Abstract

Although technology has helped companies to better evaluate prospects, the lack of trained engineers and absence of proper vehicles for training and technology transfer are jeopardizing oil and gas field development efforts. This is particularly true for extremely expensive deepwater operations, as described by Tuedor et al. (2000), and other new technologies.

The technical, operational and geological complexities of these operations can only be effectively addressed through the selection and application of the appropriate technology, using a multi-disciplinary approach and well-trained and competent personnel. In order to assure competency, it is essential to systematically identify the technology gaps of the organization and the knowledge and skill deficiencies of its key personnel. This must be accomplished before selecting the appropriate technology and designing effective training and development programs.

As technical complexity increases, many major companies are relying on the service companies, not only to provide the technology but also to support training and the technology transfer process. This shifts the responsibilities of training to the service companies. Furthermore, National oil companies, in their pursuit of independence, are seeking alternate sources of capital, and they intend to outsource training and technology transfer from independent sources such as universities and reputable consulting bodies.

Recognizing the need for an efficient and independent training organization for the industry, three major universities (Heriot-Watt University, Texas A&M University, and The University of Oklahoma) formed a new organization with Schlumberger, an international oil field service company, to offer training and facilitate technology transfer to the industry.

This paper reviews the competency assessment methodology adopted and applied by this organization to identify and address skills gaps in deepwater technology. The concept can be applied as well in leveraging Production Sharing Contracts to ensure effective use of the host country's local work force. It can also be used as a recruitment and career development tool.