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Mini MBA for Human Resource, Learning and Development Professionals in the Oil, Gas & Petrochemical Industry » HRD39

Mini MBA for Human Resource, Learning and Development Professionals in the Oil, Gas & Petrochemical Industry

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DateFormatDurationFees (GBP)Register
24 Feb - 07 Mar, 2025Live Online10 Days£5325Register →
09 Jun - 11 Jun, 2025Live Online3 Days£1725Register →
09 Jul - 11 Jul, 2025Live Online3 Days£1725Register →
11 Aug - 15 Aug, 2025Live Online5 Days£2525Register →
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DateVenueDurationFees (GBP)
10 Feb - 14 Feb, 2025Dubai5 Days£4050Register →
17 Mar - 28 Mar, 2025Toronto10 Days£9750Register →
14 Apr - 18 Apr, 2025Cairo5 Days£4125Register →
19 May - 23 May, 2025Dubai5 Days£4050Register →
16 Jun - 20 Jun, 2025Barcelona5 Days£4450Register →
13 Oct - 17 Oct, 2025Kigali5 Days£4125Register →
17 Nov - 21 Nov, 2025London5 Days£4450Register →
15 Dec - 26 Dec, 2025Dubai10 Days£7900Register →

Why Select This Training Course?

Developing and training organisational personnel generally leads to improved productivity and efficiency while cultivating a more positive attitude towards profit realisation. Training helps employees improve their job delivery per the organisation’s objectives.

The Rcademy Mini MBA for Human Resource, Learning and Development Professionals in the Oil, Gas & Petrochemical Industry shall introduce participants to the best and newest practices in organisational learning and management in the oil and gas and petrochemical industry. Candidates will learn about approaches to managing and training personnel, the rudiments of organisational strategy and how to link it to development and learning. At the close of the course, their career and organisational practice will be boosted by attending this vital course.

How Does the Size of a Company Impact Learning and Development?

Learning and development include any HR-based activity that fosters staff growth, improves their skills, and ultimately leads to organisational and individual success. L&D comes in various forms, including mentorships, online courses, and physical training. The learning and development team depends on the overall size of the company. The operations manager or chief operating officer may oversee learning and development in smaller companies. At the same time, bigger organisations may have fully dedicated departments and teams responsible for designing and managing the L&D strategy of employees.

While L&D in smaller organisations tend to be more casual since the teams are close-knit and more collaborative, in larger organisations, they tend to be more formal and typically render more training exercises to senior employees and managers.

What Techniques are Employed by L&D Experts to Design Effective Training for Staff in the Oil, Gas, and Petrochemical Industry?

The need for learning and development in the oil, gas, and petrochemical industry is unique and crucial. Exploration, refining, and distribution of energy resources are highly complex processes, which have grown increasingly complicated due to introducing new technologies to maximise output. Additionally, the growing global demand for sustainable alternatives to conventional energy sources has placed immense pressure on organisations and, by extension, their employees. Workers in the energy industry must keep up and learn new methodologies to build new forms and energy sources constantly.

This makes L&D vital to the energy industry. Spending time in training sessions can help improve employee performance and the general company output. Below are five L&D strategies that help professionals in the oil, gas, and petrochemical industry:

  1. Utilising mobile learning strategies
  2. Embrace informal training
  3. Prioritise for maximum benefit
  4. On-the-job training
  5. Working with subject matter experts

Who Should Attend?

This Rcademy Mini MBA for Human Resource, Learning and Development Professionals in the Oil, Gas & Petrochemical Industry is carefully curated for HR and L&D professionals in the oil and gas petrochemical industry. These individuals should take the course:

  • Human resource managers who are responsible for personnel relations of corporate organisations.
  • Project Managerscharged with designing and implementing project ideas, supervising project deadlines, and ensuring stakeholders’ satisfaction.
  • Learning and Development professionals tasked with assisting team members and managers in advance in their careers, negotiating training contracts and monitoring entry-level L&D personnel.
  • Maintenance supervisorstasked with supervising the safe and efficient management of refinery equipment.
  • Energy traderscharged with facilitating transactions among buyers and sellers of energy products such as crude oil, petroleum, natural gas, and liquid gas.
  • Energy analystsresponsible for evaluating data on energy use, analysing energy efficiency, and designing energy models for oil and gas companies.
  • Any other person interested in learning about human resources and learning and development practices in the oil, gas, and petrochemical industry.

What are the Course Objectives?

The Rcademy Mini MBA for Human Resource, Learning and Development Professionals in the Oil, Gas & Petrochemical Industry will assist the candidates in attaining the following objectives:

  • Have a clear understanding of the roles of human resource management in the oil, gas, and petrochemical industry
  • Utilise the skills and knowledge of organisational learning and development for organisation training management
  • Demonstrate a sound understanding of organisational learning theory
  • Learn about the concept of effective training management
  • Understand how learning and development influence employee effectiveness and, ultimately, the organisation’s output
  • Learn how to design training suitable for specific workgroups or audience
  • Develop organisational learning and boost employee relations
  • Increase team motivation and employee engagement

How will this Course be Presented? 

