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سال انتشار: 1389
محل انتشار: چهاردهمین همایش بین المللی نفت، گاز و پتروشیمی
تعداد صفحات: 18
چکیده:
Nowadays, most organization are experiencing dynamic complex , highly competitiveand extremely volatile environment which is likely to remain so for coming future . Iranian oil and gas companies could not be excluded dur to their inevitable interactions with global oil and gas industry. moreover these companies are facing some internal challenges as well namely age gap between two generations of employees induced from management evolutions in post-islamic revolution era , the talent flow and a shortage of needed competencies. one major result of these challenges for organizations is that they have to systematically manage their human capital if they wish to sustain their competitive advantage in the years ahead. leading the endeavor in development of human resources and providing the oil and gas industry with capable employees, NIOC has invested millions of dollars in order to educate talent students, recruit talent graduates , developing R&D centers and on the job training programs . however it seems that the iranian oil and gas industry still suffers the ability to attract , develop , and retain a needed supply of critical talent. this paper discusses the pitfalls against iranian oil and industry with respect to talent managemet with special focus on national companies. it concludes that traditional approaches -which typically focus on acquisition and retention – will not be sufficient to address the full scope of the problem.
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