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Building Human Capital in the Chemical Industry – Summary

This is the last blog in my series on building Human Capital in the Chemical Industry. I will use this post to summarize and define some key practices to successfully build human capital and hence ensure profitable operations in the Chemical Industry.

If you want to learn more about key HR trends in the Chemical industry be sure to check out Part1.  If you want to explore key priorities that should be considered by a HR Manager check out Part 2. If you want to read more about how through various roles HR ensures profitable operations in chemical companies be sure to check out Part 3.

Summary and Key Practices and Policies to build Human Capital in a Chemical Company

As the chemical industry faces talent and skill shortages, it is important (and timely) that chemical companies setup required processes, systems and infrastructure to build and strengthen human capital in their organizations. This can be achieved by following initiatives and processes:HR blog4.jpg

  • Define talent as a strategic resource
  • Measure and define overall talent and skill position

  • Ascertain business impact of HR investments
  • Validate and plan workforce capabilities to execute business plans / strategy
  • Develop strategies and programs (innovative job profiles, job rotations) to retain and reward high performers

  • Setup a learning culture in the organization

  • Ensure safe (remove risks) shop floor operations

  • Create an engagement model with the workforce to ascertain their suggestions and  feedback

Do you agree with the initiatives listed above? Should any key initiatives be added to this list? Feel free to use the comment space below to share your thoughts on the entire blog series (Building Human Capital in the Chemical Industry). Or share your thoughts with us at @SAP4Chemicals

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  • Hi Manoj,

    Thanks a lot, you have given a well defined concept and strategy on building Human Capital in the Chemical Industry.

    I have a small doubt here, Learning culture do mean proper training to the talents?

    Training on the chemical industry for the SAP HCM consultants would provide the talents obviously.

    If I am not wrong, I feel background of their studies on Chemistry subject would be an added value.


    Warm Regards,

    Jayasree D

    • Hi Jayasree,

      Thanks for your comments.

      Chemical Plant operations require skilled and knowledgeable workforce. Therefore it is vital for chemical companies to setup learning culture. For this, they need to define and impart relevant training programs at regular intervals. These trainings programs can be based on work profile / work area. 

      An Employee – based on his performance and work needs (profile) – needs to be evaluated for augumenting skills / capabilities and accordingly suitable training program needs to be identified so as to ensure that he is aware of and is able to manage chemical operations complexity skillfully.

      I hope I have answered your query. Please let me know if you require any further details / information.

      Best Regards

      Manoj Narang

  • Hi Manoj…

    This is really a good stuff to share. Also I would like to emphasise on retaining the talent by evolving a new way of attarction:

    – Extended Benefits to familly members could be a good idea, due to the natural risk of chemical business.

    – Insurance coverage is also a good area to be visited from time to time

    – Stable and clear career path and development program.



    • Hi Adel,

      Thanks for your comments.

      Extending benefits and other welfare schemes to employee’s family – certainly will help to retain talent and this is being practiced by many companies also. 

      Showing commitment and acting proactively to ensure safe and sustainable shop floor will strengthen a chemical company’s image / standing – which will in turn help it to attract and retain talent.

      Best Regards

      Manoj Narang