Manpower in oil and gas industry

Providing the best manpower service in oil and gas industry from Vietnam.

Manpower in oil and gas industry

Providing the best manpower service in oil and gas industry from Vietnam.

Manpower in oil and gas industry

Providing the best manpower service in oil and gas industry from Vietnam.

Manpower in oil and gas industry

Providing the best manpower service in oil and gas industry from Vietnam.

Manpower in oil and gas industry

Providing the best manpower service in oil and gas industry from Vietnam.

Wednesday, April 27, 2016

10 Qualities Vietnam Oil & Gas Workers Have to Rock Projects


Oil and gas, undeniably, is one of most precious natural resources in any country that owned it. Vietnam is one of the luckiest to have resourceful oil and gas. But how this sector grows and develops as it is today is thanks in large part to its laborforce. Vietnam oil and gas workers have possessed these important characteristics to help make this industry the biggest foreign current earner and one of main procurers of imported technology in Vietnam, and the country ranked as top destination in South East Asia for green-field foreign direct investment.

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Insight into Vietnam Oil and Gas Sector – An Important Step to Manpower Recruitment

1. Technical skills

According to a recent World Bank survey on workers in 7 ASEAN countries, Vietnamese workers is close to the top of the list in technical skills and working attitude. Professional skills are incredibly important in oil and gas industry. Workers are required to handle the technical requirements of their role. To gain required technical skills and enter this field, Vietnam oil and gas employees need successfully complete programs for vocational, college, undergraduate or post-graduate students. They are professionally trained at higher level than workers in other sectors. In 2011, 57.9% of workers completed their programs in vocational schools or colleges; 39.1% in universities; and 3% had post-graduate education. The number of workers with higher education has been increasingly higher over the past years. 100% of leaders/ managers in oil and gas have undergraduate education or above; among them, over 20% have completed post-graduate degree.

With the technological progression, machinery is becoming more and more advanced. So besides professional education, what oil and gas workers in Vietnam need is job training and experience before they can move up to skilled positions. They often begin as helpers of experienced workers and learn skills on their job along the way.

Plus, the industry annually holds skill competitions, attracting the participation of workers from many companies – for example, PV Drilling, PV Gas, PV Pipe, Vietsovpetro, etc. This is a fantastic way to recognize and reward skilled workers, and encourages employees to continuously improve their professional competencies.

In Skills Competition (2015), workers from PV Gas grabbed 2 individual gold medals, 1 second prize, 1 third prize, and 6 consolation prizes. 

2. English skills

Vietnam is pouring much more effort in sharpening technical skills of workers in oil and gas particularly through improvement in education and training quality. This can make the workers more confident in their industry and job specified skills. While technical competencies are what Vietnamese can brag about, English skills used to be their Achilles' heel. When Vietnamese people worked in a team of their peers from different countries, they likely had good professional knowledge but found it difficult to express it due to language barriers. This made them less confident.  Still, they have some reasons to be more confident in their English skills now.

Along with increasing growth rate of the industry in Vietnam, especially when the Vietnamese government has allowed foreign partnership in oil and gas, English skills in many positions of this field are a must. The minimum requirements of English skills for jobs with regular interaction with foreign partners are high, from 800-900 points TOEIC. Engineers are asked to have at least 550 points TOEIC. Not all, the fresh graduates are qualified to work in factories under the supervision of experienced professional in this sector only when they have finished a 6-month English course, and 3 to 6 months of internship.

Also, Vietnam’s integration in the ASEAN Economic Community (AEC) will open the chances for skilled Vietnamese workers with good English to earn higher-paying jobs in ASEAN countries. To tight grasp the opportunities from AEC, workers in Vietnam have been improving their foreign language skills, ideally English. According to Q&Me Vietnam Market Research in 2015 on 20-and-above-years-old full-time and part-time Vietnam workers, 61% spend time learning English after their working hours. This, to some extent, proves English has viral popularity among workers in Vietnam.


3. Diligence and eagerness to learn

Vietnam workers have amazing ranking in the ASEAN countries regarding technical skills mostly because they are hard working. Following Einstein words “Genius is 1% talent and 99% percent hard work”, they have worked diligently to master their skills. Being diligent during their school days, Vietnamese people also conscientiously improve their skills when they have jobs.  Q&Me Vietnam Market Research in 2015 has revealed impressive numbers. 74% of workers go straight home after working. About half takes on some studies, especially English. 66% learn from friends/ co-workers. 29% go to school for study. 56% learn to perform better in their current job. 63% learn less than 6 hours per week. 70% studies after their working hours.

Like workers in other industries in Vietnam, workers in oil and gas industry are known for their diligence. They work with energy and commitment and are eager to learn. Performance in job and pay rise are often their motivations for hard work and continuous self-improvement.

