BAS Young Engineers Program – Vietnam
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Program at a Glance Objective
Develop promising graduates to assume future technical or managerial leadership positions in the Operations area of Bunge business units across Asia. This will help to ensure a long term talent and leadership pipeline in Operations.
Headcount & RecruitingHeadcount – 3 to 5 graduates for 2011 batch
Targeted participants:
Fresh graduates in Mechanical Engineering/ Oil Technologist/ Food Tech from Campus and Off Campus Batch of 2011
Recruiting Channels
Campus recruiting,
Campus drive in Aug 2011
Interview on campus – Plant GM, Production Manager and HR
Rotation
Total duration 36 Months including 3 to 5 months overseas rotations
Confirmation
To be hired on yearly renewable contract
Performance Management-Set G&Os prior to each assignment start-Review and provide written feedback at the end of each rotation-Trainees will be required to submit written report and present to management team periodically
Cost-To be projected
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Objective of the Young Engineers Program, Asia
To bring in fresh talent from institutions of higher learning (top universities and technical schools ) and develop promising graduates to assume future technical or managerial leadership positions in the Operations area of Bunge business units across Asia. This will help to ensure a long term talent and leadership pipeline in Operations.
Participants are rotated to various departments to expose them to different operational, engineering and management processes. This will help program participants develop a holistic view of plant operations and build important people relationships before spending their final rotation at the destination function.
Note: The Young Engineers program is not meant for purposes of resource back-filling or short term resourcing. It is an investment to develop talent for future growth and long term business sustainability.
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The YEP Pyramid
The NEO Program(New Employee Orientation)
The NEO Program(New Employee Orientation)
On boarding1 week
On-The-Job Training(Job Rotation)
On-The-Job Training(Job Rotation)
1st year
Involved in Small Projects
Involved in Small Projects
2nd year
Specific/Overseas
Assignment
Specific/Overseas
Assignment
3rd year
Job Assignment
After the 3rd year
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3 Years, Progressive Development
The Young Engineer Program Ladder
Student
Campus Recruitment
Graduate
NEOProgram
Trainee
On-the-jobTraining
Trainee
Involved inSmall
Projects
YoungEngineer
OverseasTraining
TeamLeader
Job Assignment
SupportingSystems
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• Production• HR• Employee
communication• Meeting• Annual
Meeting …..
• Production• HR• Employee
communication• Meeting• Annual
Meeting …..
Supporting Systems
• Buddy system• Employee
committee• Employee care • Program …
• Buddy system• Employee
committee• Employee care • Program …
SuccessfulProgram
Training
CommunicationChannelsCare Plan
NEO, Technical, Safety, Process, English, Team Building
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Process
July-11 Aug-Sept Oct3 year
program
Letter of offer for permanent position at final department
Letter of offer for permanent position
on 3 year assignment
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Activity sequenceNo Activity Timeline Who Outcome
1 Communication to Site PMs to put forward requirements for young engineer trainees to be recruited for the following year
July-11 Country HR Initial plan of Program
2 Prepare and conduct campus recruitment effort (e.g. conduct university recruitment talks, advertisement via university career portal, contacts with Careers affairs offices)
Aug-11 Local HR Shortlist of Candidates
3 Selection interviews and offer:
i) Written English/technical test (dependent on country specific requirements)
ii) 1st interview: Country HR Director, Industrial Director
iii) 2nd interview (and plant visit): Plant Head of Production, Site HR,
Sept-11 Country HR, Industrial Plant Manager, Plant Head of Production
Employment offers to successful candidates
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Activity sequenceNo Activity Timeline Who Outcome
4 Start of Young Engineer’s program for new hires (letter of offer, induction and communication to country Industrial Director and relevant department heads)
Oct-11 Local HR Start of Young Engineersprogram
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Funding
The plant that the new trainee is hired under will own the costs for the trainee throughout the duration of the Young Engineers 3 years program.
