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GFE Controls > HR > Flashcards

HR Flashcards

1
Q

What is people first?

A

*People is our first value and our people first is the first element of our strategy.

*Mindset = you care about your people, they care about the customers.

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2
Q

What are the HR Guiding Principals?

A

1, Recruit where we work
2. Promote Diversity of nationality culture and gender
3. Train and develop people through their career
4. Management by Objectives
5. Promote from within based on performance potential
6. Boardless career
7. Respect and care for the individual and families
8. Competitive compensation and benefit package

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3
Q

Link HR Guiding principals with examples of

A
  1. Recruit where we work
  2. Promote diversity
  3. Respect and care for individuals and families
    All part of our value = PEOPLE
  4. Manage by objectives
  5. Promote from within
    SLP3, SLP11
  6. Offer competitive package

Performance

  1. Train and develop people
    6.Bordeless career opportunities
    TECHNOLOGY
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4
Q

What is the People First program?

A

Corporate Strategy:
1. Strengthen the core
2. Go to Market
3. Next Horizon to grow

There are 9 programs
1. Corpora purpose, values and behaviors
2. Leadership journey
3. Talent development and performance management
4. New employment models
5. Employee experience and engagement
6. Diversity and inclusion
7. Customer Centricity
8. Regional people Models
9. New capabilities development

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5
Q

What is SLB purpose?

A

Together we create amazing technology that unlocks access to energy for the benefit of all.

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6
Q

What are the values?

A

Our values are in our purpose. The values and purpose are in everything we do.

People
Technology
Performance

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7
Q

What is our vision?

A

We will define and drive high performance sustainably.
This is the aspiration we want to achieve by 2025.

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8
Q

Why is there a purpose?

A

This is why we exist. Every decision we make as a company needs to serve our purpose.

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9
Q

What are behaviors?

A

What is expected from our people to achieve our goal.
Each behavior has a a set of behaviors factors and these are the performance factors that employees will be evaluated on.

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10
Q

What is Leadership Framework? SLF

A

Leaders have more responsibility and another layer of behaviors and competencies.

In 2020 SLB launched SLF.

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11
Q

What are the 4 leadership framework scope?

A
  1. Mastering Complexity
  2. Leveraging engaged teams
  3. Driving Change
  4. Delivering Outperformance
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12
Q

Explain Value People

A

We always put people first
Rrecruitment
Diversity
HSE
Competitive compensation and benfits
Career development and training

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13
Q

Explain Technology

A

1.Leaders
2. Pioneers
3. We learn and grow

We used it everyday on training, research and development, worldwide product centers, develop our own technology, in-touch, technical career paths, eureka

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14
Q

Explain Performance

A

We act with integrity
We deliver today and tomorrow
We focus on what matters most

People plus technology need to meet performance to achieve our purpose. This allow us to generate profit and invest

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15
Q

Explain Talent Development and performance

A

Career Management
My Career Portal
3 COR

Digitally enabled talent management
Use digital tech to strengthen talent management and make it more agile.
SLP1-4 supported with AI
TalentView

Performance management
New performance factor will enhance our performance management process and plataform.
Clearer line between your role and company vision.
Continuous feedback.

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16
Q

What is Employee Experience?

A
  1. Digital Listening: Engage to Excel and pulse surveys
  2. Memorable Moments: on my career portal (5 year, marriage…)
  3. Workplace: have a good workplace environment, with place for being quiet or team work. Blueflex = homeoffice
  4. Engagement beyond work: 4 volunteer days during year
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17
Q

What are new capabilities development?

A

Learning Inovation: competency learning, use of new technologies

Recruitment of the future = tailored target universities

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18
Q

What is the new blue print or code of conduct?

A

TOGETHER WITH INTEGRITY

Highlights our values: People, Technology and Performance.
Echoes the behaviors: We are safe, inclusive respect work and life balance. We are pioneers, innovate together, experiment learn and grow. We act with integrity, deliver today and tomorrow, focus on what matters most.

Ethics
Speak Up
Together with integrity

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19
Q

How many HR policies and why?

A

At least 39.
They ensure consistency and fairness is applied across the board for all employees.

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20
Q

What are Employment Practices?

A
  1. All decisions and actions must be executed in an objective, honest and non-discriminatory way.
  2. Respect and equality.
  3. No harassment in the working environment.
  4. Hiring relatives could be conflict of interest.
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21
Q

Explain Data Privacy Protection Policy

A

When move and storying personal data of employees, SLB needs to abide with relevant data protection and privacy laws.

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22
Q

Explain Sexual Harassment Policy

A

Unwelcome sexual advances or propositions
Verbal or physical conducts
Hiring, promoting or firing based on acceptance or rejection of sexual advances

Contact supervisor, HR manager or any SLB manager.

