1. WelcomeAn UPSTARTLIVE breakfast forumSponsored by
2. Congratulations on your important and dynamic role. The
market you serve may not always appreciate all that you do, but we
are aware of the great effort that you make for the benefit of your
company and your employees in the oil and gas industry. We hope you
are pleased to have your own brand and resource. We look forward to
serving you!
3. News & Upcoming Events:A 2-Day Conference right here in
Houston, Texas.FEBRUARY 25-26, 2014Hot of the digital press:
UPSTARTNOW Issue No.10 | Thursday, Nov. 7, 2013
4. Thank you to our sponsors
5. An UPSTARTLIVE breakfast forumSpeakers David Lee Vice
President Americas RigzoneTina Kutach Global HRIS Manager Wood
Group MustangGeorgia Karabatsos Manager HRIS Buckeye Partners
6. Recruiting Challenges, Trends & Outlook from the Front
Lines of the Global War for Oil & Gas Talent
7. Who is this guy?David LeeVP, Americas Rigzone~1 mm
professionals visit Rigzone monthly, up 30% year/year~1.1 mm
resumes globally~12 mm page views monthlyNews & Content,
Recruiting, Data and Advertising solutions
8. Todays Agenda Oil and Gas Employment Situation Changing
Workforce Retention and Recruitment
9. Strong Hiring in Oil & GasChange in U.S. Oil and Gas
Employment70,000 50,000 30,000 10,000 -10,000 -30,0002013
YTD201220112010200920082007200620052004200320022001-50,000Source:
Bureau of Labor Statistics: combined categories of oil and gas
extraction and support activities for oil and gas operations
(seasonally adjusted).
10. Significant Industry Employment GrowthU.S. WorkforceSupport
Activities for Oil and Gas Operations 300,500December 2004Oil and
Gas Extraction 196,300 December 200420,000 professionals Source:
Bureau of Labor Statistics; seasonally adjusted July 2013 data and
December 2004 data
11. Management Growth Outstrips ProductionU.S.
WorkforceProduction & Non Supervisory Employees94% July
2013December 2004July 2013December 200489%Management25,000
professionals Source: Bureau of Labor Statistics; seasonally
adjusted July 2013 data and December 2004 data combined categories
of support activities for oil and gas operations and oil and gas
extraction.
12. Growth in Female Colleagues, but at a Slower PaceWomen in
the Workforce December 2004 48,500July 2013 83,60019%17%15,000
professionals Source: Bureau of Labor Statistics; combined
categories support services for oil and gas operations and oil and
gas extraction.
13. Unprecedented RecoveryChange in Oil and Gas Workforce
Employment Economic Recoveries Index 1991 Recovery2001 Recovery2009
Recovery150 125 100 75Source: Bureau of Labor Statistics: combined
categories of oil and gas extraction and support activities for oil
and gas operations (seasonally adjusted) as indexed at 100 from
NBER recession end March 1991, November 2001 and June 2009
respectively.49 MO47 MO45 MO43 MO41 MO39 MO37 MO35 MO33 MO31 MO29
MO27 MO25 MO23 MO21 MO19 MO17 MO15 MO13 MO11 MO9 MO7 MO5 MO3 MO1
MO50
14. Competition for Industry Talent% of U.S.-based Oil and Gas
Professionals Receiving at least One Call from a Recruiter (in 2H
2012) Production49%Maritime50%Trades51%Health, safety and
environment (HSE)51%Specialty services52%Drilling53%Engineering -
general57%Fabrication63%Engineering -
maintenance63%Geosciences67%Management/support69%Engineering -
petroleum71%Well Completion72%Engineering - design and
construction86%Source: Rigzone 2013 Retention Survey
15. Todays Agenda Oil and Gas Employment Situation Changing
Workforce Recruitment and Retention
16. Engineering Talent GapDegreed U.S. Engineers By Age30%25%
20%15% 10%5% 0% 20-2425-2930-3435-39Source: Society of Petroleum
Engineers, January 201040-4445-4950-5455-5960-6465+
17. Changing WorkforceLargest deficit concentrated in
mid-career populationMany companies cannot find experienced
professionals in their home countries (60% unfilled positions) 70%
of national oil companies (NOCs), 60% of major international oil
companies (IOCs), and 45% of independent companies acknowledged
project delays due to staffing difficulties Recruiting of graduates
recovering, but still deficit in North America and Middle
East/Africa for new gradsSource: Schlumberger Business Consulting
Releases 2011 Oil & Gas HR Benchmark Survey.
