I’m trying to under the strategy for talent management with all the layoffs, shedding any HC10 expats and outsourcing the work to India. When something goes wrong, we won’t have the team with the experience to fix anything. Doesn’t the MC see the degradation of standards across the board or are they just being fed cr-p about how great everything is. What’s the end game
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All good, Singapore BTL coming to the US, career development taken care. Where are the US talents? What's next? BTL from BTC?
We all know where this ends
Present execs have actively helped create the conditions for the future hi consequence events. Hard not to read that as them making money is far more important than others lives
We don’t even hire the smart Indians. We dont pay enough for that so we get the d-mb ones that create more work
It is very unclear. They must have a plan showing for each skill area the headcount plan but they willl never share it. Maybe someone with access to scan leave it on a sharepoint
Unfortunately I think it ends when we have our next big incident and people die as a result of competence loss. This business can’t sustain a house of cards long term in that capacity. Somebody local has to know WTH is going on and once you burn all of them out due to overloading them as the only competent people, the CL30+ crowd is off to the next box assignment until it gives. I pray I’m wrong.
@ap I have seen no evidence that the low cost employees stay long enough to be trained and develop expertise.
Looks to me having qualified people isn’t a priority. Check that pds box. Carry friends and cronies with. We are treading water now till the end. Enjoy.
It's managed decline. Don't need a great workforce at a company who's base business model is getting phased out. IOCs are obsolete and the MC is planning around that. The BTC will get cut too when they start to spin off smaller companies out of what's left of the company in 15 years.
Target is 48k employees… dare you to challenge it! Come check out this post in 3 years!
Talent management plan is cut HC10 employees and repalce with "qualified lower cost personnel in lower cost countries" or qualified lower cost employees from the HC10 country. This means: train the employees to take on more responsibility and hire only highly qualified employees in LC countries. AND it means shifting work load from higher cost employees to lower cost employees with a country. These changes significantly reduces costs while giving all employees challenging work. Long term employees in low cost countries will grow in capability while getting a global experience. Employees in high cost countries will be phased out and be limited to only HC country jobs where in country presence is required. If you can work from home you can work from India. WFH proves that remote employees who have been developed and are highly qualified can do the necessary work at 70% savings. In 15 years, the best of the employees will be expatriated and be in MD programs, reducing expat assignments for employees in HC countries and reducing the cost of expatriation
Classic greed. The exec level will do whatever it must to enrich themselves at everyone else’s expense. With tens of millions of personal comp to retire on at stake, they’d replace everyone with talking grapefruit if the grapefruit was cheaper and could continue cutting opex and shoveling hopium up line.
Let’s see…we are already seeing the signs…key strategic projects are being delayed, Polaris is a $hit show, safety programs like PSMS are not being implemented properly, we can’t pay our bills on time, we are losing good people…the signs are there but they are being wrapped up and polished into a bulletpoint which shows that everything is going great. I can bet the WAEM survey will say that
Drilling and operations could have a big high consequence event but I am also concerned about the erosion of performance that we will see in every project we execute and normal day to day business. The culture matters and from what I have seen the BTC employees dont have the drive to win. They don’t have the drive to fix problems even if they haven’t been explicitly told to fix the problem. They seem happy to live within their job description and watch their team fail as long as they can say that it wasn’t their responsibility to fix the problem. Very strange and if you haven’t seen it with your own eyes it sounds hard to believe but I see it every day at the BTC. It won’t ki-l the corp in a moment like a catastrophic event could but the cumulative effect of firing those who can and replacing them with BTC culture will have the same end result of ki-ling the corp. one will do it fast and one slow but the outcome in the end is the same.
The management making the decisions never have to work or interact with the BTC. The sunflower corporate culture means they are only told how well it is going and that their decisions are perfect with zero downside or risk.
Talent loss is a future problem a few years down the road. But then all these change managers have wrapped up their PDS and moved on to the bigger better things.
MC is too high up in the heavenly palace to see problem that minions face everyday.
Sadly those making these decisions don’t appreciate that one bad day will wipe out all the « savings »
It maybe they do and they are just rolling the dice hoping they can cash out before it happens.
How much did Valdez cost? Still tarnishes our corporate name.
Ask BP how much Macondo cost them.
Short term race to the bottom….its a matter of time before some thing goes wrong and badly wrong.
The loss of knowledge and capability in the last five years is staggering. Worse is the fact that it isn’t just at ExxonMobil. The EPC contractors are all racing to go Indian as well with the same results. Soon we won’t have the capability to execute or operate anything let alone innovate.
They are being fed cr-p and are clueless.