Nuevo Esquema Planeamiento v2

8/13/2019 Nuevo Esquema Planeamiento v2

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1.4. Development PlanningBased on the results of the feasibility study, and assuming that at least one option is

economically viable, a field development plan (FDP) can now be formulated and subsequently

executed. The plan is a key document used for achieving proper communication, discussion

and agreement on the activities required for the development of a new field, or extension to

an existing development.The FDPs prime purpose is to serve as a conceptual project specification for subsurface and

surface facilities, and the operational and maintenance philosophy required to support a

proposal for the required investments. It should give management and shareholders

confidence that all aspects of the project have been identified, considered and discussed

between the relevant parties. In particular, it should include

objectives of the development petroleum engineering data operating and maintenance principles description of engineering facilities cost and manpower estimates project planning summary of project economics budget proposal.

Once the FDP is approved, there follows a sequence of activities prior to the first production

from the field

FDP Detailed design of the facilities Procurement of the materials of construction Fabrication of the facilities Installation of the facilities Commissioning of all plant and equipment.

Economic Indicators

Risk Management


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1.Undertake strategic studies on how to strengthen business integration inter and intra E&P

Sector and to strengthen E&P business expansion, growth and business strategies, and make

recommendation to PMU management in order to support overall E&P strategic expectation,


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maximizing value of Malaysia hydrocarbon resources towards being a distinctive resources

owner and manager.

2.Undertake in-depth analysis pertaining to key external developments (i.e. market/industry

development) and the implications to E&P Business, and make sound recommendations in

response to key changes in PMU aspiration and Agenda.

3.Organise and facilitate workshops in order to develop a holistic assessment (i.e. all aspect

from E&P perspective, upstream, downstream operation and strategy ) and recommendations

on the strategic positions of the E&P business are relevant in the market condition to ensure

the company remain competitive.

4.Conduct research on industry level benchmarking, competitor intelligence, value chain

analysis, sustain close network with stakeholders and draw key insights and implications to

domestic and international E&P business in the dynamic competitive landscape, whereby

critical implications or potential opportunities are highlighted to management for effectivedeliberation and decision making purposes.

5.Generate insights reports on long term strategic orientation, scenarios, perspectives and

implications on issues identified through performance review, external environment analysis

and specialised studies, to enable management to assess strategic position and future strategic

thrusts Review, design and implement effective process, mechanism and network in gathering

insights from key stakeholders, both internal and external, on strategic issues impacting PMU

overall business, thereby enabling continuous enhancement in the timely delivery of strategic

projects.

6.Develop and maintain/enhance the development, improvement and efficient usage of

frameworks, systems and tools that are related to strategy planning, external environment

analysis and portfolio analysis, which are critical as inputs to the strategic and feasibility

studies carried out.

7.Design and maintain a competitive intelligence information portal / database so that

external information can be obtained from single source of reference, to facilitate the timely

delivery of required analysis for strategic analysis purposes

* Integrated Project Planning

* Long-term Business Planning/Program AFE Development

* Workplan and Budget Coordination

* Risk Management Planning

* Support Function coordination

* Providing performance management, development and coaching/mentoring to the team.


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THE RESULTS-ORIENTED CORPORATE PLANNING WORKPLACE

Corporate planning jobs, whether bookkeeping, accounts receivable or auditing, are involved in a lot of detail.

When corporate planning people are so engrossed in the details of their jobs, it's easy for them, for anyone actually,

to lose sight of the job's major contribution.

A Results-Oriented Corporate Planning Job Description is different from a traditional job description because itfocuses an employee on the several job results that answer the question: What results must this corporate planning

job accomplish for the organization?

Corporate Planning Job Standards added to job expectations tighten management controls by clarifying how well

and when results must be accomplished.

Corporate Planning Job Objectives establish management and employee plans by highlighting important current

and future results needed.

Job-specific Corporate Planning Employee Management Formsmaintain consistent and legally sound management

actions by basing manager-employee interactions on job results.

THE PURPOSE OF CORPORATE PLANNING JOBS

Stated in a results-oriented, three-line style, corporate planning jobs--

RECOMMEND ORGANIZATION OBJECTIVES AND PLANSby

analyzing and interpreting data; preparing economic and strategic assessments; identifying issues that

must be addressed; providing information pertaining to executive deliberations; recommending options

and courses of action; preparing budgets.

