Drilling Magazine Media Intelligence, Contextual Wisdom
Studies show that organizations that use their human resources properly and efficiently, the results show a good performance. Changing attitudes to human resources can produce good results for managers. Look to human resources as human capital is component of the success of the organization.
Human resources management focused on policy, procedures and systems that influence the behavior, thoughts and performance of employees.
In the current situation in many countries of the third world pattern of utilization of human resources in the organizational structures of the place and its real value is taken away and it is observed that due to minor disagreement, utilizing of all the staff including managers and experts may not be desirable. In difficult circumstances, they are forced to leave the organization, while enormous cost has been spent for each human element of organization in order to utilizing of its optimal efficiency, in due time. This process, leaves a lot of hidden damage so the results of which are obvious in the long term. While this issue in developed countries and even some developing countries or in transition, the situation is much better.
Human resource management in local drilling services companies, according to the observations and documentation is affected by the following:
- improper position of human resource management in the organizational structure of companies active in the drilling industry;
- HR policies are different in different units of the organization;
- inconsistency of organizational strategies and human resource management.
Knowledge management in most organizations are still in their infancy. However, the researches on data and information management has been considerable in the field of information systems. Knowledge management is increasingly an indivisible business activity for most organizations. Managers’ awareness of the value of intellectual capital, focused their minds on ways to release this powerful potential and capabilities in a way that “Nonaka” and others have acknowledged that organizational knowledge is the main source of sustainable competitive advantage. “Peter Drucker”, the first person who more than 25 years ago drew attention to this issue and since then other thinkers of administrative Affairs and leading transcendental companies in this field have taken steps.
The necessity of implementing knowledge management in the oil industry can be studied from the perspective of the following: The government tends to PRIVATIZATION- Employees Retirement Risk- Avoid waste of resources in the research fields and Improve employee learning through practical knowledge sharing.
Given that most companies active in oil and gas drilling, are project-oriented companies need strategic thinking and strategic management based on project-based organizations are implemented. Problems in achieving strategic thinking in these organizations include: diversity of processes and strategic levels-Strategic design complexity and lack of clear strategy in the organization.
In need of organizations to specific human resources strategy can be pointed out that Human resource strategies, strengthens the company’s competitive strategy, sustainable competitive advantage can be created and Coordination and horizontal integration among different disciplines of project-based company has created. These strategies should be adjusted so that project-based organizations and project managers and senior staff kept away from the adoption of strategies and approaches chaotic, contradictory and vain (worthless). Five features that make different the strategies of these organizations will include; performance appraisal, determine appropriate salaries and bonuses, training, people development and planning.
Strategic human resource management, is considered as a one of the most influential sectors in improving the efficiency and effectiveness of the organization. In this regard, the establishment of strategic fit – in the sense of coordination and consistency among corporate strategy with HR strategy – is one of the main tasks of organization that Based on it, human resources strategy of the organization, must be conducted in accordance with overall company strategy. Of course, achieving this balance is certainly faced with some problems. The need for a common alignment and orientation in human performance (as the main capital of organization) with overall company strategy, necessary of human resources officials’ attempt to establish a comprehensive link between an organization’s strategy with strategy, human resources departments and the various subsystems (such as hiring practices, evaluation and promotion, etc.) will be extended. HR strategy Defines, where we are? Where we want to go? In what way and how? There are a causal relationship between HR strategy, organizational performance and employee relationships that will have a definite impact on organizational productivity.
Given that the life cycle of many companies is changing and maturing or aging, those organizations that focus on succession management and talents of its employees to achieve organizational goals are to serve, will have a good chance of survival. Considering the nature of Iran’s oil industry, lack of suitable alternatives on the talents of trained manpower, has made this challenge more than ever before the next crisis is the lack of access to key personnel. Therefore, with increasing in the age pyramid and experienced managers and key personnel, the need for repair and reconstruction is more and more evident. The following factors reveals need to study the issue of succession planning:
- Exit key or experienced people as a result of retirement, transfer, resignation, etc.
- Presence of traditional approach to management and the need to shift from the traditional approach to new perspectives
Review that the oil industry was already at what point and to achieve optimal situation, what components are needed, in particular should be considered and investigated. The lack of attention to the development and education of employees on merit, including factors that should be investigated and the scientific approach to solve this problem have been benefited. In view of the foregoing, succession planning tools include the following items: Assessment Center (cognition) – course (for breeding) – his term development (sustainable means in education) – training (for breeding) – Coaching or mentoring (means sustainability in farming) – Development Association (for breeding).
In terms of compensation and salaries and benefits of personnel working in the drilling industry Unfortunately, it seems that in this regard there is no procedural unity. In the basic salary, although recently some private institutions collected, preliminary data at a comprehensive level and published, but these are raw data that is not possible to use it in the oil industry. In the variable salary, in the implementation of policies, compensation, rewards and benefits there are such a significant difference that justify it, is sometimes very difficult. This lack of harmony and balance to the employer and employee always leads to confusion and ultimately creating a bubble in drilling industry is salaries and benefits.
When companies have no harmonized definition of jobs and duties in operational and administrative lines, this makes the work efficiency examined individually and fanatically, that this case will have a significant impact on the motivation of individuals and the performance nature of the work. Because there is no a framework for self-assessment of the work done than defined standard. As well as correct encouraging and supportive systems on execution of work could affect the efficiency, so that, Lack of or delay in demonstration of the system as efficient tools, have severe impact on the performance of individuals and units. This can create Loyal and stable workforce or Indifferent workforce who seeking employment opportunities for the use of his operational experience.
One of the issues in the oil industry has always been important and its worth can be found in the desirability of personnel and organizational performance, is education. In terms of education and training system four significant themes be explored: First, the goals of the education system, second, the structure of the educational system, third, different training courses that will be considered and finally there are training centers and instructors that need to further deepen the above four parts according to business conditions occur.
The last issue that is important in the field of human resource of drilling industry is the relationship between drilling industry and university. The main reason for collaboration between universities and industries in developed countries, is sound economic situation in the sphere of their activity. For example, by exploiting the MIT and other universities, Massachusetts industry promote industry, and ultimately the economic growth of Massachusetts state. But in Iran, there are limitations and problems for industrial activities and accordingly industry, trying to solve problems for their survival. On the other hand, universities are faced with severe financial difficulties and appropriate financial support of universities and research institutes in the country’s strategic policies, not seen. Therefore, one of the reasons for university entrance into the arena of collaboration with industry, is attracting financial resources for handling its affairs. In addition, it is believed that if universities are not under pressure financially, for relationships with industry and Attracting financial resources do not go through this.
This policy is true when economic conditions and activities in the industry have a good situation. Industry growth and profitability of its will bring economic growth and this leads to further collaboration with the University and will take advantage of their experiences. Economic growth leads to dynamic of universities and vice versa and these two institutions will reinforce each other.
The ideal relationship between industry and universities as an efficient concept for the future success of a society is inevitable. Four popular plans in the world famous Universities which used to communicate with the industry include: Internship plan- externship plan- Apprenticeship plan and CO-OP plan. A glance at history of relationship between the universities and the drilling industry in Iran shows that Firstly, the formation of this relationship is not founded substantially over time and basic infrastructure for it has not been established, yet. Secondly, the content and direction of this relationship is not managed properly and has not been targeted.