1. business and industrial
2. energy
3. oil

ASSESSING WORK FORCE
FOR EMERGING OIL AND
GAS INDUSTRY.
PRESENTED BY
Mr. Nestory Phoye
Managing Director
PROACTIVE SOLUTIONS (T)LIMITED
P. O. Box 191, Mtwara-Tanzania; Shangani area– near VETA
Sub ofice: Lindi, Kilwa. Mobile phone:+255 787 339 699
Email: info@proactivesolutions.co.tz, Website:
www.proactivesolutions.co.tz
INTRODUCTION
• The human resource is certainly the most
important factor of production because it is
capable of transforming all the other factors for
the betterment of human life and human welfare.
• Developing and utilizing this resource effectively
increases its productivity and its capital value.
Thus, human resources development must be one
of the leading objectives on the nation's
development agenda
• Given significant discoveries of natural gas, there is
apparent demand local workforce from riggers to
petrochemical engineers on and offshore. There is
a need to exposing this potential and disseminate
the status of the industry particularly its potential
contribution to the development of Tanzania.
INTRODUCTIONCONTINUE
• The oil and gas industry in Tanzania is now a few years old. The
previous drilling campaigns were mostly seismic and
exploration campaigns with non-permanent staff. Later on
Mnazi Bay and songosongo fields were the first major onshore
exploration areas that shows employment needs when gas
exploration is made semi-permanent or permanent.
• Today oil and gas companies are coming in with large long-term
in investment. With these trends there are substantial needs
for skilled permanent personnel in exploration as well as when
productions begin in major scale.
• These new companies will no longer looking for a large amount
of ex-pats for all skilled positions and large amounts of
unqualified staff who can be used for rigger work(Current
trend…locals works on unskilled and semiskilled jobs.
• Expats are qualified and highly experienced but also
expensive…
• Local staff are un-experienced but cheep
INTRODUCTIONCONTINUE
• – instead the companies are looking for long term
solutions with skilled Tanzanians who can replaced
the ex-pats staff, and a more streamlined crew
with higher specific skills and who are suitable for
long-term employment, without any disturbances.
• Of the unskilled and unexposed job-seekers they
are looking for those which can be trained and
climb the ranks in the company. They are also
looking for cost-effectiveness and wish to avoid
commotion and legal repercussions, compared to
trouble –free international staff. In recruitment
off-shore for example, there is no reason not to
employ staff from other countries, if it means less
trouble and hassle than Tanzania staff.
Aim of the discussion:
Assessing Tanzania workforce:
• There are plenty of bright and talented young people in
Tanzania. Unfortunately most of Tanzanian job seekers
have no prerequisite training to work directly in the Oil
and Gas industry. Positions like Riggers, Roustabout,
Roughneck, Forklift Operators, Crane Operators, Drillers,
Seismic crew, Derrick men, motormen (mechanics),Boats
Operators, Drivers, Logistics Coordinators, HSE advisors,
Assistant Operations managers, Clearances and
forwarding, customs clearing, Hospitality,
catering,
housekeeping and Security requires basic training in
particular field (trade skills, industrial experiences and
well administered Health, Safety and environment
training (accredited training) and good communication in
English and excellent working attitude. Oil and Gas
companies have high emphasis and are strict on adhering
to health and safety and one of the disqualifications is
non compliance to Health and safety requirements.
Assessing Tanzania
workforce-CONTINUE
• The trend now, staff are being recruited in other
continent countries. The reason being that these
candidates speak good English, have experience and
industrial skills and excellent attitude (Example of a
drillship with 150 workforce…only 10-20 Tanzanian)
• If this trend continues the benefits of the oil and
gas industry will not benefit local Tanzania
population, which will lead to further segregations
and marginalization which may lead frustration and
social unrest as well as general increase of
insecurity (crime). In real terms, Tanzania should be
the hub of the oil and gas industry, with excellent
schools, courses, infrastructures for certifications.
Assessing Tanzania
workforce:CONTINUE
• With high employment rates and flourishing
communities and increase government income,
resulting in higher social institutional infrastructures.
Continued employment of workers from other countries
is like to be returned to home region through
remittances
• Given that local government works in the interest of its
constituents, our belief is that the local government
must do what it can to insure as much employment as
possible comes to the local employment force of
Tanzania.
