HR management of Schlumberger

The main principle of HR-management of Schlumberger is work diversity. “One of our greatest strengths is the diversity of our workforce, with men and women of many nationalities and backgrounds working together and sharing common objectives. Schlumberger does not have a 'nationality' which describes its culture, but operates in a truly global fashion throughout the world. “. I’ve interviewed 5 ex-students from my university (Bauman Moscow State Technical University (Moscow, Russia)) using VK.com website. So my questions were first of all about the hiring process of the company, the second interesting issue was working atmosphere inside the company and interpersonal relationships. And also I’ve asked them about salaries and social insurance policy.

Also I’ve used information from indeed.com website (the US web platform for employers and employees), analysed some reviews about the company. The company is rated 4 of 5 stars and most of reviews of ex-workers were positive.

Hiring process.

Almost every Schlumberger’s employee starts his career in the same way. First of all, company always tries to find “fresh blood”, for that purpose they have special activities in the technical schools and universities. The main reason for that kind of activity is to give talented students a chance to represent themselves. The first task for every candidate is to make a self-presentation, everybody is free to make it in their way, but it should represent each person’s personality within 10 minutes. Usually it consists some family background, some personal achievements, GPA, list of student’s skills and knowledge etc. After the presentation company’s authorities contact students, they interested in to participate in stage 2. Stage 2 usually is 1 month’s internship in the company during the summer vacations. But in contrast from another companies, students are working not in office, but in the field. Usually it is oil well in extreme north of Russia such as Surgut, Salekhard or Nefteyugansk. Only one of my interviewees worked in mechanical plant near Kazan’ (Tatarstan, Central Russia). Some of them had salary for this activity, and some of the are not.

Enrolment.

After summer internship course, students need to attend some activities and trainings during the year. And after the graduation they can become an employee of Schlumberger. After joining the company, employee may go through a period of intensive off-the-job technical training. Alternatively, he may receive mainly on-the-job training interspersed with formal seminars. The type of training offered depends on his internship as well as the skills needed to be successful.

Almost every employee of the company should start at position of Field supervisor(FS), Field engineer(FE) or Field technician(FT). The difference is that FTs usually don’t have high education and need to work at this position at least 5 years. FE and FS are usually work at this position for 2-3 years. Every new specialist (FE, FS and FT) initially follow a fixed-step training program which lasts three years, which shows when and where should he work, which trainings should attend etc. The program blends technical, safety, personal development, business and managerial courses, and on-the-job validated training. So for example one of ex-employees worked 1 year in Surgut, 6 months in Abu-Dhabi and 1 month in Angola. It shows us, how rotation principle works- every future manager will attend several positions, and realises the differences between them. This kind of experience is an unique opportunity to observe company structure from inside.

Throughout career with Schlumberger it is expected to prepare an annual training and development plan with managers and agree on specific training actions for the next 12-month period. The training includes; classroom, self-training using the latest interactive on-line technology, on-the-job training, coaching and mentoring.

Date: 2015-12-24; view: 934