Exploring HR Perspective on Recruitment and Talent Management in Oil and Gas Industry of British Companies

HUMAN RESOURCE PERSPECTIVE IN RECRUITMENT IN OIL AND GAS INDUSTRY OF BRITISH COMPANIES: A LITERATURE REVIEW
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Employees are the building blocks of an organization. Therefore, the recruitment of excellent talents is vital in the success of a company. This paper shall consolidate data associated with talent recruitment and management in United Kingdom’s oil and gas industry.
Sohrabi and Hazini (2007) explained that the oil and gas companies worldwide frequently engage in tedious recruitment and selection processes headed by the human resource (HR) manager. They stated that “Recruitment includes all the activities managers engage in to develop a pool of qualified candidates for open positions.” Conversely, selection refers to analyzing the applicants’ job qualifications and matches these to the companies’ needs. Here, the HR manager studies the demand and supply forecasts to estimate the qualifications and number of applicants needed. Second, managers do job analysis, wherein they assess the duties and responsibilities of each position. Since a limited number of people graduated with a degree related to the oil and gas industry, the HR manager must cope with minimal applicants who might not be that qualified for a particular position (Carberry and Cross; Sohrabi and Hazini, 2007).
Statistically, the British Petroleum (BP) companies are diverse cultures and backgrounds, particularly from US and UK racial minorities. Approximately 6% and 7% belonged to these minorities in 2006 and 2010, while people outside these countries comprised 20% and 19% in 2006 and 2011, respectively, of the total number of workers. Since there is an increased number of incidences involving the employees secondary to the lack of emphasis on occupational hazards and safety, there was a decline in the number of applicants. The tragedies recorded include the fire in a Texas refinery, spillage in an Alaskan pipeline, and the oil rig explosion in the Gulf of Mexico, which took the lives of 11 laborers (Amernic and Craig, 2017). Due to these, BP companies began an intensive assessment of operational risk and safety, monitoring, and management.
Upon eradicating the issue, recruitment strategies must be polished. The process must be divided into interview and assessment tests, and these should be further divided into the following steps: 1) Formulate a clear vision.; 2) Evaluate the current sustainability strategies for employee recruitment and retention; 3) Assess for the need for change in programs.; 4) Identification of change agents (Li et al., 2014; Grace, 2013).
The Department for Business, Innovation, and Skills (2013) stated that the UK needs to expand its networks in the oil and gas sector. Meaning, the country must also increase the number of its employees. Thus, several applicants from different backgrounds line up for ...