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Exxon Mobil Corp. (ExxonMobil) is an American multinational oil and gas corporation headquartered in Irving, Texas. It is the largest direct descendant of John D. Rockefeller's Standard Oil Company, and was formed on November 30, 1999 by the merger of Exxon (formerly Standard Oil Company of New Jersey) and Mobil (formerly the Standard Oil Company of New York).
The world's 8th largest company by revenue, ExxonMobil is also the Fifth largest publicly traded company by market capitalization. The company was ranked No. 6 globally in Forbes Global 2000 list in 2014. ExxonMobil was the second most profitable company in the Fortune 500 in
ExxonMobil is the largest of the world's supermajors[8] with daily production of 3.921 million BOE. In 2008, this was approximately 3 percent of world production, which is less than several of the largest state-owned petroleum companies. When ranked by oil and gas reserves, it is 14th in the world—with less than 1 percent of the total. ExxonMobil's reserves were 25.2 billion BOE (barrels of oil equivalent) at the end of 2013 and the 2007 rates of production were expected to last more than 14 years. With 37 oil refineries in 21 countries constituting a combined daily refining capacity of 6.3 million barrels (1,000,000 m3), ExxonMobil is the largest refiner in the world,[ a title that was also associated with Standard Oil since its incorporation in 1870.
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ExxonMobil has been criticized for its slow response to cleanup efforts after the 1989 Exxon Valdez oil spill in Alaska, widely considered to be one of the world's worst oil spills in terms of damage to the environment. ExxonMobil has a history of lobbying for climate change denial and against the idea that global warming is caused by the burning of fossil fuels. The company has also been the target of accusations of improperly dealing with human rights issues, influence on American foreign policy, and its impact on the future of nations.
General Characteristic
Responsible for the main role of commissioning field operating activities inBolivia YPFB (Ammonia & Urea Process)project during O&M phase
Role & Responsibilities
-Provides field operation at the jobsite as assigned.
-Coordinates, and reviews the work of assigned client’s operating and maintenance personnel.
-Coordinates with client representatives to obtain approval on work as it is accomplished
-Supervise safety rule during O&M activities.
-Coordinate with operator of client, and subcontractor.
-Checking that testing activities involving stakeholders are coordinated with contractors
-Monitoring the definition of technical assurance requirements (testing certification) and production
of assurance deliverables.
Job Requirement
Education
Bachelor’s degree in related engineering major
Experience
-Minimum 5 to 10 years experience commissioning
-Project based commissioning experience gained within the Oil and Gas industry or Petrochemical industry, especially Ammonia & Urea plant
Skills & knowledge
-Comprehensive knowledge on overall commissioning and O&M Activities
-Excellent communication and management skills with proven ability of leadership.
-Ability to read and understand engineering drawings and knowledge of international standard used in engineering is necessary.
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Working in Saudi Arabia
Are you planning on working in Saudi Arabia? To get everything right the first time, read the InterNations Guide on this topic. We provide information about the economy, the job market, permits, financial benefits, and valuable tips on business culture and etiquette.
There are more than ten million foreigners based in the Desert Kingdom. Most of them are from South East Asia and find employment as manual laborers. Roughly 125,000 foreign residents from Western nations are estimated to be working in Saudi Arabia as well.
These numbers are unlikely to decline in the near future, although the government is busy improving job prospects for its own people, by investing in the education system and introducing quotas to regulate the number of expats in Saudi businesses. Since November 2012, employers were forced to pay heavy fines if they hired too many foreigners, and not enough Saudis. On top of this, the government has just launched a new ‘Saudization’ plan that will support Saudis from a young age, preparing them for working life. The hope is that expats will no longer be needed if the Saudi population is properly trained.
World Class Economy
Holding about 18% of the world’s proven petroleum reserves, it is unsurprising that the kingdom’s economy is heavily based on oil. To be precise, petroleum accounts for 85% of export earnings, 73% of budget revenues, and 50% of the GDP. This partly explains why Saudi Arabia is one of the few high-income countries with a very strong industrial sector.
