Not every skill has to be owned in-house. Oil and gas companies should consider which skills they want to cultivate through upskilling or retraining, which they would recruit for, which they can outsource or leverage technology to account for, and which they are better off renting through contingent workers or external partnerships.
3. Determine the tools, partnerships and other resources to help drive this transformation
For skills that companies are determined to grow organically, internal coaching and mentoring is a powerful and affordable way to drive meaningful, tailored development, combining formal learning with on-the-job experience. Your company may have existing programs that can be updated to account for different business needs and skills. External accredited coaching, in-person or through webinars, can also be a powerful differentiator.
Determine what learning opportunities can be tailored to your workers’ needs and roles. You can also explore external groups for more targeted or accurate development initiatives. External companies are offering suites of content to suit different proficiency levels, often with video and interactive elements.
Badging programs, in which professionals work through set development plans on a given topic and earn badges signifying levels of proficiency once milestones are reached, have proved to be successful at many companies, including at the EY organization. Topics can include adaptive skills, such as design thinking, alongside digital and technical skills, including those used in AI, IoT and cybersecurity.
To navigate the uncertainty and disruption brought by changing market conditions and COVID-19, companies will need to secure competitive advantage by accessing the skills capable of delivering digital transformation. Technology and markets are evolving so quickly that the three-year outlook of our survey is better seen as a gauge of the extended present rather than a near future, and the conclusion is obvious: companies must dedicate meaningful resources to reskilling