Training & Personal Development at BP Australia

Majority of the training I have found to be beneficial has been on the job as a lot of the formal training programmes haven't directly linked to my job.

A lot of the training is self-driven. I feel would benefit from more guided training opportunities particularly being early in my career. But, there are also lots of fun ways to pick up skills for early career's people (e.g. presentation competitions) where I have been able to develop my presentation, analysis and communication skills.

There are courses for development in a lot of hard skills like Excel, Power BI as well as training for soft skills like speaking and writing (e.g. Smart Brevity). There's also informal training like going for volunteering or seeing our EV chargers in action.

We have access to a global training program, a specific early careers training program and access to LinkedIn learning.

I think additional training could be improved such as excel, PBI and other software that is used day to day that I hadn't been exposed to before joining.

In terms of on-the-job training, I think this is great. I had a really in-depth handover process. In terms of extra courses (e.g. building resilience and ignite) I feel these are generally pointless. For example, you do not build resilience through listening to a course, you build it through overcoming adversity.

There is numerous training modules and an entire database of training modules available to learn from.

BP have banned in-person training. Online training is no substitute. Poor.

Could be better.

Training in your role, safety training, upskill training

I've learned some handy tips about networking but in general, it's not very useful.

Very structured graduate training program with both global and local training courses/events. Opportunity for graduates to run training sessions. Online training classrooms differ in quality and are catered to UK/US time-zones.

Reduced formal training with poor economy and fewer graduates, but good informal training.

Graduate program is not consistent in the quality or frequency of the formal development opportunities.

Teleconference training with graduates from all around the world. Some is very useful, some is mildly useful.

Company adopts a 70-20-10 approach (learning and development on the job-through others-through structured courses). I would prefer more formal training through the job (rotation role). Formal training is currently facilitated by HR tag and Learning Academy. I don't think they are very qualified but they use quite extensive materials. I think the most important thing is that the sessions continue the learning process engagement. Skills picked up - self-awareness, personal leadership, strengths identification, logical and analytical reasoning, networking.

The training programs are well run but can vary based on the enthusiasm of the training coordinator.

The majority of skills are picked up in the informal training (on the job) but there are still several formal workshops throughout the program. I have learnt not only about how my company works, but also how business in general works. I have gained a lot more confidence in my abilities over the program.

BPs graduate program was top notch. The 'soft skills' that are taught in the development sessions can be easily applied to your day-to-day working life. BPs PDP program and MyPlan (Annual employee delivery plan) provide great anchor points to push for any formal or informal training you may be seeking.

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