23
Q

Explain Conflict of Interest Policy

A

Any action that involve or appear to involve conflict between personal interest and the interest of SLB or its customer.

  1. Personal loans from SLB to employees
  2. Information about company to personal gains
  3. Working for SLB and competitor
  4. Use of SLB properties for any business other then SLB purposes
24
Q

Mention a few HR Policies

A

Data Privacy
Dual Career
Candidate Selection
Training
Conflict of Interest
Accountability and disciplinary action
Relocation

25
Q

What is the current SLB organization?

A

5 Basins
30 Geounits
5 Divisions (D&I, New Energy, Technology, Core, rp, ps, wc)
Function Organization

26
Q

Explain Function Organization
10

A

HSE
Ethics and Compliance
Finance
HR
Legal
Marketing
Performance Management
Sales and Commercial
Sustainability
Operations Integrity

27
Q

Explain different types of contract

A

International Mobile (IM) - Expat
International Commuter (IC) - Returns to country of origin on days off.
Home Country Mobile (HCM) - Returning from expact assignment.
Home Country Commuter (HCC) - On rotation.
Home Country Resident (HCR)
Geomobile (GM)/EuropeMobile (EM) - Within region of employee, but local contract.
Temp/Contractor
External/Contract.

28
Q

What is the difference between Diversity & Inclusion?

A

**Diversity ** age, gender, nationality, ethnicity, physical and mental abilities, beliefs and sexual orientation.
Inclusion is about creating a culture where all employees are able to bring their unique perspectives while feeling accepted, respected and valued as they contribute to the success of the organization.

29
Q

Can you name different types of Diversity and how is SLB supporting it?

A

National and Cultural diversity: 170 nationalities.
Geographic diversity. Our Board of Directs is diverse.
Age Diversity
Gender Diversity: recruiting women since the 70s

30
Q

What are the Seven Elements of Inclusion that compose the Inclusion Index?

A

-> Fair treatment: When I help the organization achieve its strategic objectives, I am rewarded and recognized fairly.
-> Psychological safety: I feel welcome to express my true feelings at work.
-> Integrating differences: My opinions are respected and valued by my colleagues and the organization.
-> Decision making: Members of my team fairly consider ideas and suggestions from me and other team members.
-> Trust: Communication I receive from the organization is honest and open.
-> Belonging: People in my organization care about me.
-> Diversity: Managers in my organization are as diverse as the broader workforce.

31
Q

What Employee Resource Groups are active in your location and how can you play a role towards supporting an Inclusive Culture? How to be an Ally?

A

Men for a change, Connect women, flexible working policy

32
Q

What is a matrix organization and how does it work in SLB?

A

**Matrix organization **: people or departments at the same levels are working together and therefore is not a classic vertical structure.

We group people with similar skills for work assignment and we are driven by LOCATION and PRODUCT LINE.

Managers will report DIRECT to location and FUNCTIONALLY to PRODUCT LINE.

The way it works is that because of our size and geographical locations personnel people for example report to the Geomarket manager as well as their area functional manager.

33
Q

What are the different Divisions of SLB and what are the main services they provide?

A

RP - Reservoir Performance: WL, TS
PS - Production Systems: ALS, subsea
WC - Well Construction: D&M
Digital and Integration
New energy??

34
Q

What are the key HR issues in your GeoUnit/Division/Technology Center?

A

As IM: Lack of motivation due to no salary increase, lack of planning and always same jobs.

35
Q

What is Employee Engagement? What do you consider as motivation and demotivation factors that can impact employee engagement?

A

Engagement: employees are motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.
Important to be motivated in this difficult environment
Motivators factors: Able to achieve using full potential and skills, Recognition, appropriate Responsibility, Advancement, Growth, Work Conditions, fair Salary, Relationships, Supervision, mentorship, Policies.
Recognition, responsibility, autonomy, support, training, challenge (not always money)
demotivating: putting responsibility and deadline without having the skills and resources to finish

36
Q
  • Why are dual careers important? What is our Company’s approach to dual careers?
A

We value people and work and life balance.
Dual career will keep your employee motivated and can be beneficial for mobility.
-Dual career couple: both SLB
-Affiliated: One SLB one another
-Dual career with mobility: both on mobile employment status

Visa, career support, language

37
Q

Describe the SLB Compensation & Benefits Philosophy.

A

-Competitive to attract and retain people
-Show company long-term commintment
-Build financial independence
-Maintain motivation

38
Q

What is the “Total Package” concept? Explain the different components.

A

Means the focus is not base salary but total package offered to employees.
- Base Salary
- Incentive bonuses and long term incentive
- Fringe insured and deferred benefits
Stock purchases and vehicles

39
Q

What are the benefits?

A

-Fringe: food, christmas gift, commuting allowance
-Mobility: Schooling, Housing, VTA
-Deferred: Pension plan, end of service
-Insured: life insurance, disability, health care,

40
Q

What is “MBO” and how does it work in SLB?