Mr. Trinh Thuong Mai, a Vietnamese engineer, is a good example. After working as an office staff in Vietnam Petroleum Institute for 5 years, he decided to change his job. It’s because he dearly missed the smell of oil, each touch of machines, and wanted to learn more in the actual field and skill up. In the new job, he was happy to work as a level-4 worker in charge of repairing offshore drilling rigs though he had the engineer degree. He worked hard, even could work 24/24 hours as long as the exploration activities were safely maintained. When working as a blue-collar worker, he learned a lot from his peers and foreign experts. He loved how foreign professionals appreciated time, how they handle the job professionally, how they enthusiastically explained him about what he said he didn’t fully understand. And when working with blue collar workers, he loved how sociable and friendly they are, and he understood more about their thoughts and expectations.

Another nice example is workers at Phu My Urea Plant - Petrovietnam Fertilizer & Chemicals Corporation. The modern working environment requires each and every worker in this plant to work hard, be willing to learn. 16h30 is when they come back from work, but it is normal for them to work overtime up to 19h. Because the machines operate constantly, the workers also have not stopped working.

Workers at Phu My Urea Plant were working overtime.

4. Initiative

Vietnamese people are often known as being hard working and smart. That helps out a lot when it comes to continuous innovation and improvement. Back in the old times, initiatives helped Vietnamese defeated invaders.  And nowadays, many Vietnamese employees think outside of the box, helping not only the companies, the country but also the world grow with their amazing inventions. Specially, in the oil and gas industry, employees have initiated many creative ideas, which helps improve HSE, boost productivity, and benefits the companies billions of dong.

For example, there were hundreds of initiatives from workers in PV Gas (Vietnam) during 2011-2013, benefiting this corporation up to 600 billion VND. Some outstanding innovative ideas are “Operating Dinh Co Gas Processing Plant with lower gas flows than designed”;”Synchronize ROV survey results with pig launching results to define defects points' coordinates, based on the pig launching result from PM3 - Ca Mau Pipeline”; “Installing misting system for cooling boxes in the compressor K-1011A/B/C/D at Dinh Co Gas Processing Plant”; etc. In 2014, over 80 initiatives have been applied, bringing the cost-based benefit of 56 billion VND.

Mr. Tran Tang Khuong – creative workers
Another typical example is Mr. Tran Tang Khuong, Repair Engineering Team Leader at Phu My Urea Plant. He is really something when initiating many amazing ideas that economically benefit the plant. Some of them are “Design of fan fixtures for electric motors in the pump system 30-P-3001”; “Using high-pressure pumps and nozzles for congestion control in the reactor catalyst H2001”; “New machining weep hole for the lining layer in the device 20-V-2001”; “Manufacturing liquid discharge pipes for air filters in gas turbine 10-GT-9001”, to name a few.

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5. Physical endurance

PV Drilling-11 in Sahara desert
Physical endurance is another typical trait of Vietnam oil and gas workers. Vietnam has tropical monsoon climate. It can be really hot here in summer and freezing cold in winter. That’s why Vietnamese people are familiar with severe weather. They can work outside for long, long hours under summer sun, and smile brightly in cold winter nights. Working in such demanding, physically hard industry as oil and gas, they have become much braver. One of amazing feats of oil and gas workers in this S-shaped country is when they were involved in exploring and exploiting oil and gas in Sahara desert. This is the first foreign invest project that Petrovietnam has won an international tender, and becoming the operator. Workers in this Bir Seba project will never ever forget how it was hot like baking in the desert, blinding sandstorms, trips that they were ambushed by rebels, disaster-caused accidents, days of fasting hungry and thirsts, and when they shared sips of water to drink in Sahara. They ever wondered why they could overcome those obsessing days and ace the project, and then were proudly to find the answer. It was nothing but bravery of oil and gas people.

There didn’t need the sun to shine. Their smiles shined – that’s more than enough!
In the darkness, their smiles shined.

They worked with all their heart.

6. Adapting to high tech

In oil and gas industry, technology is the key. That’s why employees in this sector have been sent to foreign countries to be updated with the world’s most current technologies. When this industry in Vietnam was still young, workers was sent to study in former USSR and Eastern European countries. There they learned how to explore, exploit, process, transport, store, and use oil and gas. Along with Vietnam’s international integration, the industry has sent workers to more countries like Algeria, French, U.K, U.S.A, etc. to be most current with high techs, and learn how to operate a modern oil and gas industry. Stepping into the big world from very early as compared to other industries in Vietnam, oil and gas workers have learned and mastered the cutting-edge technologies in the industry.

