© 2014 Cairn India Limited

Human Resources Development and Technology

Leveraging for Domestic & International E&P
© 2014 Cairn India Limited 2

Key Talent Challenges faced by the E&P Industry

 Big Crew Change (Ageing

workforce) Mid Level talent shortage
pose serious threat to
 Shortage of Mid Level Talent delivery

 Globally mobile workforce

intensifying talent crisis
 Mix of Skills Sets changing:
 Era of easy oil on decline,
mix of required skillsets
changing dramatically
 Short supply of specialized
and varied skillsets in newer
technologies
© 2014 Cairn India Limited 3

Philosophy for Human Resource Development (HRD)

Cadre Building: Reducing time to
Our HRD Philosophy aims at autonomy; providing diverse
ensuring best talent in critical experiences to build well-rounded

Building Blocks
professionals
roles at the right time delivering
Proactive capability building:
high performance for today &
Interventions to bridge current and future
tomorrow skill gaps
Ensuring Current Building Future Segmented: Aimed at segmenting
Business Delivery Capability the talent portfolio on the basis of
 Ensuring  Developing skills contribution, potential and criticality
required skills for to handle future for a sharper focus & prioritization
current business business Differentiated: Differentiated investments for
needs requirements
different segments including development,
 Capable  Succession plan careers, compensation, visibility
incumbents for critical roles
manning critical Talent Engagement: Practices,
roles systems focused on driving
engagement & intrinsic motivation

Our HRD Interventions aim at operationalizing these building blocks

© 2014 Cairn India Limited 4

HRD Framework: Tools & Interventions

Hiring the “Right Talent”

Best in
Segmentation Perf. Mngt.
HRD Tools using 9 Box System
Feedback Class
Mapping

HRD Technical
Career
Leadership GET/ MLDP
Trainings
Interventions development
interventions Ladder

Building an Engaged workforce

© 2014 Cairn India Limited 5

Hiring the “Right Talent”

 Intake from reputed Technical & Management campuses (ISM, IIT, IIMs)
 Best experts in Upstream O&G Technology – Expats with specialized skills (e.g. Fracking, horizontal well drilling
etc.) from best companies around the world (Chevron, BP, Hess, etc.) and across multiple nationalities – CIL has
more than 200 employees with average 3.5 years of international exposure ; 9 different nationalities)
 Reducing Time to Autonomy is a key lever in increasing supply base of experienced professionals
 For Support Functions, we get best resources from across Sectors i.e. E&P, Manufacturing, Telecom,
Consumer Goods, Banking etc.

A well-oiled Recruitment engine

Internal External
• Revamped Recruitment process – ATS, SLAs, • Social Media presence – LinkedIn, Facebook and
Candidate experience Twitter.
• Optimum Source-mix – Referrals and best-in- • Market Mapping / Branding Events –Targeting
class global Recruitment partners Returning Indians – across major Oil & Gas hubs.
• Corporate website • Recruitment campaigns

• Technical conferences – Branding & Recruitment

© 2014 Cairn India Limited 6

HRD Tools
 Segmentation using the 9 Box: Top Talent Pool

 Segmentation of Talent into key talent groups

A-PLAYERS
such as MLDP/GET, Top Talent and Leadership

High
Team
 Annual Identification of Top Talent using 9-Box

POTENTIAL
tool based on contribution and potential

Med
 Performance Management System
 A robust PMS driving a high performance culture

Low
through transparency , meritocracy and
differentiation Low Med High

 Multi-level calibration culminating at ExCo level CONTRIBUTION

 Feedback
 Performance conversations driving the right
behaviors
 360 degree feedback for leadership team to
enhance self awareness
 Best-in-class: Assessing people capabilities against
international benchmarks
© 2014 Cairn India Limited 7

HRD Interventions
 Professional Career Architecture:
 Defined career paths and experiences required for
progression
 Ladders divided into professional and managerial tracks
 Enabling framework for cross-functional movements and
knowledge sharing
 Graduate Trainee program
 Structured programs to promote leadership at an early
age- World class trainings in behavioral and technical
skills
 12 month rotation program – 3 rotations of 4 month each
to give cross functional exposure
 35% of technical workforce is campus hire - Source of
leadership pipeline
 Job Rotation Program
 High performing talent given opportunity to lead
businesses thereby creating strong General Management
skills
 Job Rotations across Petrotech to develop broad-based
technical skills
© 2014 Cairn India Limited 8

HRD Interventions
 Targeted Training Interventions basis needs:
 Leadership development programs
 Behavioral & Functional Trainings - Techno / Commercial has been identified as a key skill across the
organization for business to succeed
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Building an “Engaged Workforce”

 Connect: Leadership to disseminate key messages & plans, managers to own & cascade
 Employee Town-halls
 Leadership Team meetings - Top Executive Team and Next 50/60 Leaders
 Leader connect with Talent groups – GET,MLDP’s
 CEO’s corner for employees to raise queries directly with CEO

 Protect, Care and Support: Ensure employee safety, promote wellbeing

 Employee & contractor safety, compliance with Safety Standards
 Promote Health and Wellness via internal programs and gym/club reimbursements etc.
 Employee friendly policies such as flexible work timings, ISP, Domestic Education Assistance,
Extended Maternity, Paternity, OPD beyond regular Medical Allowance)
© 2014 Cairn India Limited 10

SAP HR : Employee Lifecycle Supported by Technology

e-Recruitment  Employee friendly, mobility

friendly and self-driven HR
e-Probation processes, empowered through
e-Separation Evaluation
world class innovative &
integrated ERP solution like SAP
e- Individual e-Time Management HCM and Success Factors
Development
Plan  Online Employee Self Service
(ESS) portal launched in year
2008 which enabled user to do
e- Travel
e- Learning Management HR related transactions online.
Management
 Anytime & anywhere access
e- Succession
 Eliminating paper approval for
Planning e- Payroll
CDP
many process helping improve
efficiency
e- Performance
Management
 Ease in monitoring and reporting
© 2014 Cairn India Limited

Thank You