The Australian upstream oil and gas industry faces many staffing challenges, including:shortages of skilled personnel to staff new developments and expansion projects;retirement of an aging workforce with consequent loss of experience; andlow enrolments in university courses predicting a diminished pool of geologists, engineers and technical staff.APPEA’s Workplace Competency Initiative has been addressing these challenges by devising and promoting a career development strategy to encourage the recruitment and retention of staff. This career development strategy also addresses the competent workforce provisions and duty of care requirements of APPEA’s safety case guidelines. The principle components of the career development strategies are;competency standards—the development of competency standards for production operators and drilling crews;career guide—a promotional publication to attract new recruits, retain current staff, and to promote life-long learning;coach’s handbook—a manual for team leaders, supervisors and managers to encourage staff coaching, competency-based training and career development;coach the coach courses—practical one day sessions to promote staff coaching, competency formation and career development;group training scheme—an industry sponsored scheme to recruit, place and train production operators; anda competency register—development of a competency register to encourage and record workforce safety certificates, workplace inductions and vocational qualifications.Ultimately this career development strategy will create a sustainable pool of skilled workers, contribute to safer workplaces, and improve the competitiveness of the Australian petroleum industry.
Career Development and Challenges of Employees in the Petroleum Industry of Ghana: The Case Study of ENI