3. Skill Shortage Is A Major Problem For Hr In Oil & Gas

By Author: Steve Sinclair
Total Articles: 11
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The HR in Oil & Gas is presently under the serious problem of skill shortage. According to the survey reports, more than 50 percent of the existing skilled workforce from the oil & gas sector is about to retire very soon and hence the HR departments in the industry is in severe pressure to hire in suitable candidates quickly. But the problem is- one either the candidates are more attracted to other sectors or secondly they are fast moving out from oil and gas industry. The article here presents some solutions to address the situation effectively.

First of all, the HR department in the oil & gas sector must remember that everybody would act according to his own interest. Thus the HR team has to understand the specific interests of its potential so that it could prepare and execute the pitch accordingly. One size won’t be befitting for all candidates- the task of the Oil & Gas HR is to prepare a customized pitched tailored keeping in mind the candidates’ personal dynamics, drivers & existing situation. Moreover, ...
... latest managerial techniques have to be developed as well. It’s suggested to go for recruitment on the basis of systematic assessments verifications to scan out the most competent employees only who will be able to fill in the void created by the retirement of the seasoned ageing workforce from the industry.

Apart from a systematized recruitment policy, the employees must be attracted with the adequate facilities and state of the art training programs like e-learning that would be perfect to attract the digital freak Gen Y candidates. Then, yes, the HR departments must prepare a training program that would motivate the potential employees to the leadership roles as well as respond effectively towards industry growth, cutting edge technologies & evolving environmental & regulatory requirements. Assurance of a favorable work atmosphere is needed to ensure the employees of a satisfactory co-existence with the entire workforce. Proper career & succession planning along with bespoke compensation plans are also required to keep the employees dedicated enough to the industry so that they never feel the necessity to join up with another industry.