Top strategies for oil HR managers to retain staff

The global oil and gas industry is currently facing a serious skills and human resources deficit due to the plethora of new projects being developed around the world. NOCs, IOCs, energy companies and independents are all facing severe shortages of experienced and skilled personnel as they expand their operations and enter new markets… Not only are experienced technical staff required, companies also need to attract graduate level staff to bridge the generation gap in the industry, and perhaps most importantly oil companies need to be able to retain staff

Here are my top strategies for retaining staff:

1. Develop an employer brand

GDF Suez are a prime example of a company who have developed an employer brand, a brand which attracts experienced staff, a new generation of workers and also increases levels of staff retention.

By developing an employer brand an operator can create a community within their business, an employee community where staff can feel like they are more than just an employee.. where they are part of something bigger, thus increasing their loyalty to a business. Operators are also able to effectively communicate with potential staff through current employees, offering first hand examples of why people should want to join their business.

2. Offer excellent career development opportunities

This is something that applies to any company and not just companies in the oil and gas industry. A guaranteed way to attract new staff is to outline career development opportunities from the outset, after all many people decide to leave their jobs because they don’t see a future in their job.. by showcasing development opportunities current staff will be much more likely to stay with their current company.

Do you agree? Would you add anything to this list?

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To find out more about this and more please see the Oil and Gas Human Capital conference at: www.terrapinn.com/humancapital