I n d i a D r i l l i n g & E x p l o r a t i o n C o n f e r e n c e - I D E C 2 0 2 2
15th India Drilling & Exploration Conference ( IDEC )
I n d i a D r i l l i n g & E x p l o r a t i o n C o n f e r e n c e - I D E C 2 0 2 2
The big crew change , and huge skill gap is a challenge that cannot be overlooked . On one hand energy transformation is occurring , and on the other hand , there is a big crew change and huge skill gap found . A large age gap can be seen in the Oil & Gas workforce where most of the geoscientists and engineers are found to fall either under the age of 35 or above the age of 55 . For example , Exxon openly states that the average tenure of its engineers is more than 30 years and other organizations have expressed their concerns regarding the skill gaps they have at the 10-15 years ’ experience level . The skills deficit in energy is a major source of concern that has rapidly increased for employers . Therefore , it is essential for companies to streamline skills acquisition and incur the large cost that is inevitable . Retaining key people and acquiring the skills in the right places to deliver corporate strategy , is one of the ultimate risks for the companies . Imminent retirement of up to half of their workforce is happening , leading to the loss of an extensive range of talents and experience . Also , innovation in energy production and technology is creating a higher demand of new skills . New and evolving skills in digital design , procurement & commissioning , and sustainability , such as Carbon Reduction Analysts and Geothermal , are increasing in demand as traditional engineering and technical specialist experts , including structural engineers and geophysicists , stay at the centre of all energy businesses . Requirements for data analysis , digital and commercial skills have also raised . Hence , the skills deficit is a great concern for the employers , and it is vital for companies to make effort in acquiring the essential skills and incur the huge cost that is unescapable . For solving this matter , firstly , a valuable “ skill refocus ” could be done to make the best use of existing resources , as well as , attracting new candidates from the early generations .
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