A typical example is Vietsovpetro (Vietnam-Soviet Joint Venture Corp). When it was newly established in Vung Tau (Vietnam), thousands of Soviet experts were sent to Vietnam and managed Vietsovpetro. Still, after 5-10 years, Vietnamese people could replace just about all positions that the Soviet experts were in charge of, even the highest and most important leadership positions – for example, General Director, Chief Engineers, etc.

Another vivid example is Nam Con Son Pipelines Company (NCSP – Ho Chi Minh, Vietnam).  When negotiating and agreeing on business cooperation contract with foreign partners, the Vietnam representative said that within 5 years, Vietnamese would likely replace all positions that foreigners were responsible. The foreign partners, meanwhile, considered it’s impossible. That’s why they recommended after 5 years, the foreign side remained taking up 3 key positions – Deputy Technical Director, Deputy General Manager in charge of Commerce, Deputy General Manager in charge of Finance. But, in fact, after 5 years of operation, training and transfer, the localization rate was 100%. The same held for other projects – Dung Quat refinery, Phu My Urea Plant, etc. Vietnamese soon replaced foreign experts, mastering technology, safely operating machines, reducing costs, improving economic efficiency, and importantly, mastering modern technologies and advanced management. 

Vietnam and Algeria employees work well together.
Aside from these qualities, Vietnam oil and gas workers have good sense of discipline, teamwork, time management and organization skills. Because oil and gas is one of sectors with earliest international integration in Vietnam, workers in this sector have acquired these important skills. They have been familiar with industrial working styles. And it’s teamwork that has helped them complete projects as well as possible, and helped this industry grow and develop strongly as it is today. Not all, workers in the industry have ability to multitask and complete task timely. Professionals often work on multiple projects at a time, so they must have good time management skills to meet deadlines. And to ensure their work is up to par and in compliance with industry standards, they need to be detail-oriented, particularly being organized. 

Thursday, April 14, 2016

Insight into Vietnam Oil and Gas Sector – An Important Step to Manpower Recruitment

Oil and gas plays an important role in the global economics generally and Vietnam’s particularly. Aside from its economic benefits, it is the vital energy in daily life, engages a large number of qualified workers into the industry. Let’s take a closer look at the Vietnam oil and gas industry, its SWOT. Indeed, better understanding of this industry in Vietnam will better your chance of successfully setting up businesses, investing in Vietnam, hiring Vietnamese workers in oil and gas.

1.    Structure of Vietnam oil and gas sector

The oil and gas sector in Vietnam has been dominated by Vietnam Oil and Gas Group (PetroVietnam - PVN) and controlled by the Ministry of Industry and Trade. In Vietnam, this sector is one of top priorities for the development, as it is viewed as the key to national economic growth and energy security. It is the country’s biggest foreign current earner and one of main procurers of imported technology. Crude oil has earned over $17 billion for Vietnam since its first export shipment in 1987. This industry contributes $1 billion to the State budget every year.

PVN and Vietnam National Petroleum Group (Petrolimex) are the two biggest players in oil and gas. While Petrolimex is now involved only in transportation and distribution, PVN also produces refined products and gas processing. Established in 1975, PVN is the only domestic petroleum company and represents the Vietnam government in operating and managing Vietnam oil and gas industry. This group’s revenue mainly comes from oil and gas production, urea production, power production, production of petroleum, petrochemical products, petroleum trading activities. Meanwhile, Petrolimex was established from equalization and restructuring of Vietnam National Petroleum Corporation.  Petrolimex’s main business scope is importing, exporting and dealing in petroleum, refining and petroleum products, investing in other fields that Petrolimex is operating and other sectors allowed by the law.

2.    Oil and gas production

It isn’t exaggerating to claim that Vietnam is biased with abundant natural resources. This country has amazing potential in oil and gas reserves, mostly located in the South of Vietnam.

Vietnam’s crude oil reserves are the second largest in East Asia, just behind China, with 600 million barrels. Largest oil producing fields here are Bach Ho (White Tiger), Rang Dong (Dawn), Dai Hung (Big Bear), Hang Ngoc, Su Tu Den (Ruby). Averagely, 500,000 barrels of crude oil are produced per day. In the short term, new projects will keep increasing output; and in the long run, a lack of major new projects will make production decline, raising requirement for net crude import to 100 700b/d by 2022.

As an oil exporter, Vietnam has been supplying around 0.6% of the global demand. The United States is the biggest importers of crude oil from Vietnam, holding 27.9% of Vietnam’s export volume. Singapore takes 27% of the country’s export volume, followed by Japan 22%, China 18%, Netherlands 2.8%, and Malaysia 2%.

