Bridging the gap—the oil and gas industry

2009 ◽  
Vol 49 (2) ◽  
pp. 595
Author(s):  
Neville Driver
Keyword(s):  
Oil And Gas ◽  
Training Programs ◽  
Oil And Gas Industry ◽  
Employment Outcomes ◽  
Northern Territory ◽  
Full Time ◽  
Culturally Appropriate ◽  
Gas Industry ◽  
Employment Training ◽  
Service Contracts

The oil and gas industry is prone to skills shortages resulting from financial cycles, as is the case with many other industry sectors. Bridging the gap in indigenous employment is in part a solution to this problem and in the Northern Territory this has become easier due to innovative developments and smart partnerships. When smart partnerships are formed that involve like-minded organisations, successful employment outcomes are inevitable. Partnerships, involving APPEA, Industries Services Training Pty Ltd (IST), the Australian Government through the National Shills Shortage Strategy (NSSS), plus the Structured Training and Employment Program—Employment Related Services (STEP ERS), which are funded through the Department of Employment Education and Workplace Relations (DEEWR) and the Department of Education and Training (DET) in the Northern Territory, have provided funding for Indigenous pre—employment training programs that are leading to positive employment outcomes in the oil and gas Industry. The model developed and implemented in the Northern Territory by IST ensures Indigenous employment outcomes follow the delivery of the Indigenous pre-employment training programs. Key factors include: Indigenous mentors; culturally appropriate trainers; Monitoring employment activities; and, Specialist project management from APPEA and IST. Methodologies and strategies employed by various partners ensure employment outcomes through the cooperation of principal subcontractors who require staff and who can service contracts let by major APPEA members. Of the 18 Indigenous and Torres Strait Islander participants who commenced the eight-week program in 2008, 16 graduates received their nationally recognised Statements of Attainment at the graduation ceremony held at the Darwin Convention Centre in October 2008. There were six female graduates of the program. Competencies included first aid, dogging, safe working at heights and OHS including risk and hazard analysis training. You may ask yourself why these courses were so successful when many others have failed. The presentation will outline difficulties; successful methodologies and strategies used by IST to ensure employment outcomes are achieved. These strategies include full-time Indigenous mentors throughout the course plus culturally appropriate trainers, smart recruitment strategies, dedicated employment service brokers soliciting employment opportunities, industry site visits, industry guest speakers and the commitment of Governments and APPEA. As a result of the successes to date, the relevant government departments have committed to further courses throughout 2009.

The rise of the national oil companies and impact on Australia

2009 ◽  
Vol 49 (2) ◽  
pp. 591
Author(s):  
Brent Steedman
Keyword(s):  
Oil And Gas ◽  
Price Volatility ◽  
Oil And Gas Industry ◽  
Gas Industry ◽  
Oil Companies ◽  
Service Companies ◽  
National Oil Companies ◽  
Current Period ◽  
Service Contracts ◽  
Emerging Issues

The oil and gas industry is facing a period of major transition as national oil companies (NOCs) improve their operating capabilities and change their investment models KPMG’s Global Oil and Gas Centre of Excellence has commissioned a report which analyses this changing environment, interviews senior executives from major NOCs to understand their views and offers our insights into emerging issues for the oil and gas industry. NOCs are moving outside their national boundaries, partially privatising their assets and demanding more from potential partners and investors. The key findings from this survey are as follows: the growing capabilities of NOCs the definite shift from the use of ownership to service contracts; the success of service companies; international oil companies are responding to the changing landscape; and, investment in people and skills is a top NOC priority. The potential impact of the above findings on the Australian oil and gas sector are significant, and include: reduced access to international service companies; shortage of skills increased opportunities for Australian service companies; and, increased focus by international oil companies on upstream opportunities in Australia. KPMG’s report was prepared during a period of rising oil prices. Even during the current period of price volatility, the majority of findings continue to be relevant for participants in the oil and gas industry.

Female Vocational Training

2021 ◽  
Author(s):  
Khalid Al-Abdulwahed ◽  
Nouf Al-Ashwan
Keyword(s):  
Vocational Training ◽  
Oil And Gas ◽  
Training Programs ◽  
Oil And Gas Industry ◽  
Energy Sector ◽  
Gas Industry ◽  
Functional Roles ◽  
Saudi Women ◽  
Female Candidates ◽  
Vision 2030

Abstract The development of any country lies in all members of society in a country, the old generation to the younger and new ones. After launching the vision of 2030 pillars, the circle of women barriers becomes wider and unlimited in the field of employment. In order to merge women in the oil and gas industry, the first milestone must be considered is creating opportunities in the labour market alongside educating and training them to acquire great learning and hone skills that qualify the women to be in the industrial workforce. It will widely contribute to the socio-economic change in a country. The female has individual skills and capabilities that the companies’ needs to achieve its business objectives. The institutes which are fundamentally structured; can open another facility which is targeted the female vocational and technical training based on the same assets (strategies & policies). Another way to do so is through collaboration with international vocational institutions, local female universities and colleges. These days there is no doubt that the oil and gas companies are critically needed for the local talents and diversity of its range. As an example, SPSP has planned to inaugurate a new female vocational & technical center, in the meantime will offer a major source of job opportunities for well trained and qualified young Saudi women that how we encourage and retain more Saudi female to the petroleum energy sector. The training programs will include Health & Safety, and Electrical Diploma. There is a lack of trained and qualified Saudi female technical workforce at the industry sector. To solve this problem, the education and the labour sectors must work simultaneously to empower the female in this field. Many companies need to retool the female candidates from functional roles such as HR or Finance to target them into practice hands-on roles. To sum up, as Vision 2030 of rewarding opportunities to the women stated, ‘’ we are directing significant investment toward unlocking their talents and supporting their contribution to the Kingdom’s economic growth.’’ Business leaders should call for an action to increase female’s opportunity at the energy sector side by side the government’s efforts in the female vocational training programs.

