Free Essay About Employee Recruitment And Retention Plan

Type of paper: Essay

Topic: Workplace, Company, Oil, Employee, Development, Employment, Skills, Leadership

Pages: 4

Words: 1100

Published: 2021/02/08

Background information on current issues in the industry

The gas and petroleum industry experiences continuous and huge rates of competition concerning the labor from skilled individuals. The main reason revolves around the expanding nature of the operations and the widening gap between costs. The employee segment also ages with time leaving the sector vulnerable to lack of enough workforce. The industry faces challenges since only fewer individuals with the required skills apply for the available jobs. They exit their positions whenever they receive better opportunities from other lucrative sectors creating the vacancy. The oil industry in Canada has experienced considerable discounts for its crude oil which has adverse impacts on the performance of the company in terms of finances. From 2012, the company experienced more than $ 3.8 billion growth and becoming the greatest oil and Gas Company in Canada.

Recruitment and retention programs in the industry

Companies like Imperial Oil have invested heavily in sectors like postsecondary education, employment and professional development among its employees. The companies make sure that they make their employees undergo a process of training for the purpose of enhancing their skills and talents. The petroleum companies also have come up with a platform for compensation and benefits to create sustainability among its employees. Imperial Oil has invested more than $ 4 million to develop an ultra-modern institution that advances education in the sector of science and engineering. The strategy has created positive results for young and dedicated engineers and scientists developing an urge to join the sector (Scotia, 2010).
The scholarship focuses on developing the next generation of women to enable them have a practical experience of the skills they develop the program. The program comes from the Coady International Institute. The program also purposes to develop the community around the women who apply to it. The company seeks to develop the program through a process of consultation and mentorship, and it would develop a relationship between existing and emerging leaders. The company and Coady Institute would document the success of the program to develop a documentary. It would also help the scholarship come up with a schedule to support different groups of women in the country. It would expand to campus curriculum to provide an all-inclusive education to the women. The Coady Institute would provide a platform for skill development that would have relativity to the mission of Imperial Oil.
The Institution has experienced a doubled number of enrollments compared to the past years. Universities like Aberdeen and Robert Gordon have experienced approximately 30% growth in the number of its students interested in the sector through its scholarship plan. The company seeks to expand its education program to the Canadian society where it offers scholarships to old women with an urge to pursue education. It plans to double its scholarship program to fight inadequacy in the labor market. Malaysia has had the history of the nature of its employment sector. The government nationalized its workforce and hence creates challenges for any company like Imperial Oil and British Petroleum willing to hire the country’s employees.
The company experiences the largest challenge from the students due to the competitive nature of their sector and other industries that require efficient services.
Imperial Oil launched a training framework for its employees in the field of land, accounts and engineering in the past eight years. The main purpose of the framework provided clear instructions and coordination between the different sectors of the course offered. The course had a highly interactive and social aspect that attracted many individuals to participate to develop their skills. The program also expands with time. Imperial Oil also has launched the Leadership Foundation program that has seen more than hundreds of leaders benefiting from its operation.
The program has enabled the company develop a strategy on how to relocate employees in its international offices. The programs improved employee turnover in the next years. Imperial Oil restructured its employment portfolio with leaders having significant responsibilities to play. The trainings take place regularly to enhance and develop skills among the new and old employees undergoing recruitment. The program enables the company to develop a strategy in order to improve its succession plan and leadership improvement in its operations.

Recommendation for improvement

Imperial Oil receives competition from other companies in the same industry like Talisman. The company has a significant room for improvement and expansion of its operations in the oil and gas industry. The company should look for its human resource and recruitment sector. The management of the company should come up with a policy that seeks to improve the status of the employees. It should provide a desirable and satisfactory pay and proper working conditions for the employees. The employees should have an international standard in terms of their training. They should also undergo transfers to enable them to have flexibility in their skills.
The company should also allow its employees to take part in matters affecting its operations. Imperial oil should listen to the needs that its employees go through to boost their motivation and confidence (Campbell, 2013). The management should interact with the subordinate staff in order to monitor and identify what affects their lives. The company should also look at improving the environment in which it operates. Imperial Oil should come up with campaigns against environmental degradation and pollution. The company should also expand to other countries in order to create a huge platform for employment. Imperial Oil should also have transparency in its operations and give an explicit financial report to the public.

Opportunities for employees

With the appointment of the new Chief Executive Officer (Rich Kruger), the company seeks to double its oil production per day. It has a target of more than 282,000 barrels on a daily basis until 2020. The goal would mean creating a huge platform to recruit many workers in its several departments. The company would need engineers, oil experts, financial managers and other experts to boost its operations. The production target would develop a huge employment rate among individuals in the Canadian region. Both foreigners and aboriginals would receive employment and hence would boost the Canadian economy.
The existing employees in the company would need to undergo training in order to enable them have a capacity to double the target. The company also through its scholarship program doubles the number of aboriginals who benefit from its operation. Employees have an opportunity to create a positive impact on their lives and upkeep since the company has come up with a good remuneration and benefits policy. With the announcement of the Coady International Institute partnership, aboriginals’ women have a chance to develop their leadership skills.

References

Campbell, D. (2013). The new CEO of Imperial Oil Ltd. wants to double the company’s production. Albertoil Magazine(1), 1. Retrieved from http://www.albertaoilmagazine.com/2013/09/imperial-oil-rich-kruger/
Scotia, A. N. (2010). Imperial proud to support innovative leadership program for Indigenous women. Imperial Journal, 1, 1. Retrieved from http://www.imperialoil.ca/Canada-English/about_media_releases_20100607.aspx

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WePapers. (2021, February, 08) Free Essay About Employee Recruitment And Retention Plan. Retrieved June 30, 2022, from https://www.wepapers.com/samples/free-essay-about-employee-recruitment-and-retention-plan/
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Free Essay About Employee Recruitment And Retention Plan. Free Essay Examples - WePapers.com. https://www.wepapers.com/samples/free-essay-about-employee-recruitment-and-retention-plan/. Published Feb 08, 2021. Accessed June 30, 2022.
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