Organizations must proactively build resilient, innovative, and world-class teams as the energy industry navigates unprecedented change. This program offers a unique blend of theory and practice, empowering participants to return to their organizations with actionable insights and strategies to drive success in workforce development. The five-day program, “Building a World-Class Workforce: A Competency-Based Approach,” is designed to equip energy industry professionals with the knowledge, tools, and strategies to develop and sustain a high-performing workforce.
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By participating in this program, participants will:
This program is ideal for HR specialists, workforce planners, team leaders, operations personnel, and executives in the energy sector who are committed to achieving operational excellence and adapting to the evolving demands of the global energy landscape.
Oil and gas industry fundamentals and value chains; market structures; major players; evolution of the integrated oil and gas business. Evaluation of current global energy industry trends and their impact on workforce planning and competency management.
The systematic process of analyzing, forecasting, and managing an organization’s workforce needs. Determining the size of the workforce needed, what skills are required, and when talent must be hired or developed. Ensuring the business has the right people in the right roles at the right time. Keeping staffing aligned with company goals and future directions.
Introduction to the Workforce Scorecard; methods to align workforce with corporate strategy; measuring workforce success through metrics; three challenges to successful implementation; integration with the Balanced Scorecard.
Exploring the impact of AI in Human Resources and the associated pros and cons. Organizations face risks concerning algorithmic bias and data privacy. The human element remains critical for assessing cultural fit, soft skills, and making sound final judgments. Emerging regulatory frameworks are beginning to govern its use in the workplace, shaping how organizations adopt and apply AI-driven HR practices responsibly.
The methods of configuring structure, processes, reward systems, people practices, and policies to create an effective organization capable of executing the desired business strategy.
Exploring advanced strategies for attracting and selecting top talent, including behavioral interviewing and organizational design.
Assessing candidates based on the premise that past and current behavior is the best predictor of future performance. Interviews with detailed stories about how candidates handled specific, real-life workplace situations. How to uncover a candidate’s problem-solving skills, communication style, and thought processes by analyzing their track record. Evidence of skills rather than opinions forms an objective standard to predict on-the-job success and mitigate biases.
Implementing methodologies and platforms for identifying, developing, and managing core competencies. Competency Assurance, Creating Relevant Job Descriptions, Competency Models, How to Conduct Accurate Assessments, Skill Gap Assessments, Individual Development Plans (IDPs), and Aligning IDPs with Business Targets.
Exploring how to develop a safety culture in organizations. The key factors and their roles in understanding behavioral patterns that influence safety practices. How to implement initiatives aimed at reducing safety incidents and fostering a proactive safety mindset.
Building inclusive environments and managing diverse global teams. Behavior, attitudes, and policies that come together in a system enabling professionals to work effectively in cross-cultural settings.
The role of Change Management principles and techniques from the organizational context. Creating a stronger working relationship among all levels of management, staff, and various stakeholders. Helping HR guide the workforce through performance challenges and providing the information needed for hiring and ongoing change management.
Fostering effective communication, interpersonal skills, and teamwork foundations to build cohesive and high-performing groups.
A highlight of the program is the Summit Energy workshop, where participants apply what they have learned to develop actionable strategies for a global energy company navigating workforce challenges. The program also emphasizes diversity and inclusion, helping participants foster environments that leverage the strengths of diverse perspectives and backgrounds. The program is highly relevant to Human Resources professionals, offering insights into recruitment, competency management, change leadership, and the alignment of workforce strategies with organizational goals.
The Summit Energy Workshop is the team-based capstone activity of this program. Summit Energy Group is a global leader in the energy industry, operating in over 20 countries with a workforce of 22,000 employees. The company is transitioning to a more sustainable energy portfolio while maintaining its core oil and gas business. Summit’s recent discoveries in deepwater areas of Africa, along with its investments in green hydrogen and solar projects, highlight the need to plan strategically for a well-rounded, adaptable workforce capable of meeting the company’s diverse operational needs. Participants will be provided with additional operational and demographic details during the workshop.
This workshop focuses on applying the knowledge and tools gained during the week to address real-world workforce challenges faced by Summit Energy Group, a hypothetical global energy company operating in both traditional oil & gas and renewable energy sectors. Teams will receive a structured presentation template containing guided questions and instructions. They will collaborate to provide input on various considerations that Summit Energy must adopt to meet its evolving manpower needs. The teams’ outputs, along with lessons learned, will be presented on the final day of the program.