TYPES OF CORPORATE PLANNING JOBS

Corporate planning jobs attempt to see into the future-studying historical and current information related to the

organization purpose and eventually incorporating analyses into reports and explanations. Corporate planning jobs

identify optional approaches and estimate the outcomes of the various approaches, sometimes making

recommendations. Much of the work involves numbers and calculations.

CORPORATE PLANNING JOB MANAGEMENT TOOLS

Here are actual job examples of how corporate planning job actions can be focused on results and kept on track

using each of our job management tools:

Results-Oriented Corporate Planning Job Descriptions form the foundation of all job management tools. Our

uniquely structured job descriptions focus on the result to be accomplished first and prominently, followed by the

duties performed in order to accomplish the result. For example,

RECOMMENDS CORPORATE PLANNING ACTIONSby

analyzing system controls.

Corporate Planning Job Standards sharpen employee attention and management control by defining and

communicating how well the corporate planning results must be accomplished and what benchmarks will be used

to measure job results. For example, for the job result above, the job standards might be:

Corporate Planning situations are correctly understood. All options are identified and evaluated. Corporate Planning recommendations are ready when needed.

Corporate Planning Job Objectives point the direction for employee actions by focusing job efforts on current and

future corporate planning issues. Job objectives are written in the three-line, results-oriented structure. For

example, for the job result above, a job objective might be:

SPEED-UP DECISION MAKINGby

reducing time to deliver corporate planning recommendations by 10% by (date).


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Corporate Planning Employee Management Forms tied specifically to each corporate planning job description are

more helpful (and legal) than generic forms used for all different kinds of jobs. Job-specific forms are used to state

job qualifications, guide job interview questions, orient new employees, plan job training, and appraise job

performance.

Corporate Planning Job Qualifications are stated in the same terms used in the job description. They are not

translated into generic (typically behavioral) terms. For example:



Corporate Planning Job Interview guide questions are inserted directly below each job result in the job description:

For example:

"What specific job responsibilities have you had in this area?" "Where did you have these job responsibilities?" "When did you have these job responsibilities?" "How did you go about accomplishing these responsibilities?" "What accomplishment in this area gave you the most pride?" "In this area, what were some of your biggest challenges?" "How did you overcome the challenges?"

The Corporate Planning Job Orientation guide reformats the job description sequence so that job explanations,

policies, protocols, processes, and procedures are logical and complete and can easily be checked off. For example:



The manager might say: "Here's the procedure and format we use to analyze and present corporate planning

recommendations."

The Corporate Planning Job Training plan guides a thorough examination of actual job knowledge, skills, andabilities as described in the job description that need improvement or that might be enhanced. For example:



The manager might say: "Analytical skills would be improved by enrolling in a statistical analysis class."

The Corporate Planning Job Performance Appraisal guide is a job-specific form. It is not a universal form used for all

jobs. The guide adds an appraisal scale below each job result in the job description so that attention can be drawn

to each job requirement and expectation. For example:



__ Great! Just want we wanted.

__ We have a problem.

__ Improvement is needed.

__ Much, much more than we asked for.

Comments: _________________

CORPORATE PLANNING RSUM TEMPLATE

Potential employers want to know what a job applicant has accomplished in his/her corporate planning workcareer. They don't want to be bored with minor details. Our Rsum Template provides:


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an outline to help assemble personal background information. a Results-Oriented Job Description to provide the corporate planning job language-focused on results-needed to

write an effective rsum.

Corporate Planning Job Objectives to orient thinking in terms of accomplishments. instructions on how to use a Results-Oriented Corporate Planning Job Description and Corporate Planning Job

Objectives to express job accomplishments.

Use the corporate planning job description responsibility statement as a base:



Select the corporate planning job objective that fits your experience:

REDUCE COSTS 10%by

improving corporate planning processes.

Combine the two into a rsum statement:

Reduced costs 10% by analyzing, identifying, and recommending new corporate planning system controls.

Corporate planning is the responsibility of senior management, andthere should be a structured approach to achieving objectives and

implementing corporate strategy.

Action Checklist

Define the goals and communicate a clear company-wide strategy.

Customize plans and models to fit the business needs. Spend less time on processes and more on analysis. Enable participation by everyone involved in the company. Streamline workflow management.

Dos and Donts

Do


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Ensure that the traditional financial view generated by your financial system reflects arobust cost model.

Develop a portfolio inventory listing all existing applications and systems. Identify the business owner of each application or project.

Dont

Dont forget to review and revise budgets on a regular basis. Dont view corporate plans as fixed eternally.

Nuevo Esquema Planeamiento v2

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