Thanks to recent diversification efforts to reduce the economic dependency on oil exports, the service sector in Saudi Arabia has really taken off. In 2015, the service sector generated roughly 51.8% of the GDP, thus making the tertiary sector one of this most important sources of income for the national economy. Given the climate and topography, agriculture doesn’t stand a chance of playing a major role, although there have been some government efforts to make the populace less dependent on food imports.
The manufacturing industry has also benefitted greatly from the diversification attempt. In addition to the local petrochemical industry, particular attention has been given to power generation, telecommunications, and natural gas exploration. The government is also investing over 70 billion USD into the building of six economic cities. The hope is that creating a sort of “industry huddle” will motivate the firms, boosting productivity and creativity.
Getting to Know the Industry
While it is not the easiest country to find work in, there are plenty of opportunities for working in Saudi Arabia if you can offer a high level of expertise and experience. Large numbers of expats have jobs in engineering (particularly in the oil industry), IT, healthcare and medicine, banking and financial services, teaching (especially women), telecommunications, or construction. Since Saudi Arabia is also increasing investment in urban planning, transport infrastructure, food processing, and water resource management, foreign specialists with experience in such jobs might also have good chances.
Most expats working in Saudi Arabia were contracted while still in their previous city of residence. It is very rare, indeed almost impossible, for foreigners to come to, say, Riyadh or Jeddah without an offer in order to start looking for work there. The Saudi government’s new push for “Saudization” has also further complicated the situation.
The recruitment for managerial positions is mainly done by private consultants or agents representing Saudi employers in big cities across the globe. Intra-company transfers within multi-national corporations also account for a considerable share of assignees from abroad. A good first step for anyone interested in working in Saudi Arabia would be to contact their country’s chamber of commerce.
Work Permits and Sponsors: Stay on their Good Side
You cannot secure a work permit unless you have a concrete employment offer. In fact, individuals cannot apply for a permit themselves; their sponsor must apply for one on their behalf. Every expat has a sponsor – usually their employer – who acts both as a guardian and a guarantor during their time working in Saudi Arabia. The function of a sponsor can be held by individuals, companies or institutions, such as your chamber of commerce in Saudi Arabia, or a business associate or partner. Some individuals may expect remuneration for their services.
Your sponsor will probably be your main contact in the kingdom, and can help you with many of the issues you may encounter, from getting your visa to helping you find accommodation. At the same time, they are responsible for you and thus have a strong interest in both your well-being and your good behavior. Any offence you cause while living and working in Saudi Arabia may reflect badly upon your sponsor.
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Based on our guiding philosophy of being "Committed to Excellence", Chalhoub Group offers a culture of performance, effectiveness and fairness. We look to recruit highly qualified professionals with a passion for luxury, an entrepreneurial spirit and unmatched drive.
Based on our strong belief that the future and success of the group lies in the development of our people, the Chalhoub Group places great value on its pool of highly skilled and dedicated professionals.
By joining Chalhoub Group you will experience:
Exposure to the finest brands and diverse markets
An inclusive work place with a diversity of over 90 different nationalities
A commitment to Nationalization to embrace local talent
A professional, supportive and positive work environment
A commitment to developing our staff via functional and geographical mobility, training, seminars, workshops and partnerships with some of the best business schools and universities in the world
When looking for an exciting and challenging career with a rapidly growing and successful company, that fosters a sense of pride and belonging, consider Chalhoub Group as your employer of choice.
Benefits
Chalhoub Group is committed to excellence in all that it undertakes. This commitment is met, in part, by treating our staff fairly and equitably by providing a total compensation package that enables the group to attract and retain highly talented people at all levels.
Our reward philosophy consists of a blend of all three main components of compensation: base pay; incentive pay and benefits.