Retaining Women in the Oil and Gas Industry

2008 ◽  
Vol 02 (02) ◽  
pp. 12-16
Author(s):  
Eve S. Sprunt
Keyword(s):  
Young Women ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Full Time ◽  
Flexible Work ◽  
Life Balance ◽  
Gas Industry ◽  
Flexible Working ◽  
Time Work ◽  
Part Time

Feature One can draw several conclusions from the results of this informal survey: Work/life balance is a huge issue for everyone. Flexible working arrangements including part-time work and telecommuting will help retain people of all ages. While childcare benefits are of interest to only a fraction of the workforce, for that fraction, they can be the deciding factor. The same types of flexible work policies and on-site daycare or childcare support that will help to retain young women will also help to retain young men. Often women are the primary breadwinners and/or healthcare benefit providers for their families and do not have the luxury of working less than full time. The key is flexibility to create a win-win situation for worker and employer.

Deployment of Digital NDT Solutions in the Oil and Gas Industry

2020 ◽  
Vol 78 (7) ◽  
pp. 861-868
Author(s):  
Casper Wassink ◽  
Marc Grenier ◽  
Oliver Roy ◽  
Neil Pearson
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Gas Industry

What Does Rent Give to Federal Budget (on the Russia's Budget Dependence upon "Oil Dollars")

2004 ◽  
pp. 51-69 ◽  
Author(s):  
E. Sharipova ◽  
I. Tcherkashin
Keyword(s):  
Oil And Gas ◽  
Strong Dependence ◽  
Oil Prices ◽  
Federal Budget ◽  
Oil And Gas Industry ◽  
Gas Industry ◽  
Resource Rent ◽  
Tax Legislation ◽  
Russian Economy ◽  
The Government

Federal tax revenues from the main sectors of the Russian economy after the 1998 crisis are examined in the article. Authors present the structure of revenues from these sectors by main taxes for 1999-2003 and prospects for 2004. Emphasis is given to an increasing dependence of budget on revenues from oil and gas industries. The share of proceeds from these sectors has reached 1/3 of total federal revenues. To explain this fact world oil prices dynamics and changes in tax legislation in Russia are considered. Empirical results show strong dependence of budget revenues on oil prices. The analysis of changes in tax legislation in oil and gas industry shows that the government has managed to redistribute resource rent in favor of the state.

The Political Economy of Power: Approaches to the Analysis of Relationships between the State and Business in Russia

2011 ◽  
pp. 19-33
Author(s):  
A. Oleinik
Keyword(s):  
Oil And Gas ◽  
Road Construction ◽  
Oil And Gas Industry ◽  
Retail Trade ◽  
Business Community ◽  
The Political ◽  
Economic Power ◽  
Gas Industry ◽  
The Road ◽  
Ruling Elites

The article deals with the issues of political and economic power as well as their constellation on the market. The theory of public choice and the theory of public contract are confronted with an approach centered on the power triad. If structured in the power triad, interactions among states representatives, businesses with structural advantages and businesses without structural advantages allow capturing administrative rents. The political power of the ruling elites coexists with economic power of certain members of the business community. The situation in the oil and gas industry, the retail trade and the road construction and operation industry in Russia illustrates key moments in the proposed analysis.

Consideration of Geopolitical Challenges within the Analysis of Geoenvironmental Risks for Oil and Gas Development of the Russian Arctic

2019 ◽  
Vol 16 (6) ◽  
pp. 50-59
Author(s):  
O. P. Trubitsina ◽  
V. N. Bashkin
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Optimal Operation ◽  
The Arctic ◽  
Stage Model ◽  
Oil And Gas Development ◽  
Gas Industry ◽  
The Impact ◽  
Further Development ◽  
Geopolitical Risks

The article is devoted to the consideration of geopolitical challenges for the analysis of geoenvironmental risks (GERs) in the hydrocarbon development of the Arctic territory. Geopolitical risks (GPRs), like GERs, can be transformed into opposite external environment factors of oil and gas industry facilities in the form of additional opportunities or threats, which the authors identify in detail for each type of risk. This is necessary for further development of methodological base of expert methods for GER management in the context of the implementational proposed two-stage model of the GER analysis taking to account GPR for the improvement of effectiveness making decisions to ensure optimal operation of the facility oil and gas industry and minimize the impact on the environment in the geopolitical conditions of the Arctic.The authors declare no conflict of interest

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