Powering business strategy through investment in learning and development

At Shell Singapore’s in-house training centre on Pulau Bukom, hands-on learning is elevated using augmented and virtual reality technologies in simulating plant operations. 

Besides enabling new technicians to better visualise various scenarios in their training, these technologies complement e-learning modules and on-the-job training as part of Shell’s employee development strategy. 

Ms Jane Low, head of human resources for Shell companies in Singapore and Indonesia, highlighted the necessity of investing in learning and development to navigate a dynamic industry. “It is crucial to foster a mindset of continuous learning, recognising that we don’t have all the answers,” she said. “Establishing a robust learning culture is essential to support our goal of becoming a net-zero emissions energy company by 2050.”

Shell is a Gold recipient of the most recent SkillsFuture Employer Awards. Presented by the President of the Republic of Singapore, the national awards honour outstanding employers that champion employee upskilling. 

According to Ms Low, SkillsFuture Singapore has been instrumental in empowering Shell’s workforce to enhance their knowledge and skills while fostering innovative approaches to tackle new challenges. 

A few years ago, Shell strategically brought on board several professionals without prior experience in the energy sector but with the potential to support Shell’s trading activities. To ensure their readiness for success in this new domain, these individuals were enrolled in an industry career development initiative, developed in partnership with SkillsFuture Singapore and International Enterprise Singapore.

Launched in 2019, the two-year programme proved to be a success. The inaugural cohort of three participants successfully completed the programme and continues to make significant contributions to Shell’s trading department today.

DEVELOPING INTEGRATIVE CAPABILITIES FOR A NEW ERA

A new learning and development initiative that was rolled out last year by Shell Singapore is E+. The one-year full-time programme blends theoretical learning with experiential learning, equipping employees with the capabilities needed to navigate the ongoing global energy transition. 

The first of its kind in Shell globally, E+ sees participants embarking on a new role in one of Shell Singapore’s businesses, where they gain exposure to business case studies and projects alongside attending e-learning courses, webinars and masterclasses.

Outside of E+, Shell’s internal learning portal offers a series of foundational e-learning courses on topics that include electric mobility, low-carbon fuels, as well as hydrogen and carbon literacy. 

Since the last quarter of 2023, Shell has deployed adaptive course content technology for staff working at Shell Energy and Chemicals Park Singapore to provide learners with an AI-personalised learning experience that caters to each individual’s unique needs and skills levels. 

Another avenue for upskilling is the Joint Capability Council (JCC) programme, a collaborative effort with the Singapore Shell Employees’ Union. Geared towards bolstering career resilience, the programme was relaunched last year with increased session availability and a guide for line managers to better support team members attending JCC courses. 

It also added new pillars on energy transition and adaptive skills, featuring topics like deep decarbonisation and design thinking, along with modules covering technologies like process automation, robotics and Internet of Things. 

Ms Low noted that energy transition is an especially in-demand area of learning and development: “Deep decarbonisation was the third-most popular course among our colleagues. Six sessions have been conducted exclusively by the National University of Singapore for Shell, with over 90 colleagues attending the course and many others still on the waitlist.” 

Recognising that leading by example is the best way to boost enrolment in the JCC programme, local senior leaders have actively participated in the courses and provided valuable feedback to enhance its curriculum. 

DEVELOPING FUTURE-READY PARTNERSHIPS AND MINDSETS

To shepherd Shell through a new era of sustainability, more than hard skills are required. In 2022, as part of its Mental Wellbeing Strategy, Shell Singapore launched its Singapore Care Champions initiative. So far, over 100 employees have volunteered for training to provide peer support to colleagues who may be emotionally distressed. 

There is also Shell StartUp Engine Singapore, the local chapter of the organisation’s global accelerator programme that gives employees the opportunity to mentor start-ups working on smart and clean energy solutions. Besides empowering staff with on-the-ground insights into the latest market innovations, the platform hones their critical thinking and communication skills, while nurturing their risk-taking and entrepreneurial mindsets. 

This year, Shell seeks to further deepen its partnerships with institutes of higher learning in Singapore, which are crucial in building a sustainable talent pipeline, according to Ms Low. 

“We work closely with the Institutes of Technical Education (ITEs), polytechnics and universities by participating in annual career fairs,” she said. “Our colleagues – including senior management – connect and share with students about the work we do in Singapore, so that they can better understand careers in the energy industry and gain knowledge about its needs.”

She added that Shell’s partnerships and initiatives are premised on the company’s belief that its people, their mindsets and their behaviours are all key enablers in delivering a successful long-term business sustainability strategy.  

“Our approach has evolved – we’re focusing on deeper understanding and collaborative solution-building with our customers and partners, rather than just working more or more quickly,” said Ms Low. “This shift necessitates expanding and updating our knowledge and skills, as well as developing new capabilities. Continuous learning is key to our success.”

The SkillsFuture Employer Awards honour organisations that prioritise employees’ skills development. Symbolising excellence, the accolade can sharpen your company’s competitive edge in attracting and retaining talent. The SkillsFuture Employer Awards are now open for application until Mar 20, 2024.