Abstract
Development programs for the next generation of E&P specialists will be considerably different from those of the past. Enhanced learning methods, improved virtual communications systems, expanded online learning resources, the use of competency based job models to guide learning design, new learning approaches which rely more on mentors than lecturers, increasingly realistic simulation games and other methods will all contribute to achieving more effective and less costly learning outcomes. These drivers will be enabled by a Millennials culture that is highly attuned to the use of technology and impatient to achieve outcomes. In this paper, the authors summarize how these drivers contribute to the design of the next generation of learning programs, list the various resources and communications systems that exist or need to be developed and outlines some potential program designs. They conclude with a case study that demonstrates a "next generation program" that has been designed by the authors and is currently being implemented by a European oil and gas company for its specialists who work on several continents. The cost-effectiveness of such programs relative to traditional programs—particularly in a low oil price environment—will be welcomed by employers who are looking for real and substantial development outcomes for their new employees.
