HR Transformation… Science or Art?

HR Summit and Expo 2014

The Petrofac difference

• We have a strong safety culture, both for our people and for our

assets

• We are focused on oil and gas, predominantly upstream

• We provide deep competency and operational excellence to

upstream asset owners

• We deliver life of asset services with flexible delivery solutions

• We emphasise local delivery and capability – we will train and use

local resources

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Local delivery, customer focus, commercial flexibility

18,000 Employees

29 Countries

33 Years

6.3bn 2013 revenue

(US$)

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Our Vision: To be the world’s most admired oilfield service company

Our heritage

• Petrofac is the largest UK-

listed service provider to

the international oil and gas

industry

• The Middle East is our

heartland

Our capability

• Our capabilities span the oil and

gas value chain

• We provide our services as

standalone offerings but also offer

our capabilities as integrated

services

• Ranked number one EPC

contractor for the last 4 years in

Oil and Gas Middle East

Life of asset services; flexible delivery solutions

Business development

tied to strategy

Focus on priority prospects

to increase win rate

Integrated approach

to sales across

business units

Systematic and

nimble approach to project

delivery

Balanced use of

low-cost centres and

value engineering

Collaborative delivery

of projects across

business units

Who delivers work Global performance

management process Common performance and

management framework applicable to all business units

Resourcing : Process/Systems/Selection Standard/EVP

HR Capability

People Development: Talent

identification/L&D/Succession

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Vision 2020: The people dynamic

Given our growth ambitions, we make the transition from an employer heavily reliant on

external recruitment to one known for developing and progressing internal talent

Resourcing

Learning

&

Development

Leadership

Development

Demand Planning

Graduate

Development

Succession

Planning

Planet HR 2012

Performance

Management

We operate:

In 7 different Business units

In over 20 different HR functional

locations

With over 6 different HR management

systems

With over 204 HR personnel.

The “Puzzle”:

• Is not responsive enough to changing

business needs and speed

• Has weak links between activities such

as recruiting & demand planning,

reward & development…

• Is Administratively intensive

• Is Cost Constrained

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Compensation

&

Benefits

Organization

effectiveness

& Change

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CORPORATE VISION, CULTURE & STRATEGY

Alignment

TALENT STRATEGY, ORGANIZATION & DEMAND PLANNING

Alignment

Stra

tegy

Compensation & Benefits

Performance

management

Talent Acquisition

Learning & Development

Executive Recruitment

Organization Design/ Development

Succession Planning

Leadership & Team Development

Employee Engagement & Retention

Pro

cess

COMPETENCY DEFINITION & ASSESSMENT

Support & Sustain

Co

mm

on

La

ngu

age

SYSTEM ENABLEMENT

Support & Sustain

Scal

abili

ty

Adapted from THENEWMANGROUP A FUTURESTEP COMPANY

Desired Future state

HR Capability and structure (hub)

HR Capability and structure (hub)

Performance Management

Leadership Development

Talent Planning & Acquisition

+ Embed the way we manage

performance, systemise it and create

a differentiating link to reward

- Appraiser skills ( objectivity,

evidence base, difficult feedback)

+ Petrofac Pathway

+ Development programmes for

supervisors, managers & leaders

implemented

+ e-Learning system

- Individual learning

- Learning progress

- PDPs

- TNA capability in businesses

+ More standardized global

process for talent

identification

+ Senior succession planning

- Develop employees

- Demand planning

Corporate vision, culture & strategy

Development of HR capability for generalists, specialists, transactional HR professionals consistently across the different businesses/product lines, both for HR professionals and line managers

Alignment

Support

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Compensation & Benefits

+ Global mobility policy

- Relevant and ongoing

external benchmarking

- Speed of adjusting variable

pay to changing needs

Desired Future state

Science or Art or else : A personal Leadership

Challenge

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“If the wind will not serve, take to the ores”

“10 years from now, you won't be remembered for the targets you hit and the

numbers you achieved. You'll be remembered for the lives you touched, the

people you inspired and the talent you spotted”

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Its not business as usual

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Respect each other and refrain from

disputes; you should not, like water and oil,

repel each other, but should, like milk and

water, mingle together”

Buddha

Collaboration: Listen, learn and the power of

why?

Geoscientists Needed

Geoscientists

Available

Worldwide O&G

Production, MMB/Yr

The power of metrics

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“You can discover more about

a person in an hour of

play than in a year

of conversation. “

Plato

Empathy & Discovery

“I like to listen. I have learned a great deal

from listening carefully. Most people never

listen.”

Ernest Hemingway

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Understand cultural & political

differences and act wisely upon them

Geopolitics

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The purpose of a storyteller is not

to tell you how to think, but to give

you questions to think upon

Brandon Sanderson, The way of

kings

After nourishment, shelter and companionship, stories are the thing

we need most in the world”

Phillip Pullman, Author

Story telling

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“Simplicity is the ultimate

sophistication. “

Leonardo DaVinci

Simplicity

“The force of his own merit makes his way”

William Shakespeare

….Enough said, you’ve got to be

good at what you do…

Science & Art or…

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