3rd Annual

Talent Management in Oil Gas & Petrochemicals:

Attracting & Retaining a Highly Skilled Workforce

conferences

Prof. Mark StuartProfessor of HR Management & Employment RelationsCentre for Employment Relations, Innovation andChange, Leeds University Business School

Dr. Derek WaltonHead of Petroleum Geology Dept.University of Derby

In the Chair:

Siv OftedalVice President HR ServicesStatoilHydro

Peter HenshawVice President, Communications & Public AffairsTNK BP

Oleg RomanovskiyHuman Resources DirectorLitasco, LUKOIL Group

Gunn AlmeSenior Human Resources ManagerAker Kvaerner Subsea

Craig DeavesHead of Organisational CapabilityBP Egypt

Dr. Eiman Al-AnsariHead of National DevelopmentRasGas, Qatar

Luigi SalvadorChief Knowledge Officer E&PENI S.p.A

Mara Jos EstevesHead of HR Management, OrganisationalDevelopment, Communication & Social ResponsibilityCLC, Galp Energa

Louise Ferguson Head of Learning & DevelopmentPetrofac Operations Services

Dr. Sethu Madhavan PuravangaraSenior Coroporate Development & Training Advisor(Executive Development)Abu Dhabi Company for Onshore Oil Operations

Dr. Ruud WeijermarsDirector of EducationDepartment of Geotechnology, Delft Universityof Technology

John HoltonStrategic Development DirectorCogent SSC

Dr. Derek WaltonHead of Petroleum Geology Dept.University of Derby

Ingolf TeetzChief Technical OfficerMilch & Zucker

Judith MoeckellCompany DirectorJ.M Consulting Ltd.

Prof. Mark StuartProfessor of HR Management & Employment RelationsCentre for Employment Relations, Innovationand Change, Leeds University Business School

Dr. Christopher FordeSenior Lecturer in Industrial RelationsCentre for Employment Relations, Innovationand Change, Leeds University Business School

Your Expert Speaker Panel:

This marcus evans forum will provide a unique

insight into how best to enlarge your talent

pipeline & motivate & develop your talent pool.

Ensure that people management becomes a

strategic part of your business strategy.

Attending this marcus evans event willenable you to: Overcome the main challenges involved in attracting

an increasingly demanding, ambitious graduateworkforce.

Understand how alternative sources of technicalexpertise can be exploited to bolster your companystalent pool.

Establish a strategic HR policy that has yourcompanys key values at its heart, building a loyal andcommitted workforce.

Capitalise on the knowledge of expert speakers whohave hands-on experience in the field of HR strategy,including retention, succession and leadershipmanagement.

Benefit from Case Study Presentations by: StatoilHydro outlining how it achieves workforce buy-

in to its key company values

TNK BP revealing best practice internal communicationstrategies to retain key staff

BP Egypt underlining their effective approach tolearning & development for a loyal workforce

ENI explaining why placing value on your talentresources can lead to major increases in efficiency

Amsterdam, The Netherlands

14th 15th April 2008

energy series

Media Partner:Documentation

Sponsor:

Day 1

14th April, 2008

08:30 Coffee and Registration

09:00 Chairs Opening Remarks

Prof. Mark StuartProfessor of HR Management & Employment RelationsCentre for Employment Relations, Innovation and Change, Leeds University Business School

BEST PRACTICES FOR RETENTION: SECURE YOUR KNOWLEDGE BASE

09:10 Case StudyHow Litasco has Implemented Best Practice Tools forRetention of a Skilled Workforce Effectively managing your skill pool through global & functional rotation Offering the right training route to develop & maximise technical skills How to identify & overcome managerial challenges for employees Successful strategies for performance management adjustment Retain key staff by effectively handling approaches from head-hunters

Oleg RomanovskiyHuman Resources DirectorLitasco, LUKOIL Group

09:50 Case StudyEnsuring Maximum Return on Investment in Career Pathingand Career Development Best practices for managing & successfully aligning leadership

& technical careers Measuring & ensuring high returns on investments in career

development initiatives Anticipating & tackling any possible undesirable consequences

Dr. Sethu Madhavan Senior Corporate Development & Training OfficerAbu Dhabi Company for Onshore Oil Operations

