Abstract
Abstract The oil and gas industry are facing a few challenges, including the need to attract and retain top talent, the need to manage cost escalation, and compliance to new and stricter regulations. One of the key challenges that the industry is facing is to align competencies with job requirements. This is especially true in the case of technical talents, who are essential for the safe and efficient operation of oil and gas facilities. This paper provides a comprehensive and professional account of a centralized data analytics approach designed to effectively manage the competencies of technical talents within PETRONAS Upstream's Surface operation and engineering fraternities. The study tackles the crucial challenge of aligning competencies with job requirements by utilization of data analytics and analysis to generate valuable insights into competency gaps. With a primary focus on Technical Executives, the approach extends its applicability to encompass offshore-specific talent competencies within Regional/Business Units that play a vital role in supporting field operations. The proposed approach introduces dynamic and interactive dashboards that empower heads and superiors to promptly intervene and support talent development plans. These dashboards serve as a powerful decision-making tool, facilitating the identification of specific areas necessitating further development and enabling the implementation of highly targeted training and development initiatives. The general principle used consists of the following four key elements: Data collection: The first phase involves collecting data on technical talents competencies, as well as the job requirements for their positions. This data can be collected from a variety of sources, such as job descriptions, performance appraisals, and training records. Data analysis: The second phase involves analyzing the collected data to identify competency gaps. This can be done using a variety of data analytics techniques, such as statistical analysis, machine learning, and text mining; Competency gap remediation: The third phase involves remediating the identified competency gaps. This can be done through a variety of interventions, such as training, mentoring, and job rotation; and Evaluation: The fourth phase involves evaluating the effectiveness of the competency gap remediation interventions. This can be done by tracking the performance of technical talents over time. The successful implementation of this centralized data analytics approach has demonstrated significant improvements in talent competency management within PETRONAS Upstream's surface operation and engineering fraternities, resulting in elevated competency levels among technical talents. The implementation of the proposed centralized data analytics approach has resulted in significant improvements in talent competency management within PETRONAS Upstream. The live dashboards have enabled heads and superiors to intervene and support talent development plans, resulting in increased competency levels among technical talents. The approach has also led to more targeted training and development initiatives, resulting in increased efficiency and productivity. This proposed approach can be adapted and applied to other oil and gas companies. Additionally, this approach could provide some insights for broader talent management strategies on talent competencies at the section, business unit, and regional levels. By using data analytics and algorithms to manage competencies, companies can ensure the right competencies to the right positions, ultimately resulting in improved efficiency, productivity, and safety.
Published Version
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