I am an HR-manager working for the russian oil company.
I`ve been asked to devolop technical competence framework for the oil and gas specialists wich is supposed to be a faithfull copy of western companies`s one.
Please any tips where i can buy such a competency framework or get any information about the way it`s designed.
Thank you in advance! All info is highly appreciated!

From Russian Federation, Moscow

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Hi Elena
No quick fix I am afraid but a lot of backbreaking work involved. I suggest you go to Oil company websites e.g BP Exploration, Shell Exploration, GE Oil & Gas etc and look at all the vacancies they have. By reviewing 50 or so of these job descriptions you should be able to identify the technical competences needed for oil and gas specialists. I attach an example of what I mean from GE Oil & Gas for a field services engineer.
If you want to pay me to do this for you and come up with a set of technical competences let me know - should be able to turn it round for you in a week.

From India, Kochi

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The "technical competence framework" for specialists (or even of all the jobs) in a particular organization/ industry can only be developed through the implementation of a good job analysis (JA) program, esp. in the position clarification interviews of the incumbents ----- which is normally done during a full JE project. This information is supposed to be shown in the "job requirements" part of the written JD.

Simply reviewing existing JDs of similarly labeled jobs in the same industry will not be able to capture the entire nuances of a particular job. In the so many JE and position clarification interviews that we have done worldwide, we have seen that jobs are performed differently, and sometimes uniquely by each organization. Hence, you will never be able to make a good output if you simply pursue this methodology.

My company, Emilla International Consulting Services, can help you out in this area. We specialize in this matter, and have done lots of JE projects worldwide. Let me know if you will be interested in our help.

Best regards.

Ed Llarena, Jr.

Managing Partner

Emilla International Consulting Services

From Philippines, Parañaque
Good point Elena and i agree with you.
Could yo pls share questionnaire or checklist you use to conduct Job analysis.
Also, my concern is:
1) Such interviews are lengthy and people tend to give lot other information which might not be needed for us.
2) When we streamline and filter down those competencies the challenge is to dig out relevant information and some time we feel there are still some gaps which is due to poor interview sessions.
Also, is there a template or a method to dig out competencies from JD or is it judgmental?
Thanks & Regards

From India, Mumbai

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