Our industry is graying. The mentors in many of the major companies are gone, the in-house training programs in many major companies are gone, and the research centers in many major companies are gone. Comparing the E&P landscape just 10 years ago, many of the major companies themselves are gone, and have been replaced with very different looking organizations. Indeed, in 10 years, many of the people now working in the business will be gone.
The industry has been thinking hard about the “big crew change”. And as it takes some 10 years to educate and train entry level university students in the geoscience and engineering disciplines so they can begin to effectively contribute to their companies with minimum levels of supervision, there is no time to lose. A further challenge is how to build and maintain skills once professionals have entered the industry.
The paper will look at why relatively few graduates in engineering and the geosciences have been considering entering the Oil and Gas industry, and how the upstream business can make itself more attractive to young undergraduates. It will consider the education they can be given in universities so they are most effective upon graduation, and at how to develop and retain them through their careers. I shall focus on those areas where we, as professionals, have some control.
This talk is currently part of the EAGE (European Association of Geoscientists and Engineers) Distinguished Lecturer program and draws on work presented at recent Asia/Pacific colloquia and technical sessions on education and training (Lloyd & Ronalds, 2003, SPE 84351, Kaldi & Lloyd, 2003, Transactions of IPA, 29th Annual Convention, IPA, and Lloyd, Johnson, Laprea and Eckersley, PESA/AAPG Perth 2006). These papers focus on not only developing the geoscientists and engineers with the skill sets that the industry would like to see when they graduate, but also in keeping those skill sets current and further developing them during their careers.