Hui Shan

Job Steward at NrgEdge. If you are an Energy Professional (Oil, Gas, Energy) contact me for opportunities
Last Updated: August 29, 2018
Human Resources

The Future of Human Resources in Oil and Gas

Back in 2016, IDC’s FutureScape: Worldwide Oil and Gas Predictions estimated that 40% of oil and gas companies in 2017 will progress towards digital, collaborative, cognitive and social capabilities to enhance the integrated talent management system. However, at the same time there is a study by Accenture that points out that 75% of human resource (HR) executives believe that their current operating model is not providing a competitive advantage and is struggling to address emerging business needs. Both these studies bring out the fact that there is a gap that exists between the expectation vis-à-vis reality.

3 major disruptions that will shape the future of HR in oil and gas sector

Traditional technical talent is no longer competitive for the energy industry. They require better and more advanced skills. The shift in approach has led to the emergence of the following factors that would shape the future of HR:  

  • The abundance of resources - ­The past decade witnessed high oil prices for the major part of the period. However, since the prices have now normalised, the focus has shifted to cost, speed and efficiency.  Traditionally trained oil and gas professionals are abundant, but they are no longer enough to meet the changing needs of the industry. The market is evolving. Small and nimble technology start-ups are replacing traditional setups; offshore projects are competing with unconventional resources and the availability of renewable resources is placing further pressure for cleaner energy options. All these have led to a major disruption in the market direction of existing players. Projects that were once profitable are not profitable anymore. That is where the major challenge in HR lies. The focus now is to find an order or a clear direction amid this chaos; HR needs to devise a customizable operational model for different business models, setups and scenarios.
  • Technological advancement - Old ways of working is getting transformed by numerous technological advancements. Automation is beginning to play a bigger role in business operations and replacing knowledge workers in some jobs. All these activities generate immense data, which when combined with advanced analytics and tools, provide a new direction to business operations. The management and the new roles that emerge from these changes is posing a new challenge for HR professionals looking for a right fit in the network of professionals in the oil and gas industry.
  • Attitudinal shifts - The new generation workforce or Millennials no longer desire to fit into traditional hierarchical work practices. They are challenging existing HR norms that involve accountability, pace, collaboration and technology. Millennials who begin to climb to managerial and leadership positions will view things differently. Hence, the workforce management approach in the oil sector will need to adapt if they wish to hire and retain talent that has advanced technological skills, leadership and business acumen.

Futuristic talent management approach for oil and gas industry

To sustain and progress in this volatile economy, oil and gas companies must ditch the traditional HR operational models and practices, and switch to a more agile and resilient one. To build a sustainable model for HR practices that will carve the future of HR in the oil and gas sector, it is required to:

  • Make a fundamental shift in talent management that includes an extended workforce that is either outsourced or are non-traditional vendors or experts. Energy leaders must manage the complete supply chain of talent to ensure the right person in the right place.
  • Rely on talent analytics and insights to improve workforce performance and hiring across an integrated platform that includes social or professional networks and other digital platforms. Digitalization of the industry is the key here.
  • Focus on the business outcome. HR professionals must know the core responsibilities or success factors of each business unit. They should use digital talent management systems and tools to bring in talent that has the right functional acumen and delivers accordingly.

As oil and gas sector transforms itself like other competitive manufacturing businesses, the mindsets, behaviors and working style will change. The prime focus will be on cost efficiency and continuous improvement. This will lead to an organizational and attitudinal shift that will empower the next-gen HR professionals and in return boost the community of oil and gas professionals. 

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Infographic: Oil and Gas Scams & How to avoid them!

Oil and gas sector is one of the most lucrative sectors for job seekers from industries all over the world. It offers great salaries and benefits packages and an opportunity to travel and work overseas. Due to its high demand, scammers are preying on the vulnerable oil and gas workers. To ensure you don’t fall prey to their mischievous tactics, we would recommend reading our guideline below:

How does scamming occur? 

The scammer poses as an employer or recruiter of an oil and gas company or he may claim to be an employee or recruiter for a job consultancy firm catering to the oil and gas industry. They offer irresistible employment opportunities and often demand money in advance to conduct further processes. Money is often demanded on the pretext of work visas, travel expenses, background or credit checks that the job requires.

