TSP | CertIOSH | IDipNEBOSH | BSc (Hons) in HSE Management | Country Quality & EHS Lead @Siemens | I Create Smoother & Safer Work Environments
General observation… I’ve noticed that many (if not all) oil and gas companies in Oman are stuck in a cycle – recycling the same talents by mostly hiring experienced people from other oil and gas companies, especially in HSE. The thought process seems logical: Bring in people who “know the industry,” and reduce the learning curve. But the issue is… without fresh perspectives from different industries, you risk rotating the same ideas, attitudes, perspectives and stagnant programs, year after year. By overlooking HSE professionals from other industries such as processing, manufacturing, aviation, or even tech, you miss out on innovative approaches and solutions that could challenge the status quo. Aspects that are still not introduced in the oil and gas sectors, things that haven’t even been considered due to the rotation. Breakthroughs can come from sectors where safety and operational efficiency are driven by different standards, value and challenges. You cant create out of the box solutions if you are fishing within the same pool/box. What’s your take? Does the O&G need a shift, or is the tried-and-true approach really best?
Apart from the Military, I don't think any of the industries you mentioned, are as advanced as the O&G industry. Whilst new ideas are permitted in the sector, we are mostly guided by standards and codes so, adjustments don't really occur individually they start from SMEs debating new ideas and adjusting the standards and codes before changes are implemented under regulatory supervision. We've implemented some "out of standard" innovative ideas before but they have been under the confines of controlled environments and under our supervision as SMEs because the cost of errors are massive. NOTE: I'm not talking about the Oman market specifically but about the O&G industry in general.
Typically driven from ministry level, Omanisation was key. In 2015 we commenced a programme for developing graduates of various disciplines to become H&S professionals; some applied themselves and will be doing well for themselves, others, well Im guessing they fell by the roadside? I know that O&G is a high risk industry, and it is having the right person, with the qualifications and attitude that is key; we cant put people in roles because they offer a different persoective, and this is why the employers selection processes are questioned. They need to look at competency based questions when hiring and not standard aspects. Knowledge, training, skills and experience are critical to the sector, and having the same people making the same decisions and adopting the same strategies is not development but stagnation. Training organisations arent developing, same institutes offer same teaining with same trainers. There needs to be a range of learning, from other countries, industries, but Omanisation halted this. I returned to UK in 2016, having worked as Training Assessment Manager and HSE Course Developer for Knowledge Grid!
I agree with you. But there is a specific mechanism in the , Ministry of Manpower Oman which is that the company whose contract expires, turns its employees into the company that took the new contract, and thus the position is not dispensed with as happened in past years, and I think this is a good idea for all parties without harm to others.
Indeed this does present a challenge as there are heavy ICV targets for many key positions, whilst having an extremely difficult process to remove or terminate someone from their position for poor performance. The re-deployment of employees from one organization to another, following contract awards, chokes the competition in the market as an organization is not permitted to recruit and hire based on the new company standards so are stuck with likely underperforming staff who sit there comfortably knowing they are safe in their roles. It also poses a challenge for anyone wanting to enter the job market, especially young graduates, because of this revolving door approach. Yes, diversity of new ideas is definitely an essential component however a government prioritizing their own people is commendable. The UK government could certainly learn a few lessons on this approach.
Saif, your insights on the need for diverse perspectives in the O&G sector resonate deeply. Broadening our hiring pool could unlock innovative safety practices and drive progress. Re-evaluating established norms could indeed be a game-changer.
Agreed
Great share, Saif. Couldn't agree more! 👍
GM-HSE, DRA Energy
1moWhy oil&gas only? Even metro considers itself a niche segment. Otherwise the reason is availability of 'seasoned professionals in oil/gas industry. Hirers and managers follow the least resistance path. If people with exact experience with desired skills are available ,then why to go for 'risk' of taking unacquainted candidate. Familiarity is something which reduces the risk. For instance, for offshore work environment, the new candidate has to struggle to get familiar with the level of risks involved in emergency handling