| Date | Venue | Duration | |
|---|---|---|---|
| 17 - 21 August 2026 | Sandton | 5 Days | |
| 30 November - 04 December 2026 | Sandton | 5 Days |
High-stakes operations in oil, gas, petrochemical and power depend on the right knowledge reaching the right person at the right time—whether on a platform, during a shutdown, or in a control room. This practical Knowledge Management for the Oil, Gas & Energy Industries programme shows you how to capture, curate and mobilise organisational knowledge while strengthening the full people lifecycle: attracting scarce skills, retaining high performers, planning succession for critical roles, and motivating people to deliver safely and consistently.
Across five days, you’ll blend HR best practice with proven knowledge-management methods—knowledge mapping, lessons-learned, communities of practice, and performance systems—so you can reduce knowledge loss, break down silos, and build a resilient, learning organisation. The approach is grounded in sector realities: shift work, contractor-heavy teams, safety-critical roles, and geographically dispersed assets.
Practical ways to upgrade recruitment and retention for scarce, specialist roles
Proven retention levers for high-value people (beyond pay)
Breaking down silos and enabling flow of explicit and tacit knowledge
Motivation psychology you can apply on site and in the office
Refreshing your performance appraisal system for fairness and impact
A clear, workable approach to succession planning for mission-critical posts
By the end of the Knowledge Management for the Oil, Gas & Energy Industries programme, delegates will be able to:
Apply best-practice recruitment and selection techniques tailored to technical roles
Explain benefits and limits of psychometric testing and when to use which instruments
Use differentiation strategies to improve retention, recognition and motivation
Design and run a simple, defensible assessment centre
Describe core principles of motivation and select interventions that work in context
Build a role-criticality matrix and succession slate for key positions
Create a fit-for-purpose knowledge map and lessons-learned loop for projects/turnarounds
Knowledge Management leads and practitioners
HR professionals and HR Business Partners
Recruitment & Selection specialists / Talent Acquisition
Line managers accountable for high-performance teams
Succession and Talent Managers
Learning & Development / Organisational Development
Operations and Maintenance managers with people responsibilities
Our diverse instructional approaches ensure effective learning:
– Lectures & Presentations: Engage with expert-driven, stimulating content.
– Course Material: Access well-crafted supporting resources.
– Group Work: Collaborate on discussions and case studies for practical insights.
– Workshops & Role-Play: Participate in immersive, scenario-based activities.
– Practical Application: Focus on applying theoretical knowledge in real situations.
– Post-Training Support: Receive extensive support after training for skill implementation.
Day 1 — The Case for Knowledge Management in Energy
KM essentials: data → information → knowledge → learning
The business case: safety, uptime, compliance, cost and speed
Implementing KM: six dimensions (people, process, tech, content, culture, governance)
KM strategy and governance (incl. alignment to ISO 30401 guidance)
Defeating silo mentality: operating models, incentives and rituals that promote sharing
Vertical vs lateral thinking: when hierarchy helps—and when it harms decision flow
Tools & Practice: Knowledge risk scan; identify “single-point-of-failure” roles
Day 2 — World-Class Recruitment & Selection for Scarce Skills
End-to-end recruitment for technical roles (briefing, sourcing, screening, selection)
The real cost of poor interviewing; bias traps and how to avoid them
Five interview styles: when to use each; structured interview question banks
Attracting high performers: EVP for field and plant environments; contractor pathways
Knowledge mapping in hiring: a four-step guide to map role knowledge into adverts, tests and probation plans
Designing and running an Assessment Centre: exercises, scoring, calibration
Tools & Practice: Sample scorecards, job-related work samples, technical task design
Day 3 — Differentiation, Retention & Motivation that Stick
Workforce differentiation: critical roles, high-impact performers, successors-in-waiting
Talent management in practice: nine-box with evidence, not labels
Cost of under-performance; remediation options and coaching boundaries
Why high performers leave—and what makes them stay (manager, mission, mastery, money, mobility)
Retention portfolio: development, recognition, project rotations, knowledge prestige roles
Psychology of motivation: Self-Determination Theory, Herzberg, SCARF applied to shift teams
Tools & Practice: Retention risk dashboard; stay-interview guide; recognition menu
Day 4 — Testing, Psychometrics & Performance Appraisal that Drives Growth
Using psychometrics responsibly: validity, fairness, and job-relatedness
The Forer effect and other pitfalls; interpreting reports with caution
Aptitude & ability testing vs personality & safety attitude screening
Upgrading your appraisal system: objective measures, behaviour indicators, evidence logs
Cultural and legal fit: SA context (incl. POPIA considerations for people data)
Who spots potential best? Building a multi-rater view that avoids halo/horn effects
Tools & Practice: Annual → quarterly check-ins; objective libraries; development plans
Day 5 — Succession Planning & Retaining Institutional Knowledge
Succession planning fundamentals: role-criticality, risk heat-maps, readiness levels
Succession vs talent management overlaps and differences
Career planning, pipelines and dual ladders (technical & leadership)
Head-hunters and contractors: when to engage; knowledge transfer clauses
Measuring productivity and efficiency: simple metrics that matter to operations
Personal Action Planning: your 90-day roadmap; KM/HR integration checklist
Tools & Practice: Succession slate template; knowledge handover & AAR (After-Action Review) pack
Knowledge map & risk register (with example for a maintenance planner role)
Assessment centre exercise kit and scoring sheets
Talent grid & retention risk dashboard
Performance appraisal pack (objectives, behaviours, evidence prompts)
Succession planning slate, role-criticality matrix, handover checklist & AAR guide
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