Human Resource (HR) professionals play an important role for the company as an organization is not able to build a good team of working professionals without its own powerful human resources. Their key functions include recruiting people, training them, performance appraisals, motivating employees as well as ensuring workplace safety and etc. As the oil and gas industry is suffering, their decisions will eventually put an ink to one’s future in the company.
It’s a challenging time for all HR in Oil & Gas. The price per barrel is fluctuating, companies are going through re-structuring and people keep going out and rarely coming in. This is the current scenario in the world of oil. Realizing on this matter, the Malaysian Oil & Gas Services Council or known as MOGSC has organized a special and meaningful session of Oil & Gas HR Forum to discuss on how HR Professionals to step up and prepare their organizations for the turbulent journey ahead.
The session was beautifully engaged as they managed to have the honorable Ybhg. Dato’ Raiha Azni Abd Rahman, the Senior Vice President of Human Resource Management of PETRONAS on the 23rd of February 2017 in Impiana Hotel, Kuala Lumpur along with more than 150 attendees. Dato’ Raiha in her keynote speech highlighted that as the industry is now at its low, companies should focus on the training & development for the talent which should be a continuous investment as PETRONAS starts as soon as secondary school. She also mentioned that Malaysia has Top Talents around the world, and the industry should not lose it as they might be the right leaders in future. PRODIGY is one of the programs that PETRONAS did with the collaborations of service providers in Malaysia to train good graduates to cater expectation and demands from the industry, she added.
The session was then continued by the Vice President of MOGSC & also Mentor of Competency & Training Working Group (CTWG), Ir. Megat Zariman Abdul Rahim by giving an overview on how MOGSC’s progress on its 14 years serving the industry. MOGSC is the leading non-profit association and the most-proactive in the mission to promote the development of the Malaysian Oil & Gas Service Sector and also as a regional hub. This year, MOGSC introduced the Oil & Gas Competency Development ROADMAP with the objective to establish MOGSC as oil & gas center of reference for competency and training, and with the hope to fill up the skills gap of talents in Malaysia.
The highlight of this session was the Panel Session: Skills Shortage in Malaysia – A Myth or Reality, chaired by Ir. Megat Zariman Abdul Rahim. The line of impressive panels that we had the other day was Mdm. Shareen Shariza Dato’ Abdul Ghani, CEO, TalentCorp, Mdm. Kartina Abdul Latif, Senior Executive Director, PwC, Mdm. Nelly Francis, General Manager of Education & Learning, PETRONAS, Mr. Syed Azlan Syed Ibrahim, Senior Vice President, MPRC and Mdm. Sharifah Zaida Nurlisha, MOGSC President. It’s the most highlight topic as we encountered a lot of retrenched people and fresh graduates who struggle to find jobs, and surprisingly based on PwC, 350 000 jobs cut happened globally in the Oil & Gas industry as of end 2016.
Are they incompetent to the industry? Previously, Dato’ Raiha also highlighted that Asia has the younger workforce in Oil & Gas as compared to Europe & United States. Unfortunately, because of the skill gap and the downturn, many of the groups as mentioned above left the industry and only very low percentage of them returning. This is an alarming issue to the industry.
During the forum, the chair questioned each of the panels on the main question itself, is it a myth or reality? Mdm. Kartina was the first one to answer and she said it depends on the adaptability of the business. She highlighted that based on PwC research battle for talent –talents & skills shortage, they find out there is need to develop and attract STEM (science, technology, engineering, math) and vocational talent to support business demand. Businesses need to understand talent expectations of the talent segments which include both parties in order to build the talent pipeline. Her response was also supported by Mdm. Nelly Francis of PETRONAS and she advised that the industry first need to understand the supply and demand. Employers need to see on the specific details to do the assessment and reliability of their workforce skills. That is where organizations like PETRONAS Leadership Center & MOGSC could play an important role.
