Competency Development – a paradigm shift | Alastair Shakeshaft, Director, BusinessPort Ltd

transcript

Technical Session # 2ATopic : Competency development – a paradigm shift

Competency Development – a paradigm shift

Alastair ShakeshaftDirector, BusinessPort Ltd

Introduction

Demand for oil continues to increase, especially from developing nations. Yet this demand is set against a backdrop of 50% of the current skilled workforce due to leave the industry over the next ten years. The absence of sufficiently skilled professionals will introduce talent as a new currency in the industry.

Indicative size of the Problem

“The UK industry will need to recruit and train 125,000 new staff over the next 10 years”Oil & Gas UK Survey

“the US will see 22,000 experienced geoscientists and engineers retire by 2015” Schlumberger

“half of the (Indian) sector’s hands-on technical workforce will need to be replaced in the next decade” Booz & Co

“US will create 15% more roles in the Oil & Gas sector within 20 years” Wood McKenzie

Migration of Talent

Majors

Large Corporations

LeaversNew Entrants

• Academia• Military• Industry

• Retiring• Industry

Pull e

Migration effect

Competency in the Oil & Gas Sector

Competence is more than just training – it’s about each of us demonstrating that we have the knowledge, skills and behaviour to do our jobs consistently, efficiently and safely.

Courtesy of Atlas Knowledge

Generation Gap – “teaching new dogs old tricks?”

The next generation of skilled workers don’t work, learn or behave as our predecessors did. We need to recognise this NOW – building strategies that engage with them. To fail, will prolong the Great Crew Change.

Are we ready to embrace Generation Y?

X Generation

• Independent, resourceful, self-sufficient

• In workplace, they value freedom and responsibility

• Dislike micro-managing, structured hours and have a distain for authority

• Technologically adept, but less committed to same employer

• Gen X is ambitious, eager to learn but on their own terms

Y Generation

• Continually connected

• Influenced by Peers

• Seek immediate recognition

• Skim text

• Easily Board

• Sceptical of Authority

Adopting Technology

A case in point - Macondo

A federal government investigation revealed that in addition to systemic cost and safety issues, the accident’s severity was largely attributable to human error.

Imperatives to survive the Great Crew Change

Develop a Compelling Employment Value Proposition

Build your Talent Pipeline

Constantly Innovate and Improve Employee Retention