18. Changing Workforce = Wisdom Gap?1,200Bachelors Degrees
Awarded Petroleum Engineering (U.S. Universities) "The operational
side needs attention, rather than just always focusing on these
engineering /college graduate positions," said Eric Roth, a
drilling consultant.800 "The oilfield keeps building rigs without
the right personnel to put on them, which causes performance to go
down," said Keith Strickland, a rig worker from Merryfield,
Louisiana.4001995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005
2006 2007 2008 2009 2010 2011 20120SOURCE: U.S. Department of
Education, National Center for Education Statistics, Higher
Education General Information Survey (HEGIS); comments from
Rigzone.com Great Crew Change Series
http://tinyurl.com/7538wdu
19. Retaining Gen X & Navigating Gen YGen X oil workers are
in danger of burning outGen X employees are seeking better
work/life balance and roles mentoring younger workersGen Y is work
oriented, constantly searching for development opportunities and ar
3 times more likely to change jobs in a year than those aged
45-54Gen Ys decline in tenure is not a lack of loyalty or work
ethic, but rather a response to the changing tinmesSource:
Schlumberger Business Consulting Releases 2011 Oil & Gas HR
Benchmark Survey.
20. Todays Agenda Oil and Gas Employment Situation Changing
Workforce Retention and Recruitment
21. Retention StrategiesWhat would most persuade you to stay?
Increased salary46%More interesting or challenging
assignments13%Opportunity to work overseas10%Promotion or new
title10%Higher or guaranteed retention bonus 5% Flexible work
hours3%High-level recognition3%Employee stock options, restricted
stock, etc.2%Reimbursable education or training programs2%Increased
staff to help reduce workload1%Source: Rigzone 2013 Retention
Survey; US-based respondents only 7% selected other which is
excluded from the chart.
22. Industry TrendsCompanies Promoting FasterCompanies are
Flexible (Parental leaves, flex plans, childcare options, parttime
alternatives) Increasing Trend towards Supply Chain Management
Principles in Recruitment HR Organizations Focusing on Speed and
Agility in RecruitmentSource: Schlumberger Business Consulting
Releases 2011 Oil & Gas HR Benchmark Survey.
23.
Aug-13Jul-13Jun-13May-13Apr-13Mar-13Feb-13Jan-13Dec-12Nov-12Oct-12Sep-12Recruiting
EverywhereMobile Visitors to Rigzone25%20%15%10%5%0%
24. Recruiting Everywhere Efficiently Open Web ComingNote: Name
and picture have been changed for public presentation
purposes.
25. Q&A David Lee VP, Americas
26. vv26
27. 27
28. Our Business: People OrientedProject DrivenOffshoreProcess
Plants1987: 3 Founders2013: 4700 US + 3200 International
MustangersIndustrial 28Oil SandsPipelineAutomation &
Control
29. Where We Started: A Transactional System 23 Forms for Every
New HirePoor New Hire ExperiencexFaxing to & from Offsite
Locations 29Staff Pushing Papers
30. Where we Needed Help Meeting Unique Business NeedsGrowth
and AcquisitionsPipeline & Field Services Model30
31. Our Need: An Innovative Solutions Consultant Mustang needed
a hands-on and face-to-face approach to software
implementation31
34. Strategic Onboarding: Why Red Carpet? Integrations &
MergersOnboarding ExperienceGlobalizationCulture & ValuesDirect
Feed to HRISElectronic File Room 34Faster Billability
35. Dedicated Administrator: A Truly Unique Partnership The
great partnership between Mustang and our reps with Red Carpet
enables us to make additions/changes in our systems in the most
efficient way possible On site sessions Very quick response
time35
36. Where we are Today: A Strategic System Stage is set for
Great New Hire Experiences7 Forms for Every New HirexStaff Monitors
Workflows & Provides Personal Support No more fax machine!
36Global Onboarding
37. Current and Future ImprovementsNOW: E-Mail Blast
Initiative37Extend & Standardize the Onboarding
ExperienceFUTURE: Unique onboarding workflows in global
offices
38. An Important Strategic Lesson Learned: Building Forms
Integrations/Interfaces1. Data feed to HR database is a powerful
tool 2. Invest up front in identifying fields that will feed 3.
Build forms based on the HR database fields up front 38
39. Q&A vv39
40. Workforce 2020 HRs Y2K October 17, 2013 2013 Appirio, Inc.
- Confidential
41. Our ApproachCUSTOMERS41TEAM 2013 Appirio, Inc. -
ConfidentialFUN
42. Buckeye Partners, L.P.42 2013 Appirio, Inc. -
Confidential
43. What do you mean Workforce 2020?43 2013 Appirio, Inc. -
Confidential
44. Thank you To find out more about UPSTART news and upcoming
events, please visit our website www.upstart360.comGeneral
Inquiries: [email protected] Partnership Opportunities: Joe
Warring, [email protected]