Leadership & HR

Development Responding to Management Strategies inTimes of Change
26th January 2023

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Contents:
A. Overview of KNPC Core Business
B. KNPC 2040 Strategy
C. KNPC Talent Management Program
D. Change Management
E. COVID-19 Pandemic: KNPC Workforce Design and Virtual Organization
F. Conclusion
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A. Overview of KNPC Core Business:Established in 1960, focused on Marketing initially

Operates integrated two complex Refineries

Refining capacity : ~ 900,000 BPD and after CFP 810,000 BPDGas Plant capacity: 1518 MMSCFD and now 2485 MMSCFDNew LNG Import Facilities operated since 2009

~ 6,500 Employees

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MINA AL-AHMADIREFINERY
357 KBPD

4 GAS PLANT Trains
AGRPs Facilities at
MINA AL-AHMADILOCAL MARKETINGMINA ABDULLAHREFINERY

454 KBPD

3 of 10~ 44 Filling Stations
2 Depots Sabhan &Ahmadi

B. KNPC 2040 Strategy:
OUR MISSION
We Add Value to Kuwait Hydrocarbons,
Producing High Quality Fuels to Meet Local andInternational DemandOUR VISION
To be a World-Class Refiner ThroughSuperior Operating and Financial Performance

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4 of 12B. KNPC 2040 Strategy:
Carbon Reduction Programs at KNPCKNPC has taken various initiatives to reduce Greenhouse Gas Emissions inline with its 2040 Strategy:

Leak Detection & Repair(LDAR) Program

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Heater Efficiency
Improvement Program

Flare Gas Recovery
SystemUse of Renewable
EnergyC. KNPC Talent Management Program:
Trigger:With the current accelerating changes, KNPC follows advanced concepts in management,
refining technologies and other fields.
KNPC has realized the importance and value-added of Talent Management, therefore it
has established a specialized individual division for this purpose.
Human Resources has a prominent role to play. A highly competent, quick solutionfinder workforce is now necessary for every business.
KNPC creates an agile environment that provides employees the opportunity toenhance work-engagement and be satisfied.

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The program objective is to create a pool of talented employees who drive the business to ahigher level of sustained proficiency and achieve organizational excellence.
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C. KNPC Talent Management Program:A brief about the program:
Building on the foundations of the KPC HR 2040 strategy, KNPC hasembraced Talent Management into its culture.
A mixed based learning approach was structured, and tailor made to suit
KNPC’s.
KNPC has launched the 4th wave of the program in FY 2022-23. Eachwave is addressing organizational challenge.
Employees were selected based on a filtration process and exposed tointensive training programs and learning interventions.

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C. KNPC Talent Management Program:
Regular Happenings at KNPC:

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D. Change Management:
How to Manage a Complex Change:

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E. COVID-19 Pandemic: KNPC Workforce Design and Virtual Organization:
1- Workforce Adjustment:In response to Kuwait Health Authorities, KNPC has reduced the total number of working employees
reaching 0% with the Full Lockdown “excluding Onsite Essential Operating Staff (working 24/7)”.
The Organization has developed a Business Continuity Plan in order to sustain Operations inacceptable safe levels to meet customers’ expectations.

KNPC has launched Remote Working Practice during the pandemic.
E.g., Conducting Virtual Meetings via MS Teams, Provide Online Training Courses, Attend Online
Conferences…etc.

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E. COVID-19 Pandemic: KNPC Workforce Design and Virtual Organization:
2- Inspection of Equipment:Kuwait Health Authorities decided to close Kuwait Airport in 2020 which has led to absence ofessential contractors working on equipment inspection.
KNPC staff has accomplished crucial Inspection of Equipment during the Pandemic that’s been
done virtually along with specialized contractors' stuck abroad.

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F. Conclusion:

In order to be agile to change, organizationneeds to have required enablers andtalents that can co-op with the change
without disturbing the business.

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Thank You…
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