Managing Change Processes and Their impact : The Innovative Strategy of a Major Oil and Gas Company to Recruit and Develop Geoscientists and Petroleum Engineers

CHALIK, Ir. H. MU’ADZ (2006) Managing Change Processes and Their impact : The Innovative Strategy of a Major Oil and Gas Company to Recruit and Develop Geoscientists and Petroleum Engineers. S2 thesis, Universitas Mercu Buana Jakarta-Menteng.

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Abstract

Globalization has created a business environment where an organization’s competition can be right next door or on the other side of the world. There are forces, in the oil and gas business world today, that require organizations to make changes to their strategies and processes in order to remain competitive and profitable. The forces for change such as competition and the nature of the workforce impacts every area of an organization while employers expect their employees to have a variety of skills and a certain level of education. Change and innovation are key business processes that enable oil and gas company to compete effectively in the global environment. Changing the organization starts with defining the strategy and setting targets to design and implementation. Innovation and an innovative strategy are very important part of the managing change process. One way to stimulate innovation is by empowering employees to develop ideas and new concepts that will help the organization transition through changes. Due to changes In Multikopil as a result of merger from two big oil and gas companies, it is important that the company’s vision and mission clearly indicates the role of employee in the formulation and implementation of the firm’s strategy. This includes addressing issues of employee empowerment, a focus on employee development and growth, and the sharing of information and ideas. Geoscientists and Petroleum Engineers are important employees in the upstream sector in this company. Multikopil oil and gas Company has found these employees with global and international work experience to be a valuable asset. This is mainly because working abroad gives a person an opportunity to learn new things, and it is this learning which makes the person valuable. The Company, which has about 40 business units worldwide, realizes the value of global and international experiences and therefore are eager to hire people with international experience. During their managing change processes, the company has created the innovative strategy called GRAD projects as a strategic shift in how to recruit and develop their employees globally to meet their business needs. A survey of Geoscientists and Petroleum Engineers staff perceptions on the subject of change and innovative strategy within Multikopil Indonesia was considered to gain a wider general picture of how this impacts the recruitment and development of these types of employee. As the survey developed, it became possible also to consider how such perceptions varied across groups within the company. The survey conducted to 78 employees of Geoscientists and Petroleum Engineers indicates the following: (1).There is significant impact of Managing Change processes in Multikopil to these workers The organizational change actions such as creating new paradigmn gives the strong impact to the strategic shift of recruitment and development of Geoscientists and Petroleum Engineers. (2). The applied innovative strategy gives strong and positive implication to the career development of Geoscientists and Petroleum Engineers workers in Multikopil Indonesia. (3). The innovative strategy addressed to Geoscientists & Petroleum Engineers can solve the problems of their competencies and development. (4).The best way in implementing the innovative strategy to the Geoscientists and Petroleum Engineers to address business needs in Multikopil is by attaching them to the home office in USA, to the other bisnis units abroad in several phases or to the tertiary universities abroad. Models proposed by Scott, et al in IPA, 1994 and Hobbs, 1999, are also good to share and apply.

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