Mdm. Sharifah of MOGSC, however had different perspectives; she didn’t see the shortage of skills among Malaysian talents. We have many talents with impressive skills in the industry and there are many training providers and technical training centers which can cater to the industry needs, for example Institut Teknologi PETRONAS (INSTEP). Earlier, the CEO, Mr. Chandramohan also shared the capabilities of INSTEP on simulating the real plant scenarios in a safe environment and not to forget their strong partnerships, alliance with the industry and clients. Mdm. Sharifah also mentioned that, maybe because of the financial restriction of the company limits the skills learning these days. Mr. Syed Azlan from MPRC also claimed that there is no skills shortage in industry. Perhaps, in discussing this matter, he did clarify to put in-depth on what shortage you mean? Surprisingly, there is no one in Malaysia who has specific data on the skills shortage.
On the other hand, the CEO of TalentCorp Malaysia, Mdm. Shareen Shariza coming strong as yes, there is skills shortage in Malaysia especially the high skilled ones. Most of the high-skilled individuals or baby boomers are leaving the industry because they are offered an early retirement package and unfortunately, the middle layers are left hanging as there are no transferring and retention of knowledge and skills. HR will need to understand the availability of talents and significant differences when planning for replacement hires and training requirements. This decisive group will need to understand the succession of business in five, ten, and fifteen years ahead. PwC also highlighted earlier that the most difficult skill to find in Oil & Gas Industry is leadership according to 71% of the CEO’s interviewed. Probably the industry’s top priorities now are the pipeline of leaders of tomorrow and workplace culture to nurture talents.
This alarming issue should be encountered by the HR Group as we go along the hardship journey of Oil & Gas Industry. HR plays a bigger role now more than ever. Organizations need to change their business strategies and modify their human capital strategy accordingly. The talents we have should not be wasted. These newer technologies and the new landscape are causing shifts in skills needed by companies. Perhaps an organization like MOGSC should address to this issues and be a pipeline through a round table and drives the plans with the Government, Industry and Academic Institution. Each of those bodies should understand the framework and demands of this exciting unstable industry of Oil & Gas. Plan ahead for crises and be ready to adapt when you need to.
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Funko Action Figuresare a popular collectible toy that is now being incorporated into the workplace to motivate employees. The action figures have been used as an alternative to the traditional desk calendar or as a prize for top performers. With this type of incentive, employers can expect their employees to feel more motivated and productive.
Many employers have found that Funko Action Figures are a great way to motivate their employees and provide incentives for high performance at work. Funko Action Figures are a popular collectible toy that is now incorporated into the workplace. These small collectibles are given to employees to motivate them. Funko figures were once only available at comic book stores, but now they are being used in offices for this purpose.
The company is called Zappos and they first introduced this idea back in 2009. They gave these figurines to their employees as a way of motivating and rewarding them for their hard work and dedication. Although it’s not very clear why the action figures themselves motivate people, we can see that it has been working well for Zappos as they have continued to use it since 2009. These soft-bodied vinyl figures, often called "Pop!" Figures were originally conceived by Mike Becker and founded by Alan Becker.
The Funko Pop! Action Figure is a line of collectible toys produced by the company Funko LLC. They are typically stylized vinyl figures depicting characters from various media and entertainment. First introduced to the public in 2005, the company was originally founded as a bobblehead company in 1998 and became popular through distribution at chain retailers such as Walmart and Target. The first wave of Funko Pops was based on Disney properties like Mickey Mouse as well as other popular culture icons such as Conan O’Brien and Catwoman.
Funko Action Figures are collectible figurines that often depict pop culture characters. They are often used in the office to motivate employees and provide a sense of community. Funko has established itself as a major player in the toy industry with its trademarked Pop! vinyl figures. This company is taking on new ventures like collecting by introducing Funko Action Figures, for example, Boba Fett from the Star Wars movies. This type of product is sometimes called a 'blind box' because you don't know which figure you're getting until you open it. The Boston-based company, BuzzFeed, has introduced this type of toy into their office to help with team building and morale. The employees at this company seem to have a lot of fun with them.
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