1. IHRDC’s E&P Competency Development Process
Cherry Locke
IHRDC Amsterdam
Tel:
Copyright © 2004 International Human Resources Development Corporation

2. Company Background Founded 35 years ago in Boston
Innovative learning solutions for International oil, gas and power industries
Offices today in Boston, Amsterdam, Caracas and Cairo
Employees include instructors, writers, graphic, video, web and computer specialists

3. IHRDC’s Core Competencies
The Best Oil, Gas and Power
Management Programs Available
Management
IPIMS: The Award-Winning
e-learning Solution for E&P Specialists
Technology
Extensive Experience in:
E&P Competency Development Models
O&M Competency Assurance Process
Competency Development

4. Competency Terminology
COMMON TERMINOLOGY
DESCRIPTION
EXAMPLE
Category
Group of Job positions under the same/similar technical area.
Reservoir Management
Exploratory Assets
Production Engineering
Wells Intervention
Drilling Engineering
Job Position
Specific role within the organization with a clear set of objectives and responsibilities. Requires a set of competencies for its full performance.
Geologist
Reservoir Engineer
Production Supervisor
Competency
A body of knowledge, skills and attributes that influence job performance, that can be measured against generally accepted standards, and that can be improved through training and development
Fluid Properties Analysis
Subsurface Mapping
Well Planning
Reservoir Simulation
Proficiency /
Competency Level
Hierarchy of knowledge descriptors that allow for identifying the level of a competency.
Awareness
Basic Application
Skillful Application
Mastery
Learning Resources
Set of training strategies that under any modality is addressed to develop and strengthening of competencies.
Classroom Training
e-Learning
Workshops
On the Job Training

5. Competency Level Definitions
Background Learning
Action Learning

6. IHRDC’s Approach IHRDC Competency Specialists
Organizational Goals & Structure
Analysis of Client’s Data & Operations
Corporate Strategy and Plans
Recruitment, Training and Development
Job Descriptions and
Responsibilities
IHRDC Competency Specialists
Competency Models

7. IHRDC’s Competency Development Process
Competency Model
Design
Competency
Assessment
Competency
Building
Build job families and job descriptions, and identify required competencies for each task
Conduct interviews with employees and supervisors to assess current levels of competence
Deliver training to close competency gaps and maintain progress reports

8. Competency Development Process Design Phase
Analyze Organizational Structure
Job Titles
Job Families
Job Descriptions
Interviews
Build Competency
Models for each
Job Title
Specify Training and Measures of Performance to Achieve Competency
E-learning
Classroom learning
OJT

9. Implementation and Assessment Phase
Implement Competency Development
Programs
and
Perform Assessments and Audits
Existing Employees
New Employees
Competency Assessments
Competency Development
Training
Identify Competency Gaps
Implement Gap Elimination Program
Competency Gap Analysis
(After a minimum of 1 year)
Competency Assessments and Audits

10. Forms of Training Training Programs e-Learning Classroom Training
Awareness
Reading
Demonstration
Basic Application
Guided “hands-on” instruction
Practice
Skillful Application
Simulated Job Assignments
Mastery
Design
Supervision
Mentoring
e-Learning
Classroom Training
On-the-Job Training

11. IHRDC Has Built Competency Models in All Major Areas of E&P
Geology
Geophysics
Drilling & Completion Engineering
Production Engineering
Reservoir Engineering
Formation Evaluation
Facilities Engineering
Project Economics & Planning

12. IPIMS Skill Gap Analysis

13. IPIMS Skill Gap Analysis

14. IPIMS Skill Gap Analysis

15. Example: KUFPEC Career and Training Development System – Sample IDP

16. Example: KUFPEC Career and Training Development System – Action Guidelines

17. Example: KUFPEC Career and Training Development System – Career Data Sheet

18. Example: Petrobras Colombia E&P Competency Model Design & Development

19. Example: Petrobras Colombia E&P Drilling Engineer Competency Model

20. Example: Petrobras Colombia E&P Drilling Engineer Competency Model

21. Competency Models Objectives and Use Benefits Hiring and selection
Employee orientation
Training and development
Performance measurement
Succession planning
Career development and promotion
Benefits
Align workforce qualifications with organizational goals
Define performance expectations at the individual level
Ensure competent workforce
Reduce overall operating costs

22. Benefits for the Employee
List of critical activities and skills
Individual competency profiles and skill gap analysis results
Clear success criteria
Future positions and requirements

23. Benefits for the Company
Reinforce goals and strategy
Better understanding of roles and responsibilities
Clear guidelines for performance and career development between company and employees
Organization wide standards for career levels
Effective training

