Human Resources Challenges

Dr. Joo Felix

Marketing Vice President Schlumberger Latin America

Human Resources Challenges

discussing current and future trends facing the Oil & Gas Industry, specially in Latin America. Industry scenario
- shortage of skilled resources

Talent attraction, development and retention

- hiring diversity - competency levels analysis - training requirements - retaining

Social Responsibility
- Building the future via educational development

Oil & Gas Industry HR Challenges

25% 20% 15% 10% 5% 0% 20 and under

21-25

26-30

31-35

36-40

41-45

46-50

51-55

56-60

61-65

1987

1999 2004 2005

1983
Source; AAPG Age profile

1991 1995

2007

Overcoming Todays Skills Shortages

Competency Development & Knowledge Management Technology and Process

Retention Semiretirement 2010

Technical Careers

Young Professionals

Experienced/ trained Professionals

10

20 Years of E&P experience*

30

40

Source: Schlumberger Business Consulting

*as per 2005 standards

Managing a Global Workforce

Schlumbergers three-tiered approach
competency levels training requirements

Hiring Diversity

Training & Development

Dynamic Culture

value technical career knowledge sharing/management

Hiring Diversity

Recruit Where We Work

Revenue **
Europe,CIS & Africa, 34%

Headcount Nationality **
Europe,CIS & Africa, 38%

Middle East & Asia, 24%

Latin America, 18%

Middle East & Asia, 27%

Latin America, 16%

North America, 25%

North America, 19%

87,000+ People

140 Nationalities

80 Countries

Source: **Schlumberger 2008 Data (does not include WG figures)

Hiring Diversity

Recruiting Program

All recruiters are Engineers, Scientists or Technicians A globally networked recruiting organisation 51 University Ambassador Program
Ambassador Universities Recruiters

Training & Development

Training Globally

Global Learning Management supporting structured training programs across Schlumberger equipped with state of the art technologies

Oslo, Norway Airdrie, Canada Edinburgh, Scotland Melun, France Tyumen, Russia - 2007

Kellyville, Oklahoma Bottesford, England Sugarland, Texas Abu Dhabi, UAE - 2007

Training & Development

Competency Management
Proficiency
Drilling Engineering: Competence 1 Competence 2 Competence 3 etc. Competence Gaps: Competency 1 1 2 3 4

Job Description
Required
Competencies

Production Engineering:

Gaps Individual 3 Customized training Competence Team Staffing etc. Segment Recruitment strategy
Employee Competency Assessment Drilling Engineering: Competence 1 Competence 2 Competence 3 etc. 1 2 3 4

Competence 2

Training & Development

Knowledge Management Enablers

SCMi

1994

1997

1999

2000

2002

2006

2007

Safety Knowledge Management

Operational Knowledge Management Personnel Knowledge Management

Training& Development

Dynamic Culture

Increased Reliability and Performance

Operations Support Centers transfer drilling knowledge and monitor key parameters

DW Operational Support Center

45 Internal OSCs 13 Customer Centers

Dynamic Culture

Flexible Staffing Model

.from Field Engineer to Country Operations Manager - 12 years of development Field Engineer - Brazil Training Period - USA Engineer in Charge Brazil Training Manager USA Field Service Manager USA

Operations Manager - Brazil Career planning Manager France Segment Operations Manager Brazil Real time Oilfield Project Management Heriot Watt Univ. London QHSE Manager Africa

Dynamic Culture

Eureka : Self-Governing Technical Communities

Engineering Center Geology Petrophysics Research Center Drilling Eng.

North Sea GeoMarket

Data & Consulting Services Reservoir Engineering

Project Mgmt. Brazil GeoMarket

Dynamic Culture

Valuing Technical Careers

Accepted

Leading in SLB and industry

Leading widely in Area, Segment or RDM

Eureka members

Leading locally in GeoMarket or RDM center Contributing independently

Senior (2,916)

Principal (620)

Advisor (194)

Schlumberger Fellow (10)

Strategy to Overcome HR Challenges

The Foundation
Hiring Diversity Diversity is key Worldwide recruiting network Global university relations program

The Model
Training & Development

Consistent training at all levels Competency Management Valuing technical career paths

The Environment
Dynamic Culture Maximizing potential through
knowledge sharing Effective and efficient IT tools Mobility

Dynamic career development

Social Responsibility
Schlumberger Excellence in Educational Development SEED Schools
volunteer-based non-profit education program sharing passion for science and learning to create opportunities for youth

University Programs
Campus educational program focusing on academic alliances universities, teachers and students Schlumberger's Ambassador Program for University Relations

Extended education and professional continuing development

close relationship with Oil & Gas related societies
Sponsorships Technical participation in conferences knowledge sharing

create hubs to share knowledge and expertise in identified fields

Hiring Diversity
Training / Knowledge Sharing

Dynamic Culture

Strategy to Overcome HR Challenges

From Social Responsibility to Knowledge Asset Management

Social Responsibility
Hiring Diversity Hiring Diversity

Competency Mapping
Training & Development Dynamic Culture

Knowledge Management