Training & Career Development Guidelines for the Five-
Year Plan (2012/13-2016/17)
Training & Career Development units at KPC and subsidiaries facilitate the
development of the oil sector’s human resources. The effective coordination
between these units is therefore a key element in ensuring a properly
qualified national workforce to achieve the goal of Kuwaitization. An
essential part of this coordination is a unified effort on the implementation of
the Oil Sector Learning and Development (L&D) Strategy through the 5-
While the L&D council’s role is to recommend and implement the general
strategy for learning, training and development in the oil sector, KPC’s role
is to provide expertise for in-house training and development programs and
to provide necessary support to the oil sector through the Petroleum Training
Center. The subsidiaries will do their part by identifying employees’ training
and development needs, following up and updating the implementation of
personnel development plans, and supporting on-the-job training and
development activities. In this regard, subsidiaries are requested to submit
their L&D 5-year plan input in the attached tables, according to the
1. Link training and development activities with the Oil Sector L&D
Strategy and the Five Year Plan.
2. Commit to developing all employees in KPC and Subsidiaries by
estimating training needs using a competency based system approach
and nominating participants for training programs accordingly.
3. Consider the International Vocational Qualifications, specialized
international certification (where applicable) and the fulfillment of job
competencies to be among the criteria for filling technical and
administrative positions and promoting employees.
4. Give priority to the training and development of the Kuwaiti
workforce (operational /non-operational manpower).
5. Take into account the future recruitments of manpower for
departments / companies during the next five years when estimating
6. Encourage self-learning initiatives as one of the main sources of
learning / development and training.
7. Take into consideration that all local and in-house courses are to be
implemented through the Petroleum Training Center (PTC).
8. Take into consideration that the in-house training need figures filled
into the attached table should reflect the detailed training needs that
will be requested later by PTC.
Please fill all training activities (i.e. in-house, local, external, etc.) in
9. Allocate a separate plan for the training of Kuwaiti contractor
employees (excluding KPC) to implement the decision of the KPC
Board of Executives “The % of national manpower for contractors
should reach at least 30%.” Please fill Attachment 2.
Please fill the attached forms available for download at
http://ptc.kpc.com.kw/KPC/main.asp. Note that all cells of the Training
Need tables have been locked from editing except where input is required
from subsidiaries. Please fill in the tables as they are, and send them to the
following e-mail address:
Planning Div.PL.&C.DDpt@kpc.com.kw .
For any further assistance, please do not hesitate to contact:
Team Leader Planning, Mrs. Samar Daoud
Phone: 2499-4645 email: email@example.com
Senior Planning Analyst, Mr. Sufyan Al-Doweesh
Phone: 2499-4643 email: firstname.lastname@example.org
C. Follow up of plan:
Planning and Career Development Department will regularly follow up the
5-year plan in order to ensure that the strategic directions and objectives are
achieved. Accordingly, kindly provide monthly statistics on actual training
data during the 1st week of every month to KPC following the start of the