What do scammers want from you?

 It is important to understand what the scammer's agenda is so that it helps you shield yourself from getting conned:

To extract money: On the pretext of getting you a job in the energy sector employing any of the tactics mentioned above

For identity theft: scammers look for valid identity of people and ask for confidential personal details including bank details to commit fraud through your name or to withdraw money from your account.

Whatever be their modus operandi, their goal is to either separate you from your cash or accomplish an identity theft. The bigger problem is, the scammers are getting better at their game and coming up with innovative ideas to lure innocent job seekers. In oil and gas industry, the scammers are targeting the job seekers from overseas, immigrants or contractors as they feel it is easier to attract them on the pretext of work permits, high salaries, paid travel, better lifestyle in the first world countries.

How to spot a job scam and keep yourself secure?

 There is always a difference between real and fake, all you need to do is be watchful to notice the underlying discrepancies. There is a pattern that scammers usually follows, which is discussed below. Make sure you watch out for these red flags when you receive any job offer next time:

Free email provider - No legitimate hiring agency or company will use the services of free email provider like Gmail, Hotmail, or Yahoo. So, if you are receiving an email or have been requested to share your details on emails that use free email services, then be extremely cautious. The scammers try to trick the job seekers by using an email address that looks authentic for instance: [email protected]. It is important to notice here that the ‘xyz’ part of the email ID is usually a gmail, yahoo, etc. which is a free email address. A legitimate job provider would never use.

Fake or new company name - If company name or oil and gas recruitment agency name is mentioned along with the free email id, then do a quick search on the company. Verify its existence and contact them via official email address and contact numbers mentioned on the website. Check their social media presence too. If the website and social media page look new while the company claims to be in business for a substantial amount of time, know for sure that there is something fishy.

Bad grammar and confusing job details - The scammers usually do not pay much attention to structure the mail. You can spot grammatical errors and even the job descriptions are not explained well or is completely different than your skillset and experience. Any authentic mail from a company or oil and gas recruitment agency will ensure an error-free, concise, and clear communication

Fee to conduct a job interview - No legitimate oil and gas company or recruitment agency will ever ask for money to conduct a job interview or to apply to job positions. If the mail says, the money will be refunded once you appear for a job interview, then please do not trust such claims as it is always bogus.

Asking for confidential personal information - Anyone asking for information that you will never put on CV, is a warning sign. It includes your bank details, passport copy, identity cards, your current residential details and so on. No genuine company will ever ask for such details before you sign the offer letter. If by chance, you have shared your bank details or another confidential detail to the scammer, contact your bank and email service provider and register a complaint against it.

Unknown source - There are countries who have strict spam rules and until you subscribe or give consent to the company, they cannot send you emails. So, if you receive an email from a company you haven’t contacted or have not applied for jobs, then be cautious it might be a scam.

The principle on which scammers operate is “Too good to be true”.  Don’t entertain any job offer that offers a position, you are not qualified for or offers a salary which is unrealistically high. In the oil and gas sector, be careful not to reveal your passport/work visa details to the scammer. Remember, if you find anything which is way beyond the realistic expectations, then trust your instincts and drop the offer and do not respond.

See our infographic below for a quick summarized glance -

 If you are looking for a job in the Energy sector then sign up today to stay updated with the latest industry news, apply for jobs and network - 

November, 04 2018
Infographic: Pros and Cons of App Based Talent Search in Oil and Gas

Searching for the right talent is often a tedious chore for the HR. However, with technological improvements, the usage of app-based recruitment has increased manifold. Recruiters and job seekers are increasingly adopting this new method. A mobile application simplifies the labor-intensive and time-consuming recruitment task and comes loaded with features that help to automate the recruitment cycle. For all the good, app-based approach can do, it still comes under fire from the critics. Here's our take on the pros & cons of App-based talent search.

November, 16 2018
Asif Mukri
I am Asif Mukri as STOREKEEPER with 3 years of experience i am searching a new opportunity as Warehouse Assistant OR Store Man OR Storekeeper. Please Contact me +919588663322 / +919004351849 Email. [email protected]
November, 15 2018