Trends Impacting Agility in Oil & Gas

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AGENDA

External Drivers

Big Trends Impacting Agility in HR

How will HR Respond?

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External Drivers

Access to markets & capitalNew technologies & energy efficiency measuresOperational Efficiency – costsSocial License, industry perceptionSkills gaps & mismatchesRegional disparities – demand & supplyExpect more from Education – literacy,

numeracy, critical skills, career pathways

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Big Trends Impacting Agility in HR

Demand-driven Workforce Solutions

Strategies to address supply of skilled workers:

Sourcing Canadian talent supply - areas of high unemployment On-line Career Fair to attract Canadians into O & G Services

Utilize under-represented labour supply pools Increase use & completion rates of apprenticesTargeted recruitment of internationally trained workers & temporary

foreign workersEnhance mobility of transferable skills across industries & Canada

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Big Trends Impacting Agility in HR

Increase Energy Literacy & Career Awareness (especially amongst youth & career influencers)

Reputation management & branding:

Investments in a variety of communications initiatives to address perceptions and improve Energy Literacy

Economic impact and environmental stewardship are the focus Jobs are positioned as an economic benefitTimely & relevant Labour Market Information

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Big Trends Impacting Agility in HR

Business Needs more from Education

Increased engagement in all levels of education & demand for a more effective & efficient training & education system:

Expectations on universities to develop skills in-demand & “soft skills” (critical thinking, complex problem-solving, communications & applied knowledge in real settings)

Career pathways from & within high school (Dual Credit, RAP, school to work transitions & career pathways, links to economy)

Investments in training programs (core competencies & essential skills)

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Big Trends Impacting Agility in HR

Collaboration to Address Complex Issues

Collaboration is the new norm to address complex issues that span jurisdictions

Overlapping Portfolios: Oil Sands Learning Network; Wood Buffalo Apprenticeship Forum; GOA Industry Contributor Groups; COAA

Critical mass difficult to achieve – compete for resources & leadership support

Value-added but may not be agile

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How Will HR Respond?

Accelerate talent match – different, more creative solutions

Innovative approaches to mobility Disciplined, standards-driven & focused on operational

expenditures (we are a cyclical, commodity business)More collaboration to build skills – independently not

making enough progress, partnership models neededStrategic agility in certain spaces – talent supply,

productivity, learning & competence-buildingCoalitions to advocate on policy & regulatory issues

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