Our structured performance management system fosters and rewards excellent performance across the group by aligning the objectives of employees with the group's goals. It promotes consistency in performance assessment and motivates all employees to perform at their best. We also support a Total Reward Philosophy that recognizes over achievements.
Recognizing the value that employees bring, we strive to provide a competitive benefits package. Some of the benefits include health care, life insurance and discounts with 3rd party partners including, car hire, insurance, travel and hotels.
Chalhoub Group is committed to ensuring our people have the time to take care of themselves and their families, through our flexible working hours policy, provision of recreational areas and many out of office social and sporting events and activities.
Training & Development
True to our commitment to excellence, the Group prioritizes our people professional development through skills training, team building seminars and leadership programs to help them develop, grow and achieve.
We provide an extensive array of learning opportunities and programs which include:
Chalhoub Group Retail Academy - the first accredited retail academy in the Middle East offering international qualifications such as NVQ and BTEC from the world's largest awarding body - Edexcel. Our certified programs in retail allow our staff to gain a qualification in the workplace and learn best practice skills in customer service, selling, stock control, visual merchandising and retail operations.
Advanced Management Program (AMP) - a customized program to help grow our managers in decision making, managing projects, solution development and leadership skills.
Advanced Leadership Program (ALP) - a highly personalized and reflective leadership program which provides new skills, learning, observations and feedback on performance as a leader in developing team members and talent.
Executive Education - we partner with some of the world's best business schools such as IESE, London Business School, INSEAD and Harvard to develop our leaders and leaders of the future.
We also provide courses approved by the Institute of Leadership Management (ILM).
Our employees can benefit from many other courses and programs covering subjects such as Management, Behavior, Technology, Language, Communication, Marketing, PR, Logistics, HR… to name a few.
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Open ROADS to a Better Connected World
The future promises a Better Connected World. Huawei invites you to join us on the Open ROADS to a Better Connected World.
Big Video - Everywhere
Video is now everywhere, and it will become central to communication and entertainment. Video is becoming a basic service for operators, and it will drive success in the digital transformation.
Big IT - Enabling
In the digital era, operators need to provide a ROADS experience. They can only do so by reconstructing their IT systems from internal support systems into value creation systems.
Big Operation - Agile
Experience drives re-architecture of operations and infrastructure, and ultimately reflects the business outcomes of the transformation.
Big Architecture - Elastic
To meet the needs of the information era, operators will need DC-centered ICT infrastructure deploying SDN/NFV and cloud computing.
Big Pipe - Ubiquitous
Successful practices by global carriers demonstrate that carriers must leverage its pipe and service advantages based on "new basic services" and build ubiquitous ultra-broadband networks to guarantee differentiated ROADS user experience.
"People are the foundation of business. Develop people before making products." Throughout its history, Panasonic has consistently placed priority on human resource development based on this philosophy. The core element of our human resources policy is building win-win relationships between the company and employees through a variety of initiatives, stemming from the principles of participative management, evaluations based on performance, and respect for employees. In essence, this approach means that we are simultaneously pursuing two objectives: sustaining growth in business performance and allowing employees to achieve self-fulfillment through their work. This is how we go about making Panasonic worker-friendly, resulting in a more fulfilling work environment.
Employee Training and Development
Human resource development
As indicated by the phrase "The success of business depends on employee," growth and development of business cannot be realized without the development of people. Human resource development should be carried out through daily management and it is one of the most fundamental responsibilities of managers.
Managers should keep in mind that in order to bring innovation to others, the manager must take the initiative to bring innovation to oneself. It is important to carry out human resource development appropriately to enhance the quality of staff members and to stimulate their personal growth.
Therefore Panasonic created its "Human Resources Policy" in 1957, which includes "Basic Purpose of Human Resources Development," "Requirements for All Panasonic Group Employees," and "Basic Guideline for Managers." In order to apply these policies globally, we created "Human Resources Development Policy" which contains the basic philosophy in more understandable phrases and has been made more concise. The Human Resources Policy is shared with all employees at Panasonic to promote the growth of each individual and create a workspace climate conducive to personal growth.
