Developing Young Local and Regional Petro Industry Talent for Future Business Sustainability
Authors: Passey Stuart J. 
Published: November 2015

Abstract

Objectives/Scope
This paper outlines the Petrofac approach to developing local/regional talent through its Petrofac Academy, which provides development for all employees. This includes the Graduate Development Programme, which supports the business strategy to deliver projects utilizing local capability. This diverse cadre of young talent is nurtured to spearhead future business growth in the current and potential business footprint of the company. Validation of the future potential/ongoing development of this group is a key business objective.

Methods, Procedures, Process
Through the Graduate Development Programme, over the last four years, over a 100 (per year), multidiscipline graduate engineers have been recruited from over 18 different countries. The selection, initial training and ongoing development over three years aims to build a strong group of future leaders with a robust technical skillset needed in the petroleum industry. The methods used includes the use of psychometric tools, the organisations competency framework and talent validation of potential. The analysis involves ongoing review, where trainers and facilitators observe and assess the graduate pool across a range of criteria using the tools outlined above.

Results, Observations, Conclusions
The validation of potential for the company's junior talent pool is based on the career progression and outcome of employees having gone through the Graduate Development Programme. Collated data from a set of graduate engineers from diverse nationalities, primarily from emerging/frontier economies, has been analysed to understand if the tools used are consistent in their assessment of potential future success in Petrofac and ensuring both technical and managerial expertise. The data covers development from structured and blended learning, site exposure and on the job training. The analysis has highlighted that adaptation of the tools is necessary and appropriate to accommodate the range of cultures, nationalities, educational backgrounds and expectations. The potential of an individual matures at different rates especially in the early stages of an employee's career. The range of development assignments and experiences highlights that a contextual appreciation is needed when projecting an employee's potential. This is also evident typically when undertaking a career planning process and discussion. The key development objective, to accelerate the graduate into key/critical engineering, construction and project roles faster than the industry norm, requires careful calibration and constant "checks and balances" to ensure the optimum result for both the graduate and the company.

Novel/Additive Information
The petroleum industry has an ongoing need to build capability to push the business and technical boundaries in frontier geographical environments and associated emerging economies. This paper outlines how junior talent can be groomed and potential realized in a robust way to meet the need for the next generation of petro industry savvy professionals who can then easily integrate into and work in these emerging economies/environments.