and verbal. The delivering of information is not just about the content of what we say, but it is also related to how we say it, and the way we look when we say it. Vocal tone and body language of the non-verbal aspects influence the actual verbal message. This process also persuades the audience to follow a direction without denial. This can be done by creating a condition where the audience follows the direction because they are tempted with the effect offered in the statement. The strength of charisma from the trainer can also impact the success of this method.
To provide opportunity and development of young local talent, some companies have been adopting a strategy of knowledge transformation method. The recruitment process is done by using a variety of tools/methods and other tests to assess the skills and the candidates’ competencies. Then the usage of both formal and informal combination training is done to progress careers and employee excellence. This execution showed an overall increase in the knowledge transfer. The backing of this method has helped them to quickly contribute to their departments or organizations by handling their regular duties in a shorter period of time.
Motivation is needed to attract the energy of young people so that the delivery of information can be done effectively and efficiently. When the process is well underway, the next thing is how the knowledge gained can be used in their professional lives so that it can be useful in developing their ability to be a more professional and dynamic workforce.
|File Size||428 KB||Number of Pages||10|