Personnel Policy In Schlumberger, we believe that the creativity, energy and expertise of our people is the foundation on which we build our success. Therefore, our ability to attract, develop, motivate and retain outstanding individuals is essential to the future of our business. Manage Change Line Management and the Personnel Function are responsible for supporting our people and inspiring them through effective leadership, based on the following Personnel Principles: • Recruit where we work • Promote diversity of nationality, culture, gender and thought • Train and develop people continuously throughout their careers • Manage by objectives • Promote from within, based on performance and potential • Offer borderless career opportunities • Respect and care for individuals and their families • Offer a competitive compensation and benefits package These are the underlying principles that have helped to shape our company culture and which create limitless opportunities for personal growth. It is the combined offering of these elements that makes every career with Schlumberger a unique and highly rewarding experience. Paal Kibsgaard Excellence in Execution Chief Executive Officer
HR Organization Foundations for serving our clients Serving our clients HR HR Employee HR Practices Transactions Support Planning • Defining principles & rules • Managing data/transactions • Driving efficiency • Owning the HR Métier • Protecting HR Service • Supporting the Employee • Supporting Line Mgt • Focused on the individual Focused on the business • • 100% integrity in what we do • Maximizing face time • Optimizing resources Quality Efficiency & Quality Excellence in Execution Face Time
Regional Support Centers Crawley Houston Douala Tyumen Dubai Kuala Lumpur Rio de Janeiro Excellence in Execution
RECRUITMENT
Recruitment Populations Confidential Information © 2011 M-I SWACO
Recruitment process CV collection. : i. Recruit, career Fair, References, SLB event, Adverts etc Online Application www. careers. slb. c om Reject CV Screening. Reject 1 st Interview Reject 2 nd Interview Reject Logistics OFS 1 Class Interview done by Recruiter Interview done by segment (FSM, Ops Mgr etc – must be G 12+) and conducted din SLB facility Placement, OFS 1 Registration, Offer Letter, Med Track, Driver License, Passport, English Test, Visa to OFS 1 and Pre School location, Travel arrangements
Field Personnel Recruitment Sources üReferral Program üDirect Search – directly received CVs, HH, Oil. Career üFresh-outs – direct applications, UR programs Area/BL 2012 Plan 2012 Result RCA* 298 110% DS field 126 136% ES field 110 67% *Support Functions +Management inclusive
Engineering Selection, Recruitment and Development process Midcaree r CV Database Freshouts Interns Testing Interviewing 3 rig-site training shifts 8 Successful Assessment: Confidential Information © 2010 M-I SWACO 2/8/2018 Employme nt Transfer to Stay-Alone status Basic Mud School Assignment to location, rig-site training Failure Contract termination Service performance
Training and Development DFS I • BMS • Rig-site training 9 DFS II, IV • Gaining experience • Advanced fluids training • IFE concept Confidential Information © 2010 M-I SWACO 2/8/2018 DFS Sr, PC, PE • IFE • PE Certification • Managerial Skills
Career path – Fixed Step Programs Excellence in Execution
Fixed Step Training Program All segments have their own Fixed Step program with the f Field Engineers (FE’s) fixed Step program : § Starts with G 08 for a new recruit and end up with G 11 § Expected to be completed with in 3 year § All undergo a G 11 control Field Specialist (FS’s) fixed Step program : § Starts with G 07 § Expected to be completed by G 08 and G 09 to some segments § Beyond G 08 -G 09 it is FS initiative to grow in the company Excellence in Execution
Career without boundaries Excellence in Execution
Grade 11 Control – Process Updates Excellence in Execution
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