An article from Finding Petroleum
What should oil & gas companies do to develop, train, motivate and thereby retain Petro-technical Professionals?
How can they turn ‘raw material’, recent recruits whether graduates or folk with a few years experience in an oil field service company, into exploration, reservoir and operations leaders?
Once I had got past being a humble geophysical researcher at BP, I had various jobs, firstly Chief Geophysicist in Aberdeen, Houston and then London (1986 -1995), and then later Head of Exploration (from 2000, until I retired in 2003) in which I had to help figure out and/or figure out for myself how you motivate, retain, develop and train the integrators and synergistic thinkers who you can trust with the company’s money in exploration and reservoir management. The best starting material consisted of bright people with niche MScs and PhDs, or perhaps folks with a specialist technical background who had joined us from an oil field service company.
One thing I truly believe is that strong career growth, access to development opportunities and training are intimately linked. In fact, motivation and retention follow development and training.
So my Context is the career development of Exploration, Reservoir, and Petroleum Engineering Managers, or Consultants. as shown here:
|C||Exploration, Reservoir, Petroleum Engineering Manager or Senior Consultant|
|D||Project/Team Leader or Consultant|
*Levels A and B are available for Executive and Senior Management. The Consultant route equates to a Technical Ladder.
This development Context then provides the framework for training courses in:
(1) Opportunity and Prospect Ranking
(2) Ranking In-field Opportunities
In addition to training, the other key development component is the movement between different jobs in different assets and different locations.
Look after yourself!
Following – for yourself – the program and principles outlined above should help you manage your own career, to your expectations.