Human Resources Development Policy (Excerpt)
I. Basic purpose of Human Resources Development
To develop people to have a good understanding of Panasonic's Management Philosophy (BBP) so that they will strive to carry out their responsibilities based on the Philosophy; specifically to develop people to practice 'Requirements for All Panasonic Group Employees' as listed below.
II. Requirements for All Panasonic Group Employees
The points below are requirements that all Panasonic Group employees should fulfill. All employees are expected to use this as a guideline and strive for further development.
Practice our Management Philosophy
Always show challenging spirit
Keep thinking and acting innovatively
Respect diversity and inclusion
Be globally-minded
III. Basic Guidelines for Managers
Below are basic guidelines for managers which must be fulfilled so as to "develop people before making products."
Show clear leadership based on strong beliefs
Create an organization and culture which allows employees to fulfill their potential
Encourage others to develop themselves
Provide opportunities to take on new challenges and to achieve their goals
Create workplaces where diversity is valued and respected
Appreciate staff members for their efforts
Develop healthy management / employee relations
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Microsoft is widely recognized as a leading company for offering one of the strongest and most comprehensive compensation and benefits packages in the country. We start with competitive pay, bonuses, and stock awards to eligible employees based on individual performance. Then we add on unique offerings that might surprise you.
Leading health and wellness care
Medical and hospitalization. Industry-leading health coverage, more than many other companies offer.
Vision care. One annual eye exam and reimbursement for one pair of glasses or contacts per calendar year.
Dental care. Choose between a basic plan or a plan that covers more—including orthodontic services.
Physician house calls. Yes, that’s right. In the Seattle area, doctors can come to you, 24 hours a day.
24-hour health line. Receive useful, easy-to-understand information 24x7 to help you make sound healthcare decisions.
Free on-campus health screenings and flu shots. Taking care of yourself is as easy as picking up lunch with our on-site Living Well Health Center.
And so much more, including life insurance, disability insurance, accidental death and dismemberment insurance, group legal coverage, dependent and healthcare flexible spending accounts, weight management programs and office ergonomics support.
Maternity and parental leave
Maternity leave. New birth mothers receive 8 weeks of paid maternity disability leave, and may also take short-term disability (STD) leave starting 2 weeks in advance of their scheduled due date.
Parental leave. For births, adoptions, or foster placements on or after October 1, 2015, parents will receive 12 weeks of fully paid parental leave to bond with their new family.
Savings and investments
401(k) plan. We match $0.50 for every regular pre-tax or Roth dollar that you save. So if you reach the pre-tax/Roth contribution limit (equal to $18,000 in 2016), Microsoft will give you an additional $9,000 in matching contributions! For additional tax-advantaged savings, contribute up to $20,000 on an after-tax basis each year and convert to Roth. Also, if you will be age 50 or older this year, consider making catch-up contributions as well.
Employee stock purchase plan. Each quarter, we can purchase Microsoft stock at a 10% discount off the market price during a defined purchase period.
Training and development
In addition to tuition and textbook reimbursement for approved work-related courses, we offer amazing internal resources such as technical, management and professional development classes, a visiting speaker series, TechFest and even our own library.
Time off
15 paid vacation days, 10 paid sick-leave days, and 10 paid U.S. holidays, plus two personal days to call your own each year.
Career development
At Microsoft, you’ll have an amazing range of opportunities. You might become an expert in a particular field or build proficiencies across many areas. You might be an individual contributor or become a manager. Because we have so many kinds of jobs in so many different places, you can stay in one building, city, or country, or you can cross borders—in person, or virtually.
Your career and professional development is a partnership between you and your manager, reinforced by our numerous career resources. And as much as we’re here to support you, we believe your career is an individual adventure. You drive your career development plan while your manager assists and coaches you, and we provide a framework with the tools and resources you need to succeed.
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