24. IHRDC’s Generic Reservoir Engineering Competency Model

25. Example: BP’s Subsurface Engineering CM

26. IHRDC Worldwide Offices
IHRDC/Boston 535 Boylston Street 12th Floor Boston, MA USA Tel: (1-617) • Fax: (1-617)
IHRDC/Cairo 55, Road 206 Digla, Maadi Cairo, Egypt Tel: (20-2) • Fax: (20-2)
IHRDC/Amsterdam Brouwersgracht HG Amsterdam The Netherlands Tel: (31-20) • Fax: (31-20)
IHRDC/Caracas Calle T. Res. Saint Moritz Apto. 82-A Urb. La Alameda Baruta Edo. Miranda, Caracas Venezuela Tel/Fax: (58-212)

27. IHRDC’s Competency Assurance Process for O&M Personnel
Primary Contact: Bradford Donohue
Director, Corporate Development
Tel: x214
Fax:
© Copyright: International Human Resource Development Corporation, 2004.
All rights to the processes and the materials submitted herein are held by IHRDC and it shall retain title thereto.

28. Competency Assurance Process
IHRDC Competency Assurance Process
Program Design
Program Development
Program Implementation
Identify Job Titles/Job ladders
Build Competency Models
Design Training Programs (classroom, e-learning, OJT)
Specify Objectives and Schedule
Identify/Build/Acquire Resources to meet Training needs
Identify/Train Mentors
Training of New Recruits
Recruit and Test Recruits
Deliver Classroom and e-Learning Programs
Deliver OJT Training
Provide Job Integration Mentoring
Award Specialty Certificates/ Diploma
Access and Audit Competencies
Award Competency Certificates

29. Build Competency Models and Design Training Programs
Source Material
Job Titles
Job Ladders
Job Descriptions
Operating Manuals
P&IDs
Maintenance Documents
Interviews
Identify Job
Competencies
Plan Development Well
Competency 2
Competency 3
Specific OJT Tasks
Select Location
Organize and Collect Data
Design Well
Specify Evaluation Procedures
Obtain Permits
Prepare AFE
Build Competency Model
for each job category by
listing activities and
competency level required.
Develop Training Requirements
Specify OJT tasks
for each competency.

30. Design and Develop Training Programs
Specific OJT Tasks
Design Training Programs
OJT Training
Pumping Unit
Primary Function
Primary Purpose
Structure
Operating Parameters
Specialty Training
(Classroom & e-Learning)
Module ST1
Module ST2
Foundation Training
(As Necessary) Overview of Petroleum Engineering
Develop Training Resources
Identify/Develop Training Resources
Prepare Delivery Schedule
Specify OJT training
requirements.
Specify specialty training
required prior to OJT
training.
Specify foundation training
required prior to specialty
training.

31. Implementation for New Recruits
Training Programs
Gap Analysis & Gap Elimination Program
Recruitment & Screening
(As Necessary)
Recruitment Campaign
Initial Screening
Assessment Tests
Technical/Aptitude Interviews
Foundation Training
In-House Competency Assessment & IHRDC Audit
Specialty Training
On-Job Training
Integration Training
Certificate of
Competency
by IHRDC
Certificates &
Diploma

32. Implementation for Existing Employees
Gap Analysis & Gap Elimination Program
In-House Competency Assessment & IHRDC Audit
Certificates &
Diploma
Existing Employees
Training Programs
Foundation Training
Specialty Training
Certificate of
Competency
by IHRDC
On-Job Training
Integration Training

33. IHRDC’s O&M Competency Models
Production / Process
Mechanical Maintenance
Electrical Maintenance
Control & Instrument
Distributed Control Systems (DCS)
Safety
Materials
Quality Assurance

34. IHRDC Experience – Competency Modeling and Training in O&M
BG’s Scrab/Saffron Field – Egypt ( )
Egypt’s first deep offshore gas project
National Drilling Company – Abu Dhabi ( )
Developed UAE nationals as competent drilling supervisors
ADMA-OPCO – UAE ( )
Developed recent technical graduates into competent O&M personnel in Das Island gas processing facilities

35. IHRDC Experience – Competency Modeling and Training in O&M
SONAHESS – Algeria ( )
Comprehensive training for oil operations and maintenance personnel.
ADMA-OPCO – UAE ( )
Comprehensive OJT training of UAE Nationals as new operation’s
technicians.
Middle East Oil Refinery – Egypt (2002)
Comprehensive training for refinery operation technicians.
Union Fenosa – Egypt (2003)
Comprehensive O&M training program for newly employed personnel
in the SEGAS grassroots LNG plant.
Al Furat Petroleum Company – Syria ( )
O&M training for Syrian nationals in production, gas process and pipeline operations and all major areas of maintenance.