154 / 276
152
Borneo Bulletin Yearbook 2023
Meanwhile,
Minister
of
Primary
Resources and Tourism Dato Seri Setia
Dr Haji Abdul Manaf bin Haji Metussin in
a keynote address during the Sustainable
Economy Forum at the RB Campus on
October 24, 2022 said that while the
government is making efforts to diversify
the economy away from hydrocarbons,
“the downstreampetrochemical industry
still has a paramount role in broadening
Brunei Darussalam’s economic base and
ensuring sustainability”.
The minister said Brunei has expanded
its product portfolio in the oil and gas
downstream industries over the last
decade. The country’s methanol plant
has been operated by Brunei Methanol
Company Sdn Bhd (BMC) since 2010,
while the Refinery and Petrochemical
Plant has been operated by Hengyi
Industries Sdn Bhd since 2019.
In 2021, the Brunei Fertilizer
Industries Sdn Bhd (BFI) fertiliser
plant as one of the largest in the
region commenced operation with
an annual production capacity of
1.365 million metric tonnes of urea.
“While we develop this sector, Brunei
Darussalam has installed safeguards
to ensure our environment is
protected, by undertaking necessary
measures to mitigate the risks and
long-term impacts.”
Human Resource
Competency
Framework
The Human Resource Competency
Framework (HRCF) is a framework to
aid in human resource development,
launched by the Department of Energy
at the Prime Minister’s Office on June
16, 2022. The HRCF serves as a guide for
the Department of Energy at the Prime
Minister’s Office, the PetroleumAuthority
of Brunei Darussalam, the Department
of Electrical Services (DES) and the
Safety, Health and Environment National
Authority (SHENA) to grow its workforce
capacity and competencies in line with
the development of the energy sector.
At the launch, the framework was
described as a structured tool to build
skills and to develop staff, consisting
of four core competencies including
leadership, management or functional
skills, Health, Safety, Security and
Environment (HSSE) skills, and technical
competencies.
The framework ensures that perfor-
mance standards are set at the required
competency levels, and any identified
competency gaps will be closed
through learning and development
activities. These include on-the-job and
experiential learning, social learning
and
feedback
from
supervisors,
colleagues and subordinates, and the
course programmes. The framework
also enables staff to do their own
competency assessment, consequently
recognising their areas of strengths
and in turn initiates their development
opportunities.