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Program outline Module 1 Module 2 Module 3 Module 4
Theme Orientation & Business Overview & On Boarding
Industrial Operations & Engineering OJT rotation
Operations/ Engineering/ Project mgt focused OJT
Cross site assignment & people management
Duration 1 week 06 months 12 months 18 months
Objective To understand organization & purpose of each department
Receive site safety induction
To experience different operation and engineering process areas by operating equipment and being part of operator shift team
To gain deeper experience in one/few operational processes, engineering or project areas
Learn and apply good practices from other sites; build relationships; learn to supervise others
Content Bunge mission, values, strategy
Industrial Ops strategy, Intro to all departments
Safety induction
Different operations process areas and engineering/ maintenance at crush plant
1 or 2 designated operational process areas, maintenance engineering, QC or project construction/ commissioning
6 months cross site assignment (local or overseas)
Supervisory assignment
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Program outline Module 1 Module 2 Module 3 Module 4
Typical roles Trainee Crushing or Silo Operator and Maintenance Assistant
Production Planner, Engineering Assistant, Maintenance Planner
Project Assistant, Capex Planner
Production/maintenance . supervisor or assistant supervisor
Assessment Supervisor reviews, Site mgt team review
Country Industrial Mgt team review
Presentation to Industrial Mgt team
Supervisor reviews, Site mgt team review
Country Industrial Mgt team review
Presentation to Industrial Mgt team
Supervisor reviews, Site mgt team review
Country extended Industrial Mgt team review
Presentation to Industrial Mgt team
Supervisor reviews
Country extended Industrial Mgt & Asia Industrial Mgt team review
Presentation to Industrial Mgt team
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Module 1 (1 Week duration)
YEP trainees who has been selected will start their program by attending a group orientation at the plant.
Trainees will be introduced to the Bunge strategy, core values, company policy and meet up with all key functional heads .
After the induction at head office, trainees will return to their respective work sites for a site orientation and full site safety induction.
The detail training outline as attached (New Employee Orientation)
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Module 2 (Industrial Operations & Engineering OJT rotation – 6 months duration)
Rotation areas Duration
Crushing (preparation, extraction) 4 months
Crushing (elevator) 2 months
Refinery (applicable in Vietnam)?? 2 months
Maintenance/Engineering (mechanical, electrical, civil)
2.5 months
Warehousing, port, logistics 3 weeks
Quality control 2 weeks
Continuous improvement (productivity) 1 week
Objective : To provide trainee with a holistic experience different operation process and engineering areas by operating/maintaining equipment and being part of operator shift team
Rotation areas and duration are designed so that trainees spend more time in the critical operations and engineering areas Example rotation sequence
Additional areas to be added if the country has operations like Bakery, Ports, Bottling
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Development plan
Each trainee will need to:
1. Meet up monthly with assigned buddy
2. Submit monthly learning summary to immediate rotation area supervisor
3. Submit quarterly summary to site plant manager
4. Submit a monthly, quarterly, 6 month learning report to site HR on difficulties, suggestions for improvement. Conduct a presentation to site management team
5. Conduct a end of rotation review with rotation supervisor (for areas where trainee has spent at least 2 months)
6. Conduct an annual learning presentation to Country Industrial Management team
Module 2 (Industrial Operations & Engineering OJT rotation – 6 months duration)
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Module 3 (Industrial Operations & Engineering OJT rotation) – 12 months duration
Buddy assignment
Buddies to be assigned in the first year for each YEP trainee.
Buddy selection:- Someone with initiative and willingness to offer help, a team player - 3 - 4 years of relevant experience in his/her area.- Buddy to be reviewed and approved by plant manager
Buddy’s role:1. Help new trainee with his work plans and/or on the job training2. Teach and coach, as appropriate3. Review performance with trainee every month and provide feedback for
improvement.
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Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 18 months duration
Objective: To provide trainee with deeper experience in 1 or 2 operational processes, engineering or project areas
In the 3rd year, the trainee could be posted to a position in:
i) Operations (e.g. Production Planner, Assistant Crew Leader), or
ii) Engineering/Maintenance (e.g. Maintenance Planner or Assistant, Assistant Electrical or Mechanical Engineer) or
iii) Projects (e.g. Capex Planner, Project Assistant, Assistant Construction Engineer)
The criteria for the assignment will be based on company needs, trainee performance and interest.