Vietnam- Natural Gas Production, Import Capacity and Consumption (Cr: BMI Research)
Aside from crude oil, Vietnam is rich in natural gas, too. It has proven gas reserves of almost 7 trillion cubic feet in serveral fields – eg., Cuu Long basin offshore from Mekong Delta in Southern Vietnam, Tien Hai (Thai Binh), Lan Tay/ Lan Do in Nam Con Son basin off South Vietnam, etc. Vietnam’s natural gas production and consumption have been increasing rapidly since the late 1990s, and mainly for domestic demand. According to BMI Research (UK), its consumption in Vietnam will grow strongly by almost 60% over the next decade because of wider application of CNG-fuelled vehicles in the transportation sector and increasing gas-fired electricity generation in the power sector. This will lead to the country’s gas demand increasing at averagely 4.9% per year over the next decade, from 8.8 bcm in 2014 to 14.1 bcm in 2024. LNG imports are anticipated to entail.

3.    Refinery and petrochemical industry – Growing sector in Vietnam and Great interest to foreign investors

The refinery Dung Quat in the central province of Quang Ngai
Under Vietnam’s WTO commitments, in the upstream segment, foreign companies are allowed to explore oil and gas independently. Though there requires the presence of PVN – one of biggest players in Vietnam oil and gas - in all producing projects, international oil companies are allowed to hold majority stakes and gain a share of output. Meanwhile, in the downstream segment, the Vietnamese government has allowed the involvement of private sector and foreign companies. That means capital, expertise and advanced technology are being brought in to help enhance refining capacity in Vietnam. With the government’s openness to foreign partnership, more and more companies have interests in Vietnam’s refinery and petrochemical sector, especially partners from Japan, Kuwait, Thailand, UK, Russia, the U.S, India, South Korea.

Dung Quat (Quang Ngai province) - the first refinery in Vietnam - came into operation in 2009. The foreign oil companies, including Essar Group (India), Royal Dutch Shell (Netherlands) and SK Energy (South Korea) were negotiated to upgrade and sell part of this refinery. The refinery’s maximum capacity is 6.5 million tons of crude oil/ year, equally to 148,000 barrels/ day.

Another project is Nghi Son refinery (Thanh Hoa province). This is a joint venture between Vietnam’s oil and gas major PVN (contributing 25.1% of the capital) and international companies, including, Kuwait Petroleum International and Idemitsu Kosan (Japan) (each holding 35.1%), while another Japanese company, Mitsui Chemicals, has the remaining 4.7% of stake. Nghi Son is the second and largest oil refinery project in Vietnam. It’s expected to operate in 2017 and reach the maximum capacity of 10 million tons in 2018.

Vietnam is planning to construct some refineries – they are: Long Son refinery (Vung Tau province), Van Phong refinery (Khanh Hoa province), Vung Ro refinery (Phu Yen province).

4.    Oil and gas manpower

Vietnam has been one of the top attractions to foreign investors in oil and gas not only because of the changes to government policies – i.e. allowing foreign ownership of larger companies, significant investment in infrastructure, but also because of this country’s well-educated workforce.

Indeed, this sector growing fast in Vietnam has been attracting lots of workers and induces more investment in HR development. There were about 2,000 employees in the industry in 1975 when PVN was founded; 21,000 in 2005; 35,000 in 2009; 44,000 in 2010; 60,000 in 2011. During 2012-2015, the oil and gas industry maintained hiring a secure number of workers in oil and gas sector. Workforce in this sector is well trained at higher level than workers in other sectors. 90% of workers are involved in long-term training. The rate of employees with higher education or above level is high, too, and increasingly higher. Plus, Vietnam manpower has more opportunities to access advanced technologies followed by the country’s expanding exploitation, oil production and refining. Despite higher accessibility to technologies, that still doesn’t fully the demand. That’s why with eagerness to learn, more and more workers in Vietnam have chosen to work in foreign countries like Dubai to be upgraded with cutting-edge technologies aside from, of course, earning more money.


Under SWOT, Vietnam oil and gas sector has these strengths, weaknesses, opportunities and threats:

+ Vietnam’s consumer markets are generally secure – eg. domestic consumption, U.S, Singapore, Japan, China, Netherlands, Malaysia.
+ This sector is favored in Vietnam because it is the key to the national security and economic development.
+ The oil and gas sector in Vietnam has been more accessible to advance technologies as a result of the country’s expanding offshore exploration and production.
+ There are quite abundant well-educated workers.
+ There are available attractive occupation opportunities.
- PVN is controlled by the State, so flexibility in business operations is low, and dependence on the State’s support is high.
- Despite higher accessibility to cutting-edge technologies, that’s not enough to fully meet the demand.

