Strategic Talent Management in the Oil and Gas Industry

Objective

In this workshop participant will learn to:

• Understand the mechanisms to define talent, as well as manage your talent and high potential.
• Develop key strategies to optimize your talent and high potential employees
• Engage and employ robust talent strategies within the complex multi-discipline oil and gas industry
• Produce develop effective and functional succession planning strategies
• Lead and manage OCR (Organisational Capability Review) meetings to ensure pro-active succession for sustained growth

Content

Defining and Attracting Talent in the Oil and Gas Industry

• Talent Management – overview and background
• Talent / High potential - defining the criteria
• The complex dimensions of oil and gas demographics
• Talent options - recruit external – or grow internal?
• Aligning Talent Management with Organisational Development (OD) and Business Strategy
• Utilising Workforce Planning and other sources of data
• Attraction strategies – use of media and other channels

Creating your High Potential Talent Pool

• Talent management models, grading and structures
• Assessment methods and systems - use of Psychometric/Behavioral/Competency frameworks
• Conducting an effective Talent Gap Analysis
• ABC model of Potential – getting the criteria right
• Using the 9 Box Grid, and other methods to create your talent and high potential matrix

Developing your Talent and High Potentials

• Defining high caliber development options
• Conducting an effective performance discussion
• Creating individual development plans
• Powerful feedback techniques: motivating individuals to achieve higher potential
• Coaching for success

Retaining and Sustaining your Talent and High Potentials

• Career paths – guidance for growth
• Using mentoring programmes to develop and retain your talent
• Reward strategies - intrinsic and extrinsic incentives to motive your talent
• Managing expectations and delivering workable outcomes
• Growth rotation development (assignments, experience strategies)
• Creating a sustainable talent pipeline

Strategic Succession Planning and Organisational Capability Review

• Defining your bench strength
• Succession Planning and the OCR process
• Conducting effective Calibration Meetings
• Formulating a strategic talent plan for the organization in line with the Business Strategy
• Communicating the Strategy to the Board and the Company
• Conclusion and Review

TRAINING METHODOLOGY

The training methodology combines lectures, discussions, group exercises and illustrations. Participants will gain both theoretical and practical knowledge of the topics. The emphasis is on the practical application of the topics and as a result participant will go back to the workplace with both the ability and the confidence to apply the techniques learned to their duties.