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Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 3rd 18 months
Development plan Each trainee will need to:
1. Submit monthly report to immediate rotation area supervisor2. Submit quarterly summary to Plant manager3. Submit 6-month learning report to site HR on difficulties, suggestions for
improvement. Conduct a presentation to site management team4. Conduct a end of rotation review with rotation supervisor (for areas
where trainee has spent at least 2 months)5. Conduct an annual learning presentation to extended Industrial
Management team*
*Annual learning presentation and review to be held with extended Industrial Management team (invite Country CEO, selected Ex-comm members and Asia Technical Director)
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Objective: Trainees to learn and apply good practices from other sites; build network/relationships; broaden horizons and learn to supervise others
Development plan
1. YEP Trainees will take on a 3 to 5 months cross site assignment (in country or overseas) and 3 month improvement projects or act as crew leader for one area, or take on a project role as Assistant to Project Manager/Director.
2. Participate in supervisor training program
3. Conduct final learning presentation to extended Industrial Management team* towards end of program
Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 3rd 18 months
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Cross site assignment
• In the 3rd 18 months, trainees who have performed well in the past 1.5 years and shown good management/technical leadership potential would be selected for a cross site assignment (within country, Asia or outside Asia) Candidates for overseas posting will be selected by a panel comprising of Country Industrial Management team and Asia Technical Director
• After the cross site assignment, trainees would be posted back to home site to work on improvement projects or take on a supervisory type position (e.g. Assistant Supervisor or Shift Supervisor)
The criteria for the assignments will be based on company needs, trainee performance and trainee interest.
Module 4 (Operations/ Engineering/ Project mgt focused OJT) – 3rd 18 months
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Completion
After the end of the program, each YEP participant could qualify to work as Assistant Supervisor, Project Leader, Team Leader or Junior Supervisor.
Successful participants will be directed toward specific roles based on the needs of the business, their career development needs or preferences.
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Performance Reviews
Throughout the 3 year program (module 1,2 ,3), the trainee needs to complete performance reviews with his/her rotation supervisor at the end of each rotation and submit to local HR
Trainee to be included as part of annual performance management process
• Annual review with the country Industrial Management team after 12 months (to be organized by country HR) in module 2
• Annual review with extended Industrial Management team (invite country CEO/MD, selected Ex-comm members and Asia Technical Director) in module 3 and 4
• Selection assessment review by country Industrial Management team and Asia Technical Director to be done prior to any trainee overseas posting in module 4
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Management Support• Each country Executive Committee needs to
understand the role of the YEP in relation to the overall succession planning and talent development strategy. The aim is to give selected young people a solid foundation which when followed by years of suitable experience delivers the senior industrial managers of the future.
• The country Industrial directors need to appreciate that, through the YEP, we are creating an Asian pool of technical talent that can be deployed across Asia to meet the region’s business expansion needs.
• The budget for this program needs to be clearly defined for each year by each industrial plant: salaries; costs of being assigned away from the base plant during module 4.
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Program Administration
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Recruitment Criteria
Criteria related to the job description
Comments Rating
Recent graduate from local or international university or polytechnic (process, chemical, mechanical, electrical, agriculture)
Top 25%* ranked local/international university
Top 25% percentile of graduating cohort
English language level
Experience
International exposure
Willingness to travel during 3 year program
Self-driven & taking personal initiative
Good problem solving skills (& technical skills)
Team oriented
Result oriented
Willingness to take up cross site/overseas posting after completion of program
Candidate selection form
Rating key0 Not met criteria1 Partially met criteria2 Fully met criteria3 Exceeds criteria
* Each country may be different. Selection of the university/polytechnic to recruit from will depend on the candidate profile sought. Candidates from top universities may not want to work in the industrial sector. Candidates from mid-tier regional university may be more appropriate
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Roles and ResponsibilitiesRole Who Responsibilities
YEP Sponsors Country Industrial Director
Asia Technical Director
• To set overall objectives of the program• To carry out 1st cut interviews and participate
in annual trainee reviews & overseas posting selection
• Program funding by individual country Industrial plants
Country/Regional HR • Prepare recruitment literature• Carry out interviews• Determine with site HR and Industrial Mgt
team suitable roles for trainees after completing the program
Local or site HR • Carry out interviews• Determine with Country/Regional HR and
Industrial Mgt team on suitable roles for trainees after completing the program
• Coordinate on site trainee rotations especially during module 2,3
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Roles and ResponsibilitiesRole Who Responsibilities
Country YEP Manager (Plant HR)
Country learning coordinator
• Coordinate cross site/overseas assignments• Work with HR to plan YEP trainees’
assignment areas during module 3 and 4• Coordinate annual industrial mgt review
sessions
“Base” Manager Site Plant Superintendent/ Plant Manager
• To agree with site HR and country YEP manager the individual assignments of YEP participant
• Act as sponsor for individual projects, as required
• To determine with site and country HR suitable roles for participants after completing the program
Base = plant that the trainee is recruited into
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Roles and ResponsibilitiesRole Who Responsibilities
Plant Manager • Review progress of YEP trainees annually with site plant managers
• To set development objectives for YEP trainee going for overseas assignment
• Review progress of YEP trainee on overseas assignment
Asia Technical Director • Review YEP trainees to be sent on overseas assignments
• Review progress of YEP trainees annually for module 3 and 4
Overseas Host Manager Plant managers or rotation supervisors?
