Dashti, Qasem (Kuwait Oil Company) | Moosa, M.H. (Schlumberger) | Erdman, M. (Shell Kuwait Exploration & Production) | Jensen, P. (Shell Kuwait Exploration & Production) | Olusegun, Kolawole (Kuwait Oil Company) | Al-Qadeeri, Bashar (Kuwait Oil Company) | Dhote, Prashant (Kuwait Oil Company)
Kuwait Oil Company (KOC) is going through many new challenging projects that aim to increase its hydrocarbons production capacity by 70%. The North Kuwait Jurassic Gas Fields project is one of the key projects with unique challenges from the subsurface complex and challenging characteristics of deep reservoirs, high pressure high temperature (HPHT), high in H2S and CO2 concentration-to the design, construction and operating of surface facilities. The Gas Field Development (GFD) group was established in 2007 to manage and accomplish KOC’s desired objectives from the NKJ Gas Fields project. The new group had to recruit manpower and build the required technical skills to address the unique challenges. End of 2010, KOC-GFD entered into an Enhanced Technical Service Agreement (ETSA) with Shell in order to benefit from the International Oil Company (IOC) expertise. One of ETSA objectives is to develop local KOC staff through Knowledge Transfer, whereas challenge was more than 60% of the total GFD population were juniors, i.e. less than 4 years of experience.
The need to fast track the development of the new recruited staff was identified by the management as a critical key element to overcome the project complex challenges. The development of a new approach for staff development using the best of both worlds’ i.e. building on KOC’s training programs and supplementing with Shell Jurassic ETSA Knowledge Transfer resulted in the creation of the Technical Competence Ladder, TCL, framework for all GFD staff in 2017. This technical paper will describe how the Jurassic ETSA Knowledge Transfer progressed over the course of the contract; connected with GFD business objectives; used key methodologies for successful application in the day-to-day activities; promoted a performance-based learning environment; used critical resources with clear accountabilities; was monitored and measured continually; Implemented with structured approached.
progressed over the course of the contract;
connected with GFD business objectives;
used key methodologies for successful application in the day-to-day activities;
promoted a performance-based learning environment;
used critical resources with clear accountabilities;
was monitored and measured continually;
Implemented with structured approached.
The results include the development of Structure and detailed competence skills development program for main subsurface disciplines like: Reservoir Engineering, Petrophysics, Geosciences, & Petroleum Engineering. Each main discipline includes number of specialization and focused sub-programs. The TCL program was implemented, and the Knowledge Transfer are proven. The progress of junior staff competences has been tracked and measured over the years; the creation of motivated and competent workforce has resulted in improved performance and increased team productivity. The overall results reduced ‘existing’ competency gaps within the company, enhanced communication between junior and senior staff, improved staff confidence and work performance. Key examples of success will illustrate the points covered in the technical paper.
The 3D geological model is an important tool, which is used for decision-making process at each step of reservoir lifecycle. In turn the quality of the model as well as field operating efficiency is directly dependent on the geologist's expertise level and requires continuous improvement of professional skills. In the digital technology era the software functions continuously enhance leading to increased number of trainings in order to implement new algorithms in the working process. The aim of the paper is to share the best practices of geological and petrophysical modelling on-job trainings applied in Scientific Technology Centre.
There are several web-resources used in the company in order to store operational regulations, corporate educational trainings, original workflows, created plug-ins etc. By dint of special module in the working software the above mentioned data sources were implemented into the integrated knowledge platform. Now new software functions can be explored on-the-job and without any charges for external trainings. The module affords the development of interactive training cases for new functions study. The results of case accomplishment can be saved and available for competency assesment. Another key aspect of the module is the automatization of model quality control provided by application of guided workflows. Additionally, the solutions for some cases can be found during the crossfunctional co-operation among geologists, petrophysicists and petroleum engineers in online question platform, which is the part of the professional groups.
The unique integrated approach for increasing the quality of geological models through training and education, which is developed and successfully implemented in Scientific Technology Centre, will be beneficial not only for other companies, which plan to create and apply the equivalent employee training system, but also for oil and gas industry in general.
