Reference no: EM133298888

Question: Bapco Bahrain is one of the most important national companies in the Kingdom of Bahrain that operate in the oil industry. It plays an important role in supporting and laying the modern Kingdom of Bahrain, and contributes to a large part of activities related to the energy sector in the region. This includes exploration and search for oil, drilling, production and refining, and the distribution of oil products and natural gas, in addition to selling and exporting crude oil and petroleum products. The company was established in 1929 for the purpose of working in all aspects of the oil industry and its related activities inside and outside Bahrain with the aim of achieving the maximum contribution in supporting the national economy. Bapco is a vivid example of the presence of organizational culture in the organizations of the Kingdom of Bahrain.

And that the strength of the organizational culture in it is manifested by the values associated with practical behavior. Where the organizational culture allows the company to support and encourage team spirit, interaction between workers and support creativity. In addition to spreading mutual trust between them, which greatly affects the amount of knowledge that is shared. More than that, its culture also focuses on the needs of workers and looking at them as members of one group that must be taken care of, finding values and common goals among them, consolidating distinct performance standards, providing mutual respect and allowing for participation. Bapco Bahrain's role was not limited to providing resources and wealth to the Kingdom, but also included the employment of knowledge management in order to develop the national workforce in Bahrain. As the company is keen to continue its huge investments in the development and rehabilitation of national cadres in a manner comparable to the prestigious global levels to face the challenges of the future in the industry. Where Bapco's culture is based on affirming interest in the human element as the main pillar in the success of any institution, stressing that the development of human cadres has the lion's share in the work strategies of Bapco in order to refine the skills of workers and prepare them according to the latest technologies and applications to play the role assigned to them in supporting the path of the national economy and meeting the needs of the labor market in the short and long term in all Efficiency and competence. For example, Bapco has a "good idea program", which was established in 1996 with the aim of encouraging employees to participate effectively by providing opinions and good ideas that contribute to the development of the company and improving its performance. This program rewards employees for its creative ability and makes it proud and proud of being an important element that contributes to the success of the company and its accomplishments. Every proposal is a self and important contribution and the time and effort needed to evaluate and consider it is allocated. Where the company has an environment and culture based on encouraging the creative skills of individuals in order to preserve them.

In addition, the Bapco Learning Department develops and facilitates learning and development solutions for employees, including driving skills and skills, employee development and communications, while training all operations and maintenance personnel on the necessary technical skills that ensure business in facilities safely and effectively. In this field, too, Bapco uses many modern strategies and applications for the executive development program, which aims to prepare the next generation of leaders in the company, indicating that this program has gone a long way from progress and many executives in the company have advanced advanced levels in this ambitious program in cooperation with the Leadership and Administration Institute. In addition, Bapco uses another development program through which senior executives participate in advanced training courses in management arts in cooperation with the London School of Business in order to qualify them to be future leaders in the company, as the program includes many important administrative issues in the field of decision-making, operational excellence, strategic planning and others. He emphasized Bapco's commitment to implementing the principles of "Lin 6 Sigma", which are modern applications worldwide in the field of reducing costs, reducing waste and enhancing performance efficiency, which prompted the company to pass the requirements of auditing in many operational aspects throughout the year. There is another section in the human resources department of Bapco, which is the operations and training department, which aims to serve the interests of the Bahraini society through the multiple social responsibility initiatives undertaken by Bapco. This includes the "Bapco Sons of Staff Program", through which the company helps its employees by paying their children's enrollment fees for postgraduate studies. Many employees have benefited from this program in which priority is given to those who have not been chosen and who have served the company for long periods.

The less fortunate employees, the retired and the deceased employees are also taken into consideration, as they are given opportunities to take advantage of these benefits offered by Bapco. In order to meet the company's future needs in rare specializations such as geology, petroleum engineering or chemical engineering, which is among the less attractive areas of study for university students, although it is the most requested in Bapco, Bapco launched a well-studied program for scholarship called the "University Studies Scholarship Program" which helps local high school graduates to develop their level of knowledge. In light of the degrees obtained by students at the secondary level, the company offers rare opportunities for these graduates to complete studies in a local university or abroad, which paves the way for them to build the bright future that awaits them, God willing. This program supports 25 outstanding Bahraini students (13 graduates of the scientific track at the secondary level, graduates of the University of Bahrain and 12 Bapco employees).

And given that the company needs a continuous supply of skilled human resources that have incentives for production and success, the provision of a regular scholarship program on a regular basis is an integral part of the system, as it ensures the provision of appropriate talent at the right time to support the operational needs of the company. The company is keen to use the largest international academic centers, whether when providing scholarships for graduates or employees. Students have demonstrated high capabilities at the international level, achieving the highest rates according to international standards. The "Special Study Program" represents another initiative of Bapco in the field of social responsibility, through which the company encourages its employees to develop professionalism by completing their studies to obtain the highest degrees to doctoral degrees.

The company provides them with financial assistance according to their field of study, where special considerations are given because they have decided to join the study programs of their own time. This program helps open new job horizons that allow employees to obtain a merit, distinction and progress in the career ladder. It also constitutes one of the main direct jobs that the department undertakes, since it is directly related to employee development. The strategy of human resource development in Bapco is not limited to training only, but extends to maintain the highly efficient Bahraini cadres that were in the past tending to give up their jobs in the oil industry, and to go to other jobs that are less challenging, or more profitable like banks. It follows from the above from, that Bapco is committed to the great investment in training and developing its human resources, which was clearly reflected in the annual budget allocated to training, which amounted to more than 7 million dinars for various administrative, technical, and supervisory training programs, specializing in safety, operational operations, and other skills development programs.

Question 1: Evaluate the role of organizational culture in Bapco Bahrain and its role in supporting knowledge.

Question 2. Explain how Bapco Bahrain employs knowledge management in order to train and develop its employees? Enhance your answer with examples.

Question 3. Analyze the human resource development strategy adopted by Bapco in the field of social responsibility through various programs, enhancing your answer with examples.