• To provide agreed assignment for the YEP trainee, ensure safety and required resources are available
• To provide local support to YEP trainee during assignment
• Report on trainee’s progress to home country YEP manager and home country Industrial director.
Base = plant that the trainee is recruited into
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YEP Program Review
Annual review sessions should be conducted to provide management update and to review the progress of the YEP program.
Can be done right after the annual learning/progress review session with YEP trainees
To be initiated by each country YEP manager
Invitees: Asia VP HR, Asia Technical Director, Country Industrial Director, Asia Learning & Dev Manager
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Module 1 Orientation Itinery
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Module 1No Activity Who Where Timing
1 Welcome and outline agenda for the first week. Introduce YEP program to participants, trainees introduce themselves
Country HR Plant Office 0800 – 0830
2 Welcome to Bunge. Overview of Bunge global, BAS, history, strategy, org. chart, line functionalities and values.
Plant HR Plant Office 0830 - 1130
3 Introductions to other line department Plant HR Plant 1130 -1200
4 Intro to Agribusiness – Trading, risk management
Financial Controller
1300 – 1400
5 Welcome to Industrial Operations – who’s who, structure, PQSE & Projects overview,
Plant Manager/HR Manager
1400 – 1530
6 HR overview & performance mgt process, org structure, who’s who
Plant HR 1530-1700
7 Group dinner (if any) Plant HR 1800
Day 1
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Module 1
No Activity Who Where Timing
1 Finance, Legal, IT Financial Controller
Plant Office 0800 - 1000
2 Code of Ethics Plant HR 1000 – 1200
3 HR Regulations & Policies Plant HR Plant Office 1300 -1500
4 Procedure/Documentation Plant QC Supervisor
Plant Office 1500 -1700
Day 2
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Module 1
No Activity Who Where Timing
1 General Safety Plant Safety Supervisor
Plant Office 0800 – 1200
2 Working at height and lifting Plant Safety Supervisor
Plant Office 1300 – 1500
3 Confined space & Excavation Plant Safety Supervisor
Plant Office 1500 – 1700
Day 3
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Module 1
No Activity Who Where Timing
1 Chemical Usage Plant Safety Supervisor
Plant Office 0800 – 1000
2 Hot work Plant Safety Supervisor
Plant Office 1000 – 1200
3 Log out/Tag out Plant Safety Supervisor
Plant Office 1300 – 1500
4 Permit to work Plant Safety Supervisor
Plant Office 1500 – 1700
Day 4
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Module 1
No Activity Who Where Timing
1 Safety observation Plant Safety Supervisor
Site 0800 – 1700
Day 5
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Next Steps
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Proposed Program Implementation Timeline
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Proposed Program Implementation Timeline Training Area Trainer Duration Module 2 & 3
Jan to Jun 2012
Jul to Dec 2012
Jan to 15 Feb 2013
16 Feb to Mar 2013
Apr 2013 Wk 1 May 2013
Silo & Preparation
Shift Supervisor
6 months
Extraction Shift Supervisor
6 months
Utility Shift Supervisor
1.5 months
Maintenance Maintenance Manager
1.5 months
Laboratory QC Supervisor
1 month
Warehouse Warehouse Supervisor
1 week
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Proposed Program Implementation Timeline
Training Area Trainer Duration Module 2 & 3
May to Oct 2013
Nov 2013 to Apr 2014
May to Sep 2014
Work as Operator in selected area
Shift Supervisor 6 months
Work as Assistant Shift Supervisor
Production Manager 6 months
Overseas work assignment, if selected
Overseas Shift Supervisor / Manager
3 to 5 months
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