1. 1. WelcomeAn UPSTARTLIVE breakfast forumSponsored by
2. 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. 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. 4. Thank you to our sponsors
5. 5. An UPSTARTLIVE breakfast forumSpeakers David Lee Vice President Americas RigzoneTina Kutach Global HRIS Manager Wood Group MustangGeorgia Karabatsos Manager HRIS Buckeye Partners
6. 6. Recruiting Challenges, Trends & Outlook from the Front Lines of the Global War for Oil & Gas Talent
7. 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. 8. Todays Agenda Oil and Gas Employment Situation Changing Workforce Retention and Recruitment
9. 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. 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. 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. 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. 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. 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. 15. Todays Agenda Oil and Gas Employment Situation Changing Workforce Recruitment and Retention
16. 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. 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. 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. 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. 20. Todays Agenda Oil and Gas Employment Situation Changing Workforce Retention and Recruitment
21. 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. 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. 23. Aug-13Jul-13Jun-13May-13Apr-13Mar-13Feb-13Jan-13Dec-12Nov-12Oct-12Sep-12Recruiting EverywhereMobile Visitors to Rigzone25%20%15%10%5%0%
24. 24. Recruiting Everywhere Efficiently Open Web ComingNote: Name and picture have been changed for public presentation purposes.
25. 25. Q&A David Lee VP, Americas
26. 26. vv26
27. 27. 27
28. 28. Our Business: People OrientedProject DrivenOffshoreProcess Plants1987: 3 Founders2013: 4700 US + 3200 International MustangersIndustrial 28Oil SandsPipelineAutomation & Control
29. 29. Where We Started: A Transactional System 23 Forms for Every New HirePoor New Hire ExperiencexFaxing to & from Offsite Locations 29Staff Pushing Papers
30. 30. Where we Needed Help Meeting Unique Business NeedsGrowth and AcquisitionsPipeline & Field Services Model30
31. 31. Our Need: An Innovative Solutions Consultant Mustang needed a hands-on and face-to-face approach to software implementation31
32. 32. Our Tasks Strategic and Transactional Activities RC Training: 3,996Phone Change: 6,821Terminations:Dept. Change: 1,900Goodie Bags 2,3992,044 Merit Increase: 3,595Citadon Scans: 57,361 Conversions:617499Birth Announcement:6732Rehires:Anniversary Gifts: 4,738Address Change: 3,071New Hires:Employment Verification:Condolences:1,900499126Contact Change: 3,969 Domestic Assignments97Assignment Changes:192
33. 33. Our Team: HRIS Staff Providing Global EngagementLearning MgmtRed Carpet Onboarding33Support Electronic File RoomHRISTalent MgmtExpat Mgmt
34. 34. Strategic Onboarding: Why Red Carpet? Integrations & MergersOnboarding ExperienceGlobalizationCulture & ValuesDirect Feed to HRISElectronic File Room 34Faster Billability
35. 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. 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. 37. Current and Future ImprovementsNOW: E-Mail Blast Initiative37Extend & Standardize the Onboarding ExperienceFUTURE: Unique onboarding workflows in global offices
38. 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. 39. Q&A vv39
40. 40. Workforce 2020 HRs Y2K October 17, 2013 2013 Appirio, Inc. - Confidential
41. 41. Our ApproachCUSTOMERS41TEAM 2013 Appirio, Inc. - ConfidentialFUN
42. 42. Buckeye Partners, L.P.42 2013 Appirio, Inc. - Confidential
43. 43. What do you mean Workforce 2020?43 2013 Appirio, Inc. - Confidential
44. 44. Thank you To find out more about UPSTART news and upcoming events, please visit our website www.upstart360.comGeneral Inquiries: info@upstart360.com Partnership Opportunities: Joe Warring, joew@stonefortgroup.com