Strategic Talent Management in the Oil and Gas Industry

Jan | Feb | Mar 2022
5 Days
Online Live | Onsite


Identifying, developing and retaining your talent have never been more important for the oil and gas industry with the ever changing economic market. An organization best and most valuable asset is undoubtedly the people; as it’s the people who operate the systems, the equipment and who can really make the difference between growth or failure. Losing or not being able to recruit the best talent can have a disastrous impact on an organization’s growth and sustainability. This highly-interactive course will teach you the key talent management processes, systems and procedures in order to apply these in the multi-complex and diverse Oil and Gas industry.


  • In this training course, you will learn to: 
  • • Understand the mechanisms to define talent, as well as manage your talent and high potential.
  • • Develop key strategies to optimize your talent and high potential employees
  • • Engage and employ robust talent strategies within the complex multi-discipline oil and gas industry
  • • Produce develop effective and functional succession planning strategies
  • • Lead and manage OCR (Organizational Capability Review) meetings to ensure pro-active succession for sustained growth


• HR / L&D / Talent Professionals
• Training Managers
• OD Specialists
• Recruitment Officers and Managers
• Retention / Compensation personnel
• Those who wish to develop their leadership knowledge and skills in strategically managing, developing and retaining talent and high potential people.


• Talent Management – overview and background
• Talent / High potential – defining the criteria
• The complex dimensions of oil and gas demographics
• Talent options – recruit external – or grow internal?
• Aligning Talent Management with Organizational Development (OD) and Business Strategy
• Utilizing Workforce Planning and other sources of data
• Attraction strategies – use of media and other channels

• Talent management models, grading and structures
• Assessment methods and systems – use of Psychometric/Behavioral/Competency frameworks
• Conducting an effective Talent Gap Analysis
• ABC model of Potential – getting the criteria right
• Using the 9 Box Grid, and other methods to create your talent and high potential matrix

• Defining high caliber development options
• Conducting an effective performance discussion
• Creating individual development plans
• Powerful feedback techniques: motivating individuals to achieve higher potential
• Coaching for success

• Career paths – guidance for growth
• Using mentoring programs to develop and retain your talent
• Reward strategies – intrinsic and extrinsic incentives to motive your talent
• Managing expectations and delivering workable outcomes
• Growth rotation development (assignments, experience strategies)
• Creating a sustainable talent pipeline

• Defining your bench strength
• Succession Planning and the OCR process
• Conducting effective Calibration Meetings
• Formulating a strategic talent plan for the organization in line with the Business Strategy
• Communicating the Strategy to the Board and the Company
• Conclusion and Review


Mark Steele

Mark is certified trainer with 20+ years of experience in gulf and London. He has trained batches, corporates, individuals and companies from all over the world.

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