Facing the Big Crew Change: Fast Tracking the Technical Development of Emirati Nationals
- Khadija Ahmed Al Daghar (ADCO) | Raghu Ramamoorthy (Schlumberger) | Gary W. Gunter (NExT Schlumberger) | Shamma Qarran Al Ameri (ADCO) | Amir Habib (Schlumberger)
- Document ID
- Society of Petroleum Engineers
- Abu Dhabi International Petroleum Exhibition & Conference, 7-10 November, Abu Dhabi, UAE
- Publication Date
- Document Type
- Conference Paper
- 2016. Society of Petroleum Engineers
- 6 Health, Safety, Security, Environment and Social Responsibility, 6.1.5 Human Resources, Competence and Training, 7.6.1 Knowledge Management, 1.6 Drilling Operations, 6.1 HSSE & Social Responsibility Management
- Emirati Training, Accelerated Development, Attachment Program, Petrophysics Training
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- 59 since 2007
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National and International Oil and Gas Companies are continually seeking and applying new technologies, processes, and methods to reduce their cost of finding and producing hydrocarbons in order to maximize Return-On-Investment (ROI), and remain competitive in the current and challenging global economy. Improving the efficiency of business processes and maximizing the productivity of the workforce is a key component for success. A key strategic component is to reduce the time it takes to develop technical staff abilities, skills and confidence to become independent contributors.
Although technology has helped companies utilize advanced measurements it remains a challenge to develop Operations and Reservoir Petrophysicists. Strategic non-conventional training that is based on technical competency management skills assessment has emerged as a fundamental tool. Frequently, traditional training that is not competency based may lack the proper vehicles for training, technology and transferring knowledge to developing subsurface professionals. In some circumstances the lack of knowledge transfer may be jeopardizing oil and gas field development efforts.
The technical complexities of Operations and Reservoir Petrophysics can only be effectively addressed through the selection, and application of appropriate technology using a multi-disciplinary approach, hands-on, custom designed attachment program and well trained competent personnel. The skill development process must be managed using competency based assessments.
Each individual develops new skills at different rates and learns differently. For strategic attachment programs to be successful in transferring skills and knowledge it is essential to systematically identify the technology gaps and design project-specific knowledge training.
An efficient and effective way to do this is to establish core competencies for different job profiles, develop skills matrices and competencies assessments, and design training or competency improvement events to address these needs. We present a recent case study where ten Emirati nationals – 3 gentlemen and 7 ladies – of a major oil operator underwent and successfully completed a one-year attachment program in Petrophysics.
|File Size||1 MB||Number of Pages||7|
Gunter G.W., Viro E.J., Wolgemuth K., 2012, Identifying Value Added Opportunities by Integrating Well Log Interpretation, Petrophysical Rock Types and Flow Units; Introducing a New Multi-Component Stratigraphic Modified Lorenz Method, Presented at the SPWLA Annual Symposium, Cartagena, Colombia, June, 2012.