• Key difficulties must be met with targeted efforts. By
doing this, we believe that Tanzania can be a flourishing
with the benefits of the oil and gas industry being seen
in all social layers.
Assessing Tanzania workforce:
Obstacles for local employment in
Tanzania (Example of Mtwara)
The reasons for oil and gas companies not employing people from
Tanzania are many.
• Attitude problems are prevalent. It beings with a lack of
professionalism when looking for the job, difficult salary
negotiations, bad work performance, talking their personal
employment status with strangers, third parties and clients,
poor adherence to company policies, legal aftermaths and
bad talking following termination. (Ex. 5 out of 10 new recruits
will be terminated in the first three to six months)
• Lack of trade skills is another obstacle. Even though of the
candidates have been to VETA or a graduate or worked in local
workshops, many do not have practical work experience. Also
their trade skills are substandard. This is particularly true for
the hospitality industry, and less true for mechanics and
electricians. (Example…a new recruits will need at least one two two
year to master his/her job)
Assessing Tanzania workforce:
Obstacles for local employment in
Tanzania (Example of Mtwara)
Communication problems.
• Lack of communication skills among Native Tanzanians, Low
Command of English language is an increasingly important
hindrance. While in previous campaigns it was possible to
use Tanzania with only Swahili and English/Swahili –speaking
supervisors to translate, companies looking for long –term
employments wish to use staff which they can train to rise in
the company and eventually replace ex-pats. In some cases
the companies wish to send candidates to study specific
trades and abroad this is obviously not possible for anyone
who does not speak good English. Even if possible from
Tanzania do obtain work, without English they will always
remain in the lowest positions (housekeepers, rigger,
security etc, not supervisors or managers). (Example of the
offshore roustabout position requirement
Obstacles for local employment in
Tanzania (Example of Mtwara)Continue
Communication problems/government/trade unions
• An additional obstacle for companies operating in Oil and
Gas industry is communication between staff, government
and trade union and companies in the oil and gas industry.
This results into the outsourcing of liabilities to shadow
third parties and the movements of company registrations
to other jurisdictions.(Outsource liabilities)
• Trade unions/Labour/inspectors/mediators/abitrators etc,
do not really understand the industry and they end up
misleading local staff and hence create misunderstanding
and conflicts at workplace (An example of an arbitrator
who said, he finds out that in the dispute between an
employee and an employer, he will just favour an
employee regardless because he thinks the employer is
too pewerful over an employee….
Obstacles for local employment in
Tanzania (Example of Mtwara)Continue
• Working hours and poor time management and
discipline.
Currently, there are conflicts between the Tanzania
Labour law act no.6 of 2004 and the practice of the oil
and gas industry globally. Local Tanzanian who works in
Oil and gas industry prefer to be treated as per labour
law of Tanzania by working 8 hours per day, 45 hours
per week and 195 hours per calendar month, probably
with additional 10 hours overtime per week and 50
hours overtime per calendar month. In the other hand
the oil and gas requires 12 hours shift daily for 6 days or
28/28 days rotation. With the conflicts, the labor unions
and government bodies usually get into conflicts and
that is a reason of many disputes. So the companies
would prefer a candidate who already understands
working in the oil and gas industry than recruiting a
local guy who will end up sending them to the courts of
law for misunderstanding (Offshore 28/28days rotation)
Positions available in Oil and
Gas industry for Tanzanian
• Riggers
-Roustabout
-Forklift
Operators
• -Crane Operators -Drillers -Sesmic crew
• -Derrick men -Roustabouts -Motormen
(mechanics)
• -Boats Operators -Drivers
-Logistics
Coordinators
• -HSE advisors -Drivers
-Security
personnel
• -Assistant Operations managers
• -Clearances and forwarding, etc.
• -Hospitality, catering, housekeeping –Security
Positions….
Positions….
PRE- QUALIFICATIONS FOR WORK
IN THE OIL AND GAS INDUSTRY,
ON-SHORE AND OFF-SHORE.
• Excellent command of English language (Both
in write and Speaking) and IT knowledge
• -Degree/Diploma/certificates or excellent skills
in an