Three young professionals shared advice for career and personal advancement as well as information about their involvement in and growth through SPE and other activities in a special panel session at the 2006 SPE Annual Technical Conference and Exhibition. Attendees at the "Young Professionals: Tips, Advice, and Networking" event also learned about the importance of mentoring and were given the opportunity to meet with other professionals and company management. Moderated by Josh Etkind, Reservoir Engineer–Surveillance for Shell E&P, the panel also included Gillian King, Product Line Champion, Sand Control Systems for Weatherford Intl. Discussing the help of mentors in his career, Daniels said he "jumped into the deep end" early in his career and he was glad there was a lifeguard on duty. "Young professionals have a responsibility to seek out people to learn as much as they can," he said.
What does volunteering with SPE mean to you? As an SPE volunteer, I am granted access to a prestigious group of industry leaders. I am able to both network and work with them and with my colleagues worldwide to create a place where knowledge-sharing and networking can thrive. SPE is truly a great organization, but it's only as great as the volunteers who fuel it. I'm happy to do my part.
The SPE San Joaquin Valley Section's young professionals (YPs) have continued to contribute to the learning of their peers through a series of events that give YPs the opportunity to benefit from experts. Recently, they got together to learn more about continuing education and online education offered by top schools in the region. The YPs held a safety and leadership event at which participants talked with Gaurdie Banister, chief executive officer of Aera Energy. Banister shared his career journey in the oil and gas industry along with his personal experiences that have influenced his career. Representatives of the Viterbi School of Engineering at the University of Southern California (USC) answered questions from YPs in an information session in Bakersfield, California.
Oil prices seem to be on the rebound, employment statistics look promising, and the petroleum industry is slowly starting to flourish again. However, there has been a fundamental shift in the workforce since the beginning of the most recent downturn. Do Industry Young Professionals Risk Missing Out on the Opportunity To Understand Geomechanics and Its Value? Early identification of geomechanics-related problems is required to optimally drill, complete, stimulate, and produce from reservoirs. Academic institutes, the oil industry, and contribution from professional societies play a key role in recognizing geomechanics as an important discipline.
For technical innovation and skill progression for individuals and institutions, continual learning and exposure to new ideas is vital. SPE Certification provides an endorsement of an engineer’s technical skills and capabilities by a global organization that extends to anywhere you may travel or work—a highly desirable benefit given the global nature of oil and gas operations. For those who are in a job transition, networking enhances job search leads because it involves meeting new people and becoming reacquainted with industry colleagues. The Pay-It-Forward Networking Program offers industry tours, training, and panels to enable networking. This article features some of the SPE mentors who are currently accepting mentees, and they share their reasons for participating in the program.
On behalf of the Society of Petroleum Engineers and the Conference Executive and Technical Programme Committees, we take great pleasure in announcing the sixth annual SPE Caspian Technical Conference which will be held on 16-18 October 2019, in Baku, Azerbaijan. This year’s conference theme “Digital Transformation: Enabling the Future” will focus on various ways the oil and gas industry is using digital technology and how they expect to be using it in the future. The tidal forces of volatile commodity prices means that companies need to go on a digital technology shopping spree to either find more oil and gas, or retrieve it at a lower cost. The digital transformation in upstream oil and gas is already under way, as companies seek to identify the technologies that will bring added value to their enterprises. The industry has shown “pockets of innovation” that are demonstrating digital value in real-world applications.
The SPE eMentoring program can help boost your confidence about your next step in the industry and help achieve your career goals. Small plastic cups filled with different colors of sand. These elements may sound like items on a scavenger hunt list, but with Energy4me they can upcycle and help students track down a career in engineering. The SPE Women in Energy committee works to create opportunities for women to enable them to step into leadership roles and pursue their career goals. In an interview with TWA editors, 2018 SPE President Darcy Spady shares tips on how to progress in career during periods of technology changes and ways young members can adapt to the cyclical nature of the industry.