10:30 Morning Coffee

11:00 Case StudyIncreasing Overall Efficiency by Focussing on People & Skills Why managing your human resources is critical for sustainability of

activities Promoting a cultural change aimed at making sharing & pro-activity

common values within your company Understand the key role that knowledge workers play in securing &

developing your knowledge base

Luigi SalvadorChief Knowledge Officer E&PENI S.p.A

11:40 Case StudyYour Workforce is Changing - Are you? Are your learning & development programs changing to match the

requirements of your changing workforce? Does what worked yesterday still work today? Accelerating knowledge transfer & skills development in a diverse

workforce Developing support systems: coaching & mentoring - are they

effective? Use of "gaming" processes and technology

Craig DeavesHead of Organisational CapabilityBP Egypt

12:20 Case StudyMaximise Retention of Key Technical Talent by BuildingPositive Organisations Understanding the needs of your workforce & offering a good

work-life balance Developing inspirational leadership to maximize productivity Managing by missions: set clear goals & objectives to improve

motivation Be clear about your company values & understand how this

strengthens bonds between workers

Mara Jos Esteves Head of HR Management, Organisational Development, Communication & Social ResponsibilityCLC, Galp Energa

13:00 Luncheon

14:00 Coffee & Networking

STRATEGIES TO EFFECTIVELY DEVELOP YOUR TALENT PIPELINE

14:30 Keynote AddressUtilising the Best Advertising and Promotion Methods toAttract New Talent Building a compelling value proposition Conducting profiling work in a structured manner Anchoring employer branding with corporate management and

business strategy Managing recruitment on a global scale Using new and innovative methods to attract talent globally Meeting recruits' expectations at time of employment

Siv OftedalVice President HR ServicesStatoilHydro

15:10 A Future Vision of the Oil, Gas & Petrochemical Industry:Energising Skills in the UK How employers can be provided with the opportunity for coherent

leadership & strategic action to meet its skills needs Key skills challenges for Cogent industries Sector Skills Agreement:

- Increasing apprenticeship numbers- Attracting new entrants into the industry sector- Up-skilling the existing workforce

The Gold Standard: A route to work-class skills

John Holton Strategic Development DirectorCogent SSC

15:50 Afternoon Tea

16:20 The Value of Dialogue Over Training and Skills forLeveraging Workforce Talent Explore the benefits of dialogue over training and skills, drawing on

cases from a range of sectors Highlight the crucial importance of dialogue for managing workforce

talent Identify top tips for ensuring effective dialogue Look at dialogue for talent management in the energy sector, using

best practice cases

Prof. Mark StuartProfessor of HR Management & Employment RelationsCentre for Employment Relations, Innovation and Change, Leeds University Business School

Dr. Christopher FordeSenior Lecturer in Industrial RelationsCentre for Employment Relations, Innovation and Change, Leeds University Business School

17:00 Improving the Identification and Development of the Talent Pipeline Focusing on identification of the right competencies at selection Ensuring robust & timely competency development tools &

opportunities How do we ensure we have the right levels of emerging talent

feedstock to become our leaders of the future? Managing the expectations of the talent pipeline

Judith Moeckell Company DirectorJ.M. Consulting Ltd.

17:40 Panel DiscussionMergers & Acquisitions: Dont Let the Talent Slip Through Why people are our greatest asset How success at M&A depends on the ability to manage people issues Overcoming the main challenges in retaining staff Understanding the importance of supporting those who influence key

decisions & the culture of the company

The panel will be moderated by invited speakers of the day if youwould like to join or contribute topics to the panel discussion, pleaseemail christopherj@marcusevansuk.com

18:10 Chairpersons Closing Remarks and End of Day One

Booking LineTel: +46 (0)8 407 2905Fax: +46 (0)8 407 2918www.marcusevans.com

Day 2

15th April, 2008

08:30 Coffee and Registration

09:00 Chairs Opening Remarks

Dr. Derek WaltonHead of Petroleum Geology Dept.University of Derby

FINDING THE BEST GRADUATES: A KEY STRATEGY FOR FUTURE GROWTH

09:10 Opening AddressAchieving Better Collaboration Between Industry &Academia to Produce Graduates with Transferable Skills Meeting the needs of the industry by producing graduates that are

ready for work Filling the gap in the market to allow work-based upskilling of the

workforce with internationally recognised qualifications How the University of Derby worked with a number of employers to

develop a programme that would train graduates to be assimilatedinto the workforce more quickly