  • The sector will be entitled to many privileges because it has been under the auspices of the State. For example, enjoying big investment in oil and gas projects, HR development.
  • Vietnam has not found proper alternative energies. The energies from sun, wind, waves, etc. ask for high investment while having low efficiency. Nuclear energy is very effective though, it encounters quite fierce opposition due to the toxic effects of radioactive waste.
  • This sector in Vietnam has been attracting more and more foreign investors as a result of changes of government policies and well-educated workforce.
  • Crude oil reserves have been declining due to higher operating speed than the speed of exploration.


Thursday, March 31, 2016

Top 5 Greatest Destinations in South East Asia for Oil & Gas Investment


Energy demand in South East Asia will grow by over 80% between now and 2035, according to research by Industrial Info Resources (Australia). That’s why this region is one of most active areas for foreign investment. Below list the greatest industrial potentials in South East Asia that presents lots of opportunities for oil and gas businesses. 

1. Indonesia


Indonesia is the region’s largest economy. With over 200 million people, it is also the fourth most populous country in the world. Investors from Oman have desired to invest over $7 billion in Indonesia’s oil and gas projects, proving this country’s economic opportunities. This would add to 119 capital projects that were already planned for oil and gas sector, with total investment value of up to $57.5 billion. Indonesia has plentiful natural resources, and expectedly, the country will attract considerable investment into the economy over the next decade, regardless of the substantial risks concerned. 

2. Malaysia


Malaysia has been one of promising oil and gas frontiers in South East Asia. With significant oil and gas production, strategic location and vital sea lanes, its government commit to opening new investment opportunities in oil and gas activities. Specifically, the country has been focusing on developing and exploring deep water areas in Sarawak and Sabah. Over $18.47 billion has been poured into 120 new capital projects in oil and gas industry already.  

3. Vietnam


Vietnam was recently ranked as top destination for green-field foreign direct investment. That might be because of this country’s low labor costs, a well-educated workforce, as well as changes to government policies – for example, allowing foreign ownership of larger companies, significant investment in infrastructure. Vietnam is recognized as one of strongest performers in South East Asia, with a good outlook for capital spending. Metals and minerals are predicted to dominate the capital spend with $42.73 billion being pumped into 249 planned projects. 52 out of these projects are already in engineering or construction stage. Still, oil and gas is also one of strong industrial performers with $9.77 billion planned to be invested across 52 projects. 

4. Thailand

New chemical treatment and cooling technology that was installed on Carigali-PTTEPI Operating Company’s development platform in the Gulf of Thailand saved the company about $52 million per year.
Thailand’s oil and gas industry is well estalished, and known as one of most advanced industries as compared with other countries in the region. Thailand has over 38 operational production plants and 77 operational terminals, which highlighting how strong its oil and gas industry is. The sector keeps attracting major investment despite the unsettled political situation in this country. 

5. The Philippines


The Philippines will possibly remain a small oil and gas producer in the near future, particularly when exploration and development activities offshore have been postponed by the government due to ongoing territorial disputes with China. Still, up to $11.61 billion has been planned to be spent in projects in this sector. 

Friday, March 25, 2016

How Can Oil Industry Get More Love amid Concerns over Its Environmental Impacts?

Though all of its undeniable contribution, oil industry gets regular and growing dislikes mostly due to its environment impacts. Amid that, the pressure on these companies to reduce its impacts on environment and ensure sustainability is immense and growing. 

Energy, rather the oil and gas sector, has long played a key role in the global economy. It fueled the industrial economy in the past, keeps the world moving in the present and remains very important in the future. 

Despite all of its contribution, this industry gets regular and growing criticism. As per Populus survey in 2013, tobacco companies are the only to be disliked more than energy companies. According to research by NGO tracker Sigwatch, energy firms dominate the list of most criticized companies in the world. And Shell and BP are the world’s most hated brands. 

Aside from produce pricing, environmental issues is the main cause of hatred. The pressure on oil and gas companies to reduce their impact on environment is immense and growing when governments and their people become more and more eco-conscious. 

Recent cases

2015 devastating leak in Aliso Canyon


Last year’s main event involving SoCal Gas (Southern California Gas Company) has recently dominated news in the U.S industry. Back in October 2015, a massive leak in Aliso Canyon natural gas storage facility was discovered in California. It continued for about 4 months until engineers attempted to plug the opening permanently.

Still, that time, over 104,000 tons of methane and ethane was estimated to let go of the air, making it the worst natural gas leak in the U.S history relating to environmental impact. 

The negative impacts were visible as well. Thousands of local residents were affected, with reports of headaches, nausea, nosebleeds. Households, schools have been relocated. 

2010 BP oil spill

Before that, the 2010 BP oil spill had a devastating impact on marine life in the Gulf of Mexico. Also, it was estimated to have costed this British firm $42 billion or so. 

Companies across the industry need to take action. Fortunately, there are opportunities for them to be more environmentally friendly.