A

MBO - Management by Objectives
Is how we align objectives and results.
Having a structure to uniformly evaluate performance is also core to the HR processes.

Your performance also affects Career Planning promotions
transfers
compensation and benefits
appraisal
COR

41
Q

What is SLP-3 and how does it work?

A

SLP-3: Performance Management
Our way to manage by objectives.
MBO is core to: give performance feedback, discuss development plan, engage on key topics.

Objectives and Results
- 13 Performance Factors (decision making, collaborating, creatvity, coaching, diversity, service focus, continuous improvement)
- 4 Overall Rating (leadership, strength, satisfactory or development)
- Development Plan

42
Q

How does SLP-3 rating affect employee salary?

A

SLP-11 Merit Process
For the IPR: Invidual Performance Review, there is a chance to recognise and award employees with high performance. It will take SLP-3 rating into consideration.

MSA - Market Salary Adjustment: applied based on the marketing positioning analysis performed anually. Not linked to performance.

43
Q

What is the SLP-4 Process? How does it work?

A

SLP-4: High Value Identification
Identify employees that are key to business
-High Management Potential
-Key Expert
They should be able to:
Assume management position (increased responsibility)
High performance and high impact on the organization
Have vision

44
Q

What is the SLP-1 Process? How does it work?

A

SLP-1: Sucession Planning
Document summary of names of possible replacement for MANAGEMENT, FUNCTIONAL and key technical roles.
Every position needs to have 1 name.
Should be identified from SLP-4 (High value and exceed expectations)
Ready now: 1-2
Ready in the future: 3-5 *at least one female
Important for business continuity.
Reviewed once a year, Q3.

45
Q
  • What is MyCareerPortal and how is it used? Why is it important to regularly update it? What are the respective roles of the employee and manager in MyCareerPortal?
A

New portal that enables employees to explore career goals
Highlight personal preferences (what kind of career, which positions, if you have mobility preferences)
Track career performance - SLP3

46
Q

What is CP-Career Profile and what is it used for?

A

Managers put potential next jobs in this profile- inline with preferences in career center and CNP.
The CP (Career Profile) is a document that contains the key factors that define the compatibility of any career opportunity with the candidate under consideration for an open position. This includes performance, experience and competency, as well as management recommendations and the personal preferences and considerations of the employee.

47
Q
  • How are growth opportunities managed in SLB? On what basis are people developed?
A

-> G11 and below: completion of training program/fixed steps
-> G12 and above:
1. Your performance record in your current role,
2. a relevant position becoming available, and
3. You being selected over other candidates for that role.
The strongest performers tend to move more quickly to higher level roles.

48
Q

What is the difference between a focused and a transverse career path? Can you follow both during the span of your career in SLB?

A

Focus: technical experts, function managers. SETC, SEPC.
Transverse: change positions laterally. Geral Manager, GeoMarket Managers.
Yes, can do both.

49
Q

What are PTEs and STEs? What are the different PTE and STEs disciplines?

A

PTE Petro Technical Expert. Discipline: Geology, geophysics, reservoi engineering, drilling..
STE Software Technical Expert.

50
Q

What is SETC and how does it work?

A

SLB EUREKA TECHNICAL CAREER
Defined career ladder for employees in technical roles.
Recognition in line with technical achievement and expertise.
Requirement
1. Grade 11+
2. PTE, STE or Metier
3. Min 50% hands ond technical work
4. Meet required slp3 rating
How to take part?
1. Engage with Eureka
2. Update CNP
3. Manage and develop SCMi and Path
Document your technical leadership

51
Q

What is SCMi and how does it work?

A

SCMi: SLB Competency Management Iniciative
One compont of the PTE career management.
Self directed tool to identify your current skill level.

52
Q

Learning & Development is core to SLB, can you expand on why we have fixed step programs? Post fixed step programs, how does SLB offer continuous learning opportunities? What is expected from our employees?

A

Fixed Step Program are part of SLB career development and training. It guarantees that all technical people have the necessary training to perform their work scope.
This also makes it easier to manage by objectives, since you can access the fixed step to know where the employee is situated.
Making career decisions based on merit.

53
Q

Can you describe SLB Leadership Framework? What resources are available to build Leadership skills?

A

SLB Leadership Framework is an initiative that started in 2020. SLB recognizes that leaders have different responsibilities in the company and need to align the team vision towards the company`s purpose. Therefore, now, since joining company, future leaders will learn about 5 pillars:
Mastering Complexity, Leveraging Engaged Teams, Driving Change, Delivering Outperformance and Leading Self.

54
Q

Which are the 4 pillars of HR?

A
  1. Employee Support
  2. HR Planning
  3. HR Transactions
  4. HR Practices

GFE Controls (5 decks)

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