This training course is participant-based and specially curated to meet their expectations while growing their skills and knowledge. Different techniques and approaches that ensure active learning by participants will be employed to deliver the training. The course will be delivered by experts in the field

with years of practice and experience. The modules are designed from extensive and in-depth research on the subject.

The Rcademy Mini MBA for Human Resource, Learning and Development Professionals in the Oil, Gas & Petrochemical Industry offers theoretical and practical learning by providing lecture notes, slides on the subject, real-life scenarios, and lecture notes. Participants will partake in presentations, quizzes, seminar workshops, and constant feedback on the lessons taught to gauge their satisfaction.

What are the Topics Covered in this Course?

Module 1: Organisational Learning and Strategy

  • Approaches to strategy
  • The concept of organisational learning
  • Building a business model
  • How learning differs in the oil, gas, and petrochemical industry
  • Strategy analysis
  • The concept of learning
  • Fitting learning with strategy

Module 2: Human Resource Planning in the Energy Industry

  • The rationale for human resource planning in the oil, gas, and petrochemical industry
  • Creating, executing and evaluating the effectiveness of HRP in the energy industry
  • The connection between human resource planning and corporate planning in the energy industry
  • The forecasting and investigation processes in the energy industry
  • Understanding contextual influences in the energy industry
  • Planning for the future in oil, gas, and petrochemical industry

Module 3: Human Resource and Personnel Management

  • Differentiating between HRM and personnel management
  • The advent of welfare management
  • Welfare workers and recruitment and selection
  • The evolution of professional personnel and HRM
  • Recruitment and selection in the energy industry
  • Appraising workers in offshore operation
  • Industrial relations in the energy industry
  • Workers’ welfare and benefits in the energy industry
  • Impacts of HRM on oil and gas operations

Module 4: Leading and Development

  • Introduction to organisation theory
  • Selecting your role as a manager, leader, or project manager
  • Transformational leadership
  • Differentiating succession management and talent management
  • Managing training functions strategically

Module 5: Workforce and Employee Flexibility

  • The various forms of employee flexibility in the energy industry
  • Components of Workforce Flexibility
  • Numerical flexibility
  • Temporal flexibility within the oil, gas, and petrochemical industry
  • The strategic purpose of flexible workers in the oil, gas, and petrochemical industry
  • Geographical and financial flexibility in the oil, gas and petrochemical industry
  • The flexibility debate in the energy industry

Module 6: Learning and Development in the Energy Industry

  • The aims and objectives of L&D in the energy industry
  • The skills of L&D professionals
  • Designing an L&D strategy
  • Learning and Development and employee training
  • The difference between HR and Learning and Development
  • Training delivery methods
  • The challenges of L&D in the energy industry
  • Training for the future

Module 7: Talent Management and Intellectual Capital in the Energy Industry

  • Creating the most desirable employer
  • Training and development strategy in the energy industry
  • Understanding and managing the expatriate workforce
  • Synthesising knowledge in the oil and gas industry
  • Boosting workers’ motivation for continued devotion to the organisation
  • Knowledge management in the energy industry
  • Building a learning organisation

Module 8: The Strategic Importance of Employee Resourcing in the Energy Industry

  • Conventional approaches to employee resourcing in the energy industry
  • The role of employee resourcing in contributing to corporate strategies and goals of the organisation
  • Dealing with stakeholders’ values and expectations in the energy industry
  • The role of employee resourcing in the creation of organisational strategy
  • Employee resourcing strategies

Module 9: Designing an L&D Strategy

  • Identifying the organisation’s objectives and the skills needed to achieve them
  • Evaluating personnel to determine their key strengths and possible areas of development
  • The key components for creating an L&D strategy
  • Aligning your L&D strategy with the organisation and team objectives
  • Tools needed for improving strategy
  • Designing a strategy suitable for the oil, gas, and petrochemical industry
  • Managing progress
  • Evaluating present strategies and designing new strategies for future developments

Module 10: Human Resource and Personnel Management

  • Assessing the nature and causes of performance challenges
  • Managing poor performance and absence in the oil, gas, and petrochemical industry
  • Dealing with harassment in the energy industry
  • The effective management of retirement and turnover
  • Identifying mechanisms for preventing poor performances in the energy industry
  • Performance metrics for industry personnel

Module 11: Global Trend in HR, L&D in Oil, Gas, & Petrochemicals I

  • Addressing employee retention and labour turnover
  • Addressing career cap in the energy industry to motivate employee retention
  • Safety innovations in the energy sector
  • Soft skills enhancement and emphasis
  • Continuous innovation: research and development
  • Gen Alpha and Gen Z learning and development cycle and peculiarity
  • Tailor-made employee performance review

Module 12: Global Trend in HR, L&D in Oil, Gas, & Petrochemicals II

  • Climate change goals and sustainability
  • Employees’ commitments to sustainability initiatives
  • Clean and green energy
  • Compliance with ESG
  • DEI — diversity, equity and inclusion

Module 13: Global Trend in HR, L&D in Oil, Gas, & Petrochemicals III

  • AI-assisted considerations for learning and development in the energy industry
  • Generative AI and machine learning
  • Automation for HR
  • IOT learning and development in the energy sector
  • AR and VR for learning and development
  • Technological workplace: slack, notion, zoom, Microsoft Teams etc.

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