1. More reliance on technology

Like most industries, technology has had a significant influence on the way that oil and gas companies work. Indeed, it can be regarded as the key to improving sustainability in the field – for many reasons. 

The main area that it is helping is oil discovery. The seismic wave techniques that use energy movement to identify drilling opportunities have been helpful for the industry for decades. They help companies to identify the fruitful drilling opportunities without physical investigation. Recent technological advancements help make these tactics even more effective. The developments in 3D imaging technology are good example. This sophisticated equipment is allowing geologists to access high-definition images of huge spaces beneath the earth. By capturing many 3D surveys at different times, it is now feasible to generate video-like images of reservoir movements, giving even more insight. 

2. Silicone effect

The extraction and processing of oil and gas involve various machinery and equipment, which can put a significant impact on efficiency and sustainability. To enhance their sustainability, companies across the sector can embrace such materials as silicone rubber. With its strength and temperature resistance, silicone is ideal to be used in oil and gas pipeline construction, especially in places with challenging climates like Russia, or in the Middle East where it can be extremely hot. 

3. Plants for recycling used oil

Constructing used oil processing plant helps a lot with developing an environmentally friendly industry. Ukrainian is a good example for this kind of project. 

4. Eco-friendly sanitation solutions

Eco-friendly sanitation is a good solution to replace hazardous solvents with petroleum distillates and other hazardous materials used to clean the sector’s equipment. This solution is developed by E-Chem company. 

5. Wooden mats


Cenovus company in Northern Alberta has reduced its impact of the landscape by utilizing reusable wooden mates that create temporary access road. These mats give stable work conditions for equipment and the crew while helping protect the ecosystem underneath.

6. The industry must keep learning

The key to better sustainability and environmental friendliness in oil and gas industry is research. Companies must try to discover and develop better processes and tools needed for maximum safety and efficiency. The frequency of leaks and spills sure will decrease over time, but the drive for improvement needs to keep on in this sector if it wants to shake off its negative reputation. 

VMST is a reputable supplier of oil and gas manpower from Vietnam. For any demand, please contact:, (+84) 949 594 116,

Thursday, March 17, 2016

Oil and Gas Recruitment: Top 6 Challenges Facing HR Managers


For many organizations, people is the best asset. That’s why the role of HR department is very vital. The oil and gas industry is a volatile one and encounters lots of HR problems. Some of main challenges in oil and gas recruitment are mentioned below. 

HR is the core of any organization nowadays. Earlier, it used to have less importance in the value chain, but with the operation expansion and coming of new generation of employees, it has become an essential part for the successful business in any organization. Now with the growing importance of HR department in oil and gas companies, it has become a difficult task for HR to manage issues in this constantly changing environment. 

There are lots of challenges that oil HR managers face when implementing their ideas and making decisions. Some of these main challenges are mentioned as below:

1. Constant changes in business strategies


One of biggest challenges for HR is the changes in business strategies and functioning of an organization. Oil and gas industry is a constantly changing one, and it’s very difficult for HR managers to sketch up their own strategies and modify with the changes.  

2. Lack of skilled workforce


It isn’t easy to recruit qualified oil and gas professionals, and when there lacks skilled workforce in the industry, it becomes harder. This has become a challenge for oil & gas HR manager to hire the good fits. As reported by Global Energy Talent that provides skills and expertise for oil and gas industry, there will be a 38% shortage of influx of talented engineers. 

3. Most of current workforce approaching retirement age


This is one of biggest problems that HR is facing. Most of current workforce that is highly skilled is approaching their retirement age. So HR managers will be under pressure to find people who can fill in these ageing professionals’ shoes. In the next 5 years, there would be a significantly reduced number of experienced professionals in this sector due to these retirements and making it a difficult thing for HR managers.

4. Attraction of new or current talent to new destinations

Along with globalization in oil and gas industry, companies expand to new countries and regions. Sometimes it’s hard to attract the current talent to the new destination. This is a big challenge faced by HR managers because they can’t force and lost good employees in the process. Also, the perception about oil and gas sector as a dirty, tough one and attractions from other industries have led to the lack of interest among younger generations to take up jobs in the oil and gas industry.

5. Challenges due to new location

Expansion to new location proves another challenge for HR to develop new talent and manage the local capacity. It takes time to develop the required quality workforce and train them up to the standards of their operation. 

