Human resources
TWA Energy Influencers Nihal Darraj, Sayanima Kisku, Ismaila Ibrahim, Olawale Ajayi, and Gabrijel Grubac reflect on the significance of the TWA Energy Influencer award and how it has helped their professional journey. The deadline for 2025 nominations is 1 July 2025.
Amia Morgan, SPE, highlights this event designed to bring together students, young professionals, and seasoned industry experts to foster mentorship, inspire the next generation of STEM leaders, and promote inclusivity.
TechnipFMC diver Stuart Cowie shares his 17-year experience working as a saturation diver in the oil and gas industry and how to manage mental health and well-being during the often-isolating work demands.
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Spending plans announced by oil and gas companies indicate that about 80% of their budgets are directed toward traditional E&P, efforts to reduce emissions and carbon footprints, and sustainable investment in new energy. It is reasonable to expect that with these budget increases, there will be an uptick in the employment of petroleum professionals. -
When it comes to workers’ salaries in oil and gas vs. clean energy, how does their compensation compare? The answer depends on the roles of workers and their locations, qualifications, experience, training—and personal decisions.
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This paper describes a novel method based on machine learning to maintain an evergreen competency database. The tool reduces discrepancies between organizational requirements and the actual talent deployment by using unstructured corporate data.
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Opening additional channels of communication with our members provided important feedback to move forward with the Strategic Plan.
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As the world continues to grapple with the post-pandemic new normal and unfamiliar global uncertainty, the case to begin and commit to a career in the upstream subsurface industry may be harder to see, but it’s still rewarding and with longevity.
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The pandemic shrank technical teams across the upstream industry, raising new and important questions about how training and knowledge sharing must evolve.
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The SPE Colombia Section, through analysis of data obtained in several studies, identified a lack of soft skills in the country’s young professionals in the energy sector. As a result of the analyses, a project was designed to improve these skills through various activities and keynotes.
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Employment is not a direct function of oil prices, but of upstream and midstream investment and activity. Fluctuations in SPE membership generally lag the activity increase or decrease by 1–2 years. It is expected that the current upcycle of activity will contribute to a rebound in membership, especially among the young professionals.
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How to use the new SPE Competency Matrices to prepare for the SPE Certification Exam and the SPE Competency Management Tool to address skills gaps to excel in the energy industry in the 21st century.
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High oil prices will mean more spending on workovers to eke out more oil and gas from older wells. The amount will depend on finding those willing and able to do that tricky work.
