Building organisational competency and capacity
Employee development was a key focus for Oil Search in 2018, with several initiatives underway to develop workforce capability, foster employee engagement and manage our pipeline of people with the capability to move into leadership roles.
Oil Search conducted the Company’s first employee engagement survey in 2017 to establish a baseline understanding of engagement across a range of measures and explore perceptions of inclusion and belonging at work. The results from this survey were overlaid with the Company’s 2020 Employee Development Strategy to prioritise areas of focus in 2018.
Leadership development programmes
Oil Search’s leaders have a significant impact and influence on the workforce. During the year, we expanded the Company’s leadership development curriculum in support of our goal to build a highly capable, committed and diverse workforce.
We introduced the Coaching Our Way programme, which aims to equip leaders to create an engaging work environment, making people feel valued and fostering employee development. Fifteen Coaching Our Way workshops were held during the year for 161 senior managers, managers, and supervisors in Sydney and Port Moresby. The programme will extend to Alaska and the PNG field in 2019.
Several leadership development programmes are also in place to build leadership capacity throughout the organisation and improve our pipeline of talent across different organisational levels. These include the:
- Graduate Development Programme.
- Accelerated Development Programme - our flagship offering for high potential employees.
- Senior Leader Development Process.
- Targeted diversity and inclusion initiatives, including the Leading Our Way for Women programme and the Citizen Development Programme.
The Senior Leader Development Process was introduced in 2018 to build a highly capable, committed and diverse leadership group that is well-equipped to execute Oil Search’s Business Strategy. It enables General Managers and senior functional leaders expand their leadership capability by engaging in different development pathways within the Company. Six participants were selected across Port Moresby, Sydney and Anchorage, and the programme will be extended in 2019. The process includes a rigorous upfront assessment and individual development strategies deployed over 12 months ranging from executive education, to coaching, mentoring, and involvement in business projects.
Performance and development refresh
In 2018, we conducted a performance and development refresh to enhance employee engagement through more constructive and frequent conversations and planning. The refreshed process will be implemented in 2019 enabled by a new HR Information System and a comprehensive launch strategy that includes employee and leader workshops.
Oil Search developed and implemented Recognition Guidelines in 2018. The aim was to support and encourage managers to recognise (formally and informally) their team members more frequently, and ensure formal recognition is delivered in a proportionate and consistent way. The Guidelines clarify when and how we recognise people at Oil Search and provide guidance on ensuring recognition is authentic, meaningful and motivating. These were used extensively during the year to provide meaningful recognition to employees and contractors who led and participated in Oil Search’s response to the devasting earthquake.