6. Finding and managing migrant workers


Mass migration has become a significant economic phenomenon related to the expansion of globalization and trade between countries. For centuries, it has shaped or reshaped the social and economic landscape in many continents, regions and countries of the world. Many industries have counted on the migrant workers to fill skills gap and adjust to their aging or declining populations. In the oil and gas industry, there have been a growing number of migrant workers employed. The difficulty is how to recruit a large number of foreign employees that satisfy job requirements and how to manage them well for ensured work performance and productivity. The cultural differences often make it hard for migrant workers to be well integrated into the working environment in the host country. To this point, the role of recruitment agencies is really important. And HR managers should consider pros and cons when it comes to choosing to partner with a manpower placement agency. 

Thursday, March 10, 2016

What Makes a Good Drilling Supervisor?


Drilling supervisor/ foreman is responsible for the drilling or work-over operation on the rig. They coordinate and prioritize the activities on the drill site. Ideally, a good drilling supervisor would have:

1. Education and experience


Formal education isn’t too important – experience is. Drilling supervisors commonly work their way through various drilling crew jobs, starting as “roughnecks” and progressing to drilling operator.

A qualified job applicant for this post often must have a bachelor’s degree in mechanical, electrical or petroleum engineering besides a minimum of 4-year experience in the industry. Some companies just requires a high school diploma if the candidate has 13 or more years of relevant experience. Prefer a background in both offshore and onshore drilling.

2. Knowledge


Mechanical: Know machines and tools, including their designs, uses, repair as well as maintenance
Mathematics: Know arithmetic, geometry, algebra, calculus, statistics, along with their applications
Administration and management: Know business and management principles related to strategic planning, HR modeling, resource allocation, leadership, production methods, coordination of HR and resources
Training: Teach and instruct individual and groups, measure training effects
HRs: Know principles and procedures for HR recruitment, selection, training, compensation and benefits, labor relation
Public safety and security: Know related equipment, policies, procedures and strategies for encouraging effective security operations, thereby protecting people, data, property and institutions
Chemistry: Know chemical composition, structure, substance properties, chemical processes and transformation they undergo. This includes using chemicals and their interaction, danger signs, production and disposal methods
Production and processing: Know raw materials, production processes, quality control, costs, etc. for optimizing effective manufacturing and distribution of goods.
Transportation: Know principles and methods of transporting people or goods by rail, sea, road or air, including related costs and benefits
Engineering and technology: Know the practical application of engineering science and technology. This includes applying principles, techniques, procedures and equipment to designing and producing various goods and services
English language: Have adequate knowledge of English speaking, listening and writing

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How to ensure safety in oil and gas industry

3. Skills


Critical thinking: Good drilling supervisors would use logic and reasoning to define strengths and weaknesses of alternative solutions or approaches to problems
Operation monitoring: Watch gauges, dials or other indicators to ensure a machine is properly working
Operation and control: Control operations of systems or equipment
Monitoring: Monitor/ assess performance of their own, other persons or organizations for improvements or corrective actions.
Active listening: Pay attention to what other people are saying, understand the points, ask questions as appropriate, and not interrupt at improper times
Instructing: Teach other people how to do something
Coordination: Adjust actions with reference to other people’s actions
Speaking: Talk to others effectively for well conveying information
Reading comprehension: Understand documents related to work
Complex problem solving: Identify complex problems and get related information to develop and evaluate options and take actions
Judgment and decision making: Consider related costs and benefits of potential actions to select the most appropriate one
Learning strategies: Choose and use appropriate training/ instructional methods and procedures when it comes to learning or teaching new things
Equipment maintenance: Make routine maintenance on equipment and decide when and what kind of maintenance is needed.
Troubleshooting: Define causes of operating errors and decide what to do about it
Repair: Repair machines or systems by using the necessary tools
Quality control analysis: Test and inspect processes, products or services to assess quality or performance
Writing: Communicate effectively in writing
Social perceptiveness: Be aware of other people’s reactions and reason why they react so
Active learning: Understand implications for solving current and future problems
Persuasion: Persuade other persons to change their minds or behavior
Negotiation: Bring others together and try to settle differences
Time management: Manage their own time and the time of others.
Personnel resources management: motivate, develop and direct employees, identify the best persons in charge
Equipment selection: Decide necessary kind of tools and equipment to do a job

4. Work styles

Dependability: Be reliable, responsible, dependable, and fulfill obligations
Stress endurance: accept criticism, deal calmly and effectively with high stress situations
Integrity: Be honest and ethical
Analytical thinking: Analyze information and use logic to tackle work-related issues and problems
Self-control: Maintain composure, control emotions, avoid aggressive behavior, even in very hard situations
Adaptability: Be open to change and to considerable variety in workplace
Persistence: persistence when confronted with obstacles
Achievement/ effort: Challenge achievement goals and try to master tasks
Concern for others: Be sensitive to others’ needs and feelings, and be understanding, helpful on the job


Innovation: Be creative and have alternative thinking to generate new ideas and answers to the work-related problems
Social orientation: Be connected with others on the job

Thursday, March 3, 2016

Successful Oil and Gas Recruitment with These 10 Tips

Useful oil and gas recruitment tips that you can avail to hire, retain and develop qualified workers.

