Globalization An HR Perspective EDI 2004

1
Globalization An HR Perspective EDI 2004

• Joe Mongrain
• Director, HR The Americas
• Schlumberger

2
Globalization - an HR Perspective

• Four Phases/Levels of Globalization

3
The Local

• Works in Home Country only
• One nationality except where need to supplement
  in case of shortage of skills
• Opportunity for Local Nationality only

4
The Colonists

• Dominant/Core nationality
• Expatriate population matches home nationality
• Recruits Locals for local jobs only
• Management in country matches home country
  nationality
• Opportunity for core nationalities only

5
The International

• Dominant/Core nationality
• Population more closely matches geographic
  business but most non-core nationalities in home
  country
• Recruits locally often to meet nationalization
  quotas
• Opportunity for locals but not equal to core
  nationality
• Recruiting strategies differ by country
• CB practices for Expatriate tied to home country

6
The Global

• No Dominant/Core nationality (inc. top
  management)
• Population matches geographic business
• Expatriate population matches geographic business
• Equal opportunity on assignments (from day one)
• Recruiting strategy matches geographical business
• Recruit locally for local and international
  assignments
• Uniform CB practices

7
Why be Global?

• A global company can be a local
  company
• ..anywhere in the world

8
Management Development Process
Schlumbergers three-tiered approach
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Management Development Process
Schlumbergers three-tiered approach
10
Hiring Diversity

• Recruit where we work especially for pipeline
  jobs
• Field Engineers recruited from 100 countries
• Long-standing practice makes this part of the
  corporate culture
• Recruit Locally Promote
  Globally

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Recruit Where We Work
49,859 People 143 Nationalities
100 Countries
12
Oilfield Recruits by Region
13
Oilfield Recruits by Nationality
Top 20 Countries
14
Ambassador Schools
Europe, CIS Africa

• France
• École Centrale de ParisÉcole des MinesÉcole
  Sup. de Physique Chimie Industrielle
• École PolytechniqueÉcole Supérieure
  d'Électricité
• École National Sup. de Télécommunications
• Italy Spain
• Università degli Studi di Roma
• Universidad Carlos III de Madrid
• Netherlands Norway
• TU of Delft
• Norwegian U. of Science Technology

Russia CIS Gubkin Russian University of Oil
Gas Moscow State University Tomsk Polytechnic
University Kazakh National Technical
University UK Cambridge, UKHeriot-Watt,
UKImperial College, UKUniversity of Manchester,
UK Nigeria University of Ibadan
15
Ambassador Schools
Middle East, Asia, North South America
Middle East Cairo University King Fahd U. for
Petroleum Minerals United Arab Emirates
University Asia Peking UniversityTsinghua
UniversityPetroleum University of China Indian
Institute of Technology Institut Teknologi
Bandung, IndonesiaUniversity of TokyoTeknologi
Malaysias

• North South America
• University of AlbertaColorado School of
  MinesGeorgia TechMITUniversity of
  OklahomaPurduePrincetonRiceStanfordTexasTexa
  s AMUniversidade Federal de Itajuba,
  BrazilMonterrey (ITESM), MexicoSimon Bolivar,
  VenezuelaUniversidad Javeriana, Colombia

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Management Development Process
Schlumbergers three-tiered approach
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Common Training

• Equal grounding in basics, regardless of
  nationality
• Standard training format for all Field Engineers

• Technical training tailored to product line

18
Worldwide Training Centers
Wireline
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Management Development Process
Schlumbergers three-tiered approach
Borderless Careers
20
Stretch Development

• Non-obvious moves early in the career
• Job assignments outside the comfort zone
• Change at least one of three key job dimensions
• Geographic location (expatriation)
• Functional area of expertise
• Business segment

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Key Job Dimensions
Job Function Finance HR RE Marketing Operations

Business Segment
Well Integrated
Schlumberger Well
Completions Project
Drilling Information Western Date
Consulting Wireline Services
Productivity Management Measurement
Solutions Geco Services
N / S America Europe / CIS
Africa Middle East
Far East
Geographic Area
22
Internationally Assigned Nationalities
8,603 employees work outside their home country
CENTRAL / S. AMERICA 14
AFRICA 17
N. AMERICA 17
MIDDLE EAST / ASIA 32
EUROPE 20
23
Succession Plan
High-level integration of this information drives
the corporate succession plan
24
Diversity in Succession Planning
27 nationalities represented at the highest
levels of the company
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Conclusions
The results of Schlumbergers three-tiered
approach
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OG Industry Employment
1980
2000
Up 40
Workforce
Down 50
Production
27
OG Population by Age
48 Years Old
28
Traditional EP Recruiting Reservoir
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US Engineering Graduates
30
US Engineering Graduates
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Globalization - US Perspective

• Barriers to progress
• Lack of H1B visas
• More difficult L1 visas
• Immigration hassles
• Work restrictions
• Result shortness or key skills/qualified
  candidates
• Reaction look elsewhere