Professional training in the oil and gas industry has traditionally focused on course requirements without emphasizing the role of competency. This, in turn, has caused an inflation of courses due to subject overlaps whilst wasting the students’ time whose skills were not considered before taking the course. In this presentation, a new training framework is introduced in which a set of required competencies for an E&P business are selected and the skill levels of 1-5 (Awareness to expert) are described for each competency. Then, by mapping the learning offers against this set, course rationalization and streamlining can be accomplished. Subsequently, a Learning Map can be created containing the core training offers. Based on this competency set, the competency requirements for a job type are specified and a job profile is created. Then, staff is assessed against the relevant job profiles. Based on the identified gaps, appropriate training or experiential activities are recommended. The sum of individual staff competency gaps represents an organizational capability gap. The business urgency may require recruiting people with the identified competencies instead of training the individuals. Thus, a targeted recruiting strategy based on organizational capability gaps could be implemented.

Petroleum Engineering Universities could potentially adopt competency based training and align their undergraduate and graduate trainings with the required job profiles by the Industry. If the latter is accomplished, students’ chances of being recruited are greatly improved. The consequential impact of this action would be potential saving of millions of dollars by the industry as part of their annual in-house training program.

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