BAS Young Engineers Program –
Vietnam
Program at a Glance
Objective
Rotation
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.
Total duration 36 Months including 3 to 5
months overseas rotations
Confirmation
To be hired on yearly renewable contract
Performance Management
Headcount & Recruiting
Headcount – 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
2
2
- 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
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
3
back-filling or short term resourcing. It is an investment to develop talent
for future growth and long term business sustainability.
3
The YEP Pyramid
Job Assignment
Specific/
Overseas
Assignment
After the
3rd year
3rd year
2nd year
Involved in
Small Projects
1st year
On-The-Job Training
(Job Rotation)
4
The NEO Program
(New Employee Orientation)
On boarding
1 week
The Young Engineer Program Ladder
Team
Leader
Young
Engineer
Trainee
Supporting
Systems
Trainee
Graduate
Student
5
Campus
Recruitment
NEO
Program
On-the-job
Training
Involved in
Small
Projects
Overseas
Training
Job
Assignment
Supporting Systems
Training
• Buddy system
• Employee
committee
• Employee care
• Program …
6
Care Plan
Successful
Program
NEO, Technical, Safety,
Process, English, Team
Building
• Production
• HR
• Employee
communication
• Meeting
• Annual
Meeting …..
Communication
Channels
Process
July-11
Aug-Sept
Oct
3 year
program
Planning &
decision to
proceed
Recruitment
drive,
Selection
Start
program for
new cohort
Rotation
program
Letter of offer for
permanent position
on 3 year
assignment
7
7
Placement
to final
department
Letter of offer for
permanent position
at final department
Activity sequence
No
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,
Aug-11
Local HR
Shortlist of
Candidates
Sept-11
Country HR,
Industrial
Plant Manager,
Plant Head
of Production
Employment offers to
successful candidates
advertisement via university career portal, contacts
with Careers affairs offices)
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,
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8
Activity sequence
No
4
Activity
Timeline
Who
Outcome
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
Engineers
program
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9
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.
10
10
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
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
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)
Receive site safety
induction
Content
Bunge mission,
values, strategy
Industrial Ops
strategy, Intro to all
11
departments
Supervisory
assignment
Safety induction
11
Program outline
Module 1
Typical roles
Trainee
Module 2
Crushing or Silo
Operator and
Maintenance
Assistant
Module 3
Module 4
Production Planner,
Engineering
Assistant,
Maintenance Planner
Production/mainte
nance . supervisor
or assistant
supervisor
Project Assistant,
Capex Planner
Assessment
Supervisor reviews,
Site mgt team review
Supervisor reviews,
Site mgt team review
Supervisor reviews,
Site mgt team review
Supervisor reviews
Country Industrial
Mgt team review
Country Industrial
Mgt team review
Presentation to
Industrial Mgt team
Presentation to
Industrial Mgt team
Country extended
Industrial Mgt team
review
Country extended
Industrial Mgt &
Asia Industrial Mgt
team review
Presentation to
Industrial Mgt team
Presentation to
Industrial Mgt team
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12
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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13
Module 2 (Industrial Operations & Engineering OJT
rotation – 6 months duration)
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
Rotation areas
Duration
Crushing (preparation, extraction)
4 months
Crushing (elevator)
2 months
Refinery (applicable in Vietnam)??
2 months
Maintenance/Engineering (mechanical,
electrical, civil)
Warehousing, port, logistics
14
Additional areas to be
added if the country has
operations like Bakery,
Ports, Bottling
2.5 months
3 weeks
Quality control
2 weeks
Continuous improvement (productivity)
1 week
14
Module 2 (Industrial Operations & Engineering OJT
rotation – 6 months duration)
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
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15
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 training
2. Teach and coach, as appropriate
3. Review performance with trainee every month and provide feedback for
improvement.
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16
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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17
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 supervisor
2. Submit quarterly summary to Plant manager
3. Submit 6-month learning report to site HR on difficulties, suggestions for
improvement. Conduct a presentation to site management team
4. 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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Module 4 (Operations/ Engineering/ Project mgt
focused OJT) – 3rd 18 months
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
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Module 4 (Operations/ Engineering/ Project mgt
focused OJT) – 3rd 18 months
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.
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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
Candidate selection form
Criteria related to the job
description
Comments
Rating key
0 Not met criteria
1 Partially met criteria
2 Fully met criteria
3 Exceeds criteria
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
25
* 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 Responsibilities
Role
YEP Sponsors
Who
Country
Industrial
Director
Asia Technical
Director
Responsibilities
• 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 Responsibilities
Role
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
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Base = plant that the trainee is recruited into
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Roles and Responsibilities
Role
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
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Plant managers or • To provide agreed assignment for the YEP
rotation
trainee, ensure safety and required
supervisors?
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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30
Module 1
No
Day 1
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 31
dinner (if any)
Plant HR
1800
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Module 1
No
Day 2
Activity
Who
Where
Plant Office
Timing
1
Finance, Legal, IT
Financial
Controller
0800 - 1000
2
Code of Ethics
Plant HR
3
HR Regulations & Policies
Plant HR
Plant Office
1300 -1500
4
Procedure/Documentation
Plant QC
Supervisor
Plant Office
1500 -1700
1000 – 1200
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Module 1
No
Day 3
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
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Module 1
No
Day 4
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
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34
Module 1
No
1
Day 5
Activity
Safety observation
Who
Plant Safety
Supervisor
Where
Site
Timing
0800 – 1700
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35
Next Steps
36
36
Proposed Program Implementation Timeline
Trainer
Duration
Training Area
Module 1 & 2
Oct
W
41
New Employee Orientation
HR, QC, Finance &
Safety
1 week
Silo & Storage, Preparation &
Crushing
Shift Supervisor
1 week
Extraction
Shift Supervisor
1 week
Utilities (boilers, air
compressor, cooling tower &
tower waste treatment
Shift Supervisor
1 week
Laboratory
QC Supervisor
1 week
PQSE – Production Planning
Production Manager
1 week
Maintenance
Maintenance
Manager
1 week
Project & CAPEX
Project Engineer
1 week
Port Industrial
TBD
1 week
Logistics Supervisor
1 week
Finance
Financial Controller
3 days
Human Resource
HR Manager
3 days
Logistics
37
W
42
W
43
Nov
W
44
W
45
W
46
W
47
Dec
W
48
W
49
W
50
W
51
W
52
Proposed Program Implementation Timeline
Training Area
Trainer
Duration
Module 2 & 3
Jan to Jun
2012
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
38
Jul to Dec
2012
Jan to 15
Feb 2013
16 Feb to
Mar 2013
Apr 2013
Wk 1 May
2013
Proposed Program Implementation Timeline
Training Area
Trainer
Duration
Module 2 & 3
May to Oct
2013
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
39
Nov 2013 to
Apr 2014
May to Sep
2014