Dr. Derek WaltonHead of Petroleum Geology Dept.University of Derby

09:50 Case StudyBridging the Gap Through Schools: A Case Study ofRasGass Talent Recruitment Strategies Overcoming the challenges of recruiting nationally New methods for local recruitment An outline RasGas internship & scholarship programmes Branding the image of Oil & Gas within schools in order to attract

talent into the industry Setting organisation targets to meet the needs of your annual intake

Dr. Eiman Al-AnsariHead of National DevelopmentRasGas, Qatar

10:30 Morning Coffee

11:00 Building Win-Win HR Partnerships Between the PetroleumIndustry & Educational Institutions How structural cooperation between industry and academia helps to

build, upgrade and retain your skilled workforce Benefit from effective technical & educational programmes developed

at universities & business schools Finding young talent via internships, BSc projects, MSc projects & PhD

Research Fast-tracking future leaders and asset managers via Executive Master

programs: identify your high potential employees How short courses can renew and upgrade competencies: cost-effective

training for the existing workforce

Dr. Ruud WeijermarsDirector of EducationDepartment of Geotechnology, Delft University of Technology

SUCCESSION STRATEGIES: DEVELOPING A COHERENT & EFFECTIVE LEADERSHIP STRUCTURE

11:40 Case StudyEquipping Managers with the Tools Needed to Lead as wellas Manage Successful transition from managing oneself to managing others Developing effective leadership awareness Understanding yourself and others Getting results through others Understanding Aker Kvaerner People Policy and Values

Gunn AlmeSenior Human Resources ManagerAker Kvaerner Subsea

CREATING A FULLY INTEGRATED TALENT MANAGEMENT STRATEGY

12:20 Case StudyManaging Talent at All Levels - Making it Work at Petrofac Establishment of the Petrofac Academy & key development programmes Integrating talent management criteria with HR processes How to build a successful coaching & mentoring network Developing clear roles & responsibilities for development The importance of evaluation & feedback for business managers

Louise Ferguson Head of Learning & DevelopmentPetrofac Operations Services

13:00 Luncheon

14:00 Coffee & Networking

THE IMPORTANCE OF COMMUNICATION IN IMPLEMENTINGSUCCESSFUL TALENT MANAGEMENT

14:30 Keynote AddressMaintaining a Balance Between the Role of Leaders & Communicators Why managers should care about employee communication Enable leaders to communicate successfully Involve employees at all levels of the decision-making process Reminding leaders that communication competencies are embedded

in their performance criteria

Peter Henshaw Vice-President Communications & Public AffairsTNK BP

KEY MARKETING STRATEGIES FOR ATTRACTING & RETAININGA SKILLED WORKFORCE

15:10 Capitalising on Social Networks, Marketing & Software toOptimise Recruitment How social networks can help you identify the best potential

candidates Developing effective marketing strategies to enlarge & improve the

quality of your talent pipeline Best practices for integrating recruitment software into your talent

management strategy

Ingolf TeetzChief Technical OfficerMilch & Zucker

15:50 Afternoon Tea

16:20 Panel DiscussionTransforming your HR Team from a Supportive Element to a Strategic Weapon Understanding issues of skill shortages & recruitment as a business

challenge, not just an HR challenge Why looking after the individual is a strategy that will pay off in the

long-term Best practices for competency development

The panel will be moderated by invited speakers of the day if youwould like to join or contribute topics to the panel discussion, pleaseemail christopherj@marcusevansuk.com

17:00 Chairpersons Closing Remarks and End of Conference

Business development opportunitiesDoes your company have services, solutions or technologies that theconference delegates would benefit from knowing about? If so, you canfind out more about the exhibiting, networking and brandingopportunities available by contacting our sponsorship division.

Britt-Marie Hansson on +46 8 407 29 54E-mail: britth@marcusevansse.com

Complimentary accommodation booking serviceShould you require accommodation whilst attending a marcusevans conference, please do not hesitate to contact ouraccommodation agent Travelocity Business who will be more thanhappy to make a reservation for you. Please quote the name of themarcus evans conference you are attending.

Tel: +44 (0) 161 601 4038, Fax: +44 (0) 161 968 9310Email: marcusevans@travelocity-business.co.ukwww.travelocity-business.co.uk/marcusevans/

Booking LineTel: +46 (0)8 407 2905Fax: +46 (0)8 407 2918www.marcusevans.com