This program is ideal for those who seek a firm grounding in the Human Resources (HR) challenges facing the international oil and gas industry today and the ways in which HR can contribute to implementing strategic plans, including organizational design, manpower planning, leadership development and management of change. Participants will explore the principles behind the Balanced Scorecard and its use in analyzing leadership and workforce behaviors, skills and competencies, and the impacts of HR policies. Particular focus is on defining, applying, and investing in workforce success and on identifying shared line management and HR accountabilities. The topics are directly applicable to strategic workforce planning in modern energy organizations.
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| Location | |
| Dates | September 28 – October 2, 2026 (Boston) |
$5,750
This program is designed specifically for mid-career to senior managers and supervisors from all sectors of the oil and gas industry who wish to enhance their competencies in essential Human Resources Management areas.
Overview of the program learning objectives and discussions on the critical and evolving roles of HR specialists.
Oil and gas industry fundamentals and value chains; market structures; worldwide oil and gas reserves and economics; major players; evolution of the integrated oil and gas business.
Fundamental definitions of Machine Learning (ML) and Artificial Intelligence (AI); potential uses of AI in HR areas and applications. ChatGPT demo for HR professionals.
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.
The methods of configuring structure, processes, reward systems, people practices and policies to create an effective organization capable of achieving the business strategy.
Key concepts and techniques in understanding, developing, and assessing behavioral competencies.
Structured and documented processes of identifying, defining, assessing, developing, and managing continuous competence of company personnel. Formal systems, tools, and processes that ensure personnel are competent to complete tasks against determined performance standards.
Interactive demo of IHRDC’s industry-leading competency management, assessment, learning, and reporting software. This online system encompasses all corporate data from building competency models, assessment analyses, individual learning plans, and training dashboards.
Behaviors, attitudes, and policies that come together in a system enabling professionals to work effectively in cross-cultural settings.
Organizational culture and change management; emotional intelligence and applying emotional intelligence in your organization.
Key skills and attributes needed in leading today’s business organizations.
How to build and manage tomorrow’s workforce in the constantly changing energy industry landscape.
This business game is an integral part of the learning process for this Human Resources Management course. Teams of participants make real-life strategic and HR decisions that commonly confront managers in the international petroleum business today.
Teams have been retained to work with a small U.S. company of exploration specialists, Nicoil, that has made a major oil and gas discovery on a shallow offshore block licensed by the Republic of Nicola, an island republic off the west coast of Africa. Reports state that two major discoveries were made: an oil reservoir containing an estimated 50 million barrels in-place and a deeper gas discovery containing an estimated 5 TCF in-place. The team assignment is to develop a strategic plan, which includes a comprehensive HR component.
A consultant has provided the company with a menu of options that it could pursue to maximize the value of its discoveries. It will be up to teams to decide on Nicoil’s business strategy and then prepare and implement a Workforce Strategy to achieve strategic and business goals.