1. How to recruit and retain qualified employees?

Broaden exposure of high school students to the industry:


Take steps to attract young people to the industry at earlier age and to change their perception of the industry as polluting or dirty. Programs from kindergarten to high school must develop necessary aptitudes in STEM (Science, Technology, Engineering and Math) and better students’ understanding of career opportunities. Career days, field trips, summer programs can give hand-on experiences and open up the oil and gas world to talented young people when they are beginning to plan their college and career pathway. 

Increase outreach to women:


No industry these days can create enough workforce supply while neglecting outreach to women. Demolishing women’s preconceived notions about the oil and gas industry is considered a key strategy for attracting more qualified women employees. Many women may not know that the industry give a wide range of career opportunities that don’t ask for extended periods of working offshore, and many positions give chance to travel around the world. 

Hone employees’ skills through mentoring


On-the-job mentoring helps oil and gas workers to get additional industry-specific technical skills and soft skills like communication, business acumen, supervision and leadership. For example, during their first five years with a company, new recruits may have up to 3 different work assignments that give them ample chance to acquire diverse skills, learn about the company culture and processes, and discover types of work they prefer. Besides helping workers to develop new skills and leadership, periodical mentoring or career coaching helps improve employee retention.

Offer incentives to boost retention


One important aspect of retention is career development plan. That’s a mechanism for workers to map their career paths within their organization. Supervisors can help workers identify positions that they are qualified or could be qualified with more training and experience. Also, managers and workers can identify 3-to-5-year milestone achievements needed to obtain a desired position. 

Other retention incentives can be company stock option, tuition assistance, cash bonuses, attractive benefit packages, work-life balance policies, employee recognition programs.

2. How to recruit local workers?

Many oil and gas companies expand their business in many locations in the world. Hiring local workers may be hard because the skill set of local workforce doesn’t match the immediate needs of the companies. Here are some solutions to address the needs:

Find transferable skills from other sectors:


Workers with experience in construction, automotive, defense, aeronautics and other large and complex engineering industries often can adapt to and meet the high standards of work performance in oil and gas industry. Workers from related industries are likely to possess many transferable skills. Military veterans often have types of skills that the industry finds – for example, teamwork, leadership, ability to handle high-pressure situations, strong work ethic. Experienced project managers from other industries may be cross-trained about technical skills needed in oil and gas industry. 

Develop relationship with local higher education providers:


Companies can identify the competencies they need in workers, and then develop partnership with local colleges, vocational schools to train potential new hires.

3. How to recruit foreign workers?


Oil and gas industry need a continuous pipeline of foreign workers with required skills, experience and work ethic to take on upstream and downstream operations jobs. Successful recruitment of these workers is largely reliant on your good choice of manpower placement agencies. A good placement agency provides friendly, helpful client services. They are professional in the way they provide workers, the way they treat clients, the way they brand their image. They gain good reputation for providing clients with possibly best services in a timely fashion, placing the client needs first by listening to what they need, including a guarantee with their manpower service, and responding immediately to client questions and comments. Check their websites, previous clients, recruitment process, training center systems, and the like. For any placement agency in Vietnam, you can consider partnering with Vietnam Manpower Service and Trading Company (VMST). It is one of Vietnam's most trusted O&G recruitment agencies.

4. How about skill assurance?

Though degrees and certifications show basic knowledge and aptitude, the industry requires assurance that their new recruits can meet job and safety requirements. They need to be able to apply their knowledge to solve problems under pressure. To meet the challenge of skill assurance, employers are recommended to give supervised opportunities to prospective workers and new hires so that they can gain hands-on experience. 

Expand internship programs:


Incoming workers, especially new college graduates need exposing to the rigors as well as rewards of oil and gas industry before they start their careers. Internship is a good way for employers to check whether the employees are good fit to the company and for the employees to uncover their unexpected interest within the industry, learn about the company culture. Internship also allows companies to identify future workers who show particularly creative and original ways to solve problems and show their personal responsibility, self-motivation and eagerness to learn. 

Provide virtual and simulation training:


Virtual and simulation training can develop competences among potential or new workers before they start their work assignments. Simulation training gains the best results when it replicates the real job situations as closely as possible. For current workers who may have already learned a task, simulations can offer updated information or means to refresh a skill.

Give shadowing programs to ease transitions:


Shadowing programs are used when employees need time to transition from one assignment to another – for instance, when they come from a different technical background or experience. A seasoned worker or manager can shadow the newer workers for up to 18 months, which allows the newer worker to develop technical credibility before taking on the job alone.