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Company, were introduced to the program through a memo by Egyptian General Petroleum Corporation (EGPC). To Abbas, it sent a wave of hope as he believes that “the most valuable asset for any company or sector is their human resources.”
THE SELECTION PROCESS One noticeable feature that was commended by all the calibers in the program was transparency. The selected calibers all submitted their online applications and then went through a series of different examinations, beginning with the Graduate Management Admission Test (GMAT), which assess the applicants’ analytical, writing, and verbal skills. This was followed by a panel interview. “This was such a huge step towards employee’s empowerment, having different opportunities and being able to express their capabilities in the whole sector rather than their own companies,” Randa Esmat, HR Manager at ENPPI, commented. The selected candidates start their trainings in international oil companies (IOCs), in collaboration with the ministry, and later on get a second panel interview which will allow them to continue their training abroad.
A STEP FORWARD The Middle Management Program has played an integral part in developing the talents and honing the caliber’s skills. Many of them have agreed that the program was a step forward towards reaching their full potentials and a mean to enhance their management and technical skills. Helmy said that, to him, the program became a “SWOT analysis for my personal and professional behaviors; I defined it as a great chance of self-development.” Echoing the same sentiment, Abbas said that the program aligns with his plan to improve his managerial skills so as to proceed to the next step in his career. The program has definitely resonated with the calibers; “I truly believed that the program will yield a group of wellprepared change agents ready to contribute in driving better operation efficiency, especially that it includes a comprehensive development plan designed and tailored according to the needs of the Egyptian oil and gas sector,” Maha Zahran, Department Manager at Petroleum Projects and Technical Consultations Co. (PETROJET), remarked.
I HAVE A NEW RESPONSIBILITY TO BE A CHANGE-AGENT TO SPREAD POSITIVE THINKING AND BE MORE AWARE OF THE CHANGE MANAGEMENT PROCESS.
“[THE PROGRAM CHANGED] THE WAY I THINK AND JUDGE, THE FLEXIBILITY I GAINED DUE THE WIDE SPECTRUM SKILLS I HAVE LEARNT, AND THE PROFESSIONAL LOOK TOWARDS THE CONTRACTORS AND INVESTORS IN ORDER TO ATTAIN THE BEST SITUATION FOR MY ORGANIZATION.
AHMED SHEHATA
AMR EL SAYED HASSAN
THE PROGRAM WAS FOCUSED ON SHIFTING OUR MINDSET TO BEING MORE AGILE.
CAPITALIZING ON YOUTH WILL CREATE BETTER FUTURE FOR OUR SECTOR AND WILL CREATE A POOL OF QUALIFIED CALIBERS WHO ARE READY TO LEAD THE REQUIRED CHANGE AND TAKE THE RESPONSIBILITY.
MOHAMED FOULA
MOHAMED ABDELKADER
HR Development General Manager at Abu Qir Petroleum.
Department Manager at Egyptian General Petroleum Corporation (EGPC).
BECOMING A CHANGE AGENT As the program became an integral part of the calibers’ lives, it not only affected their professional development, but influenced their personal development as well.“I have a new responsibility to be a change-agent to spread positive thinking and be more aware of the change management process. [It] made me a safety-oriented person with an interdependent safety culture in work and even in my personal daily life,” Ahmed Shehata, HR Development General Manager at Abu Qir Petroleum, commented. Just as the program changed Shehata’s mindset, the program improved “both of my soft and managerial skills through the intensive training courses,” Mohamed AbdElkader, Senior Electrical Maintenance Engineer, Rashid Petroleum Company (Rashpetco) added.He further elaborated on the enhanced strategic planning, governance and leadership skills gained throughout the program.
UNLOCKING FULL POTENTIALS The key to any successful organization is human resources as they are the core of any entity. On a larger scale, the oil and gas sector need to allow a communication link among its calibers. The Middle Management Program’s key achievement is that it paved the way to establishing an integrated communication. Gaining contact with the upper level management in the ministry is an asset, Helmy noted. Not only that, but it has completely changed the way some trainees view themselves; “[the program changed] the way I think
Department Head, Global Maintenance Department at Egyptian Maintenance Company (EMC)
Senior Electrical Maintenance Engineer, Rashid Petroleum Company (Rashpetco)
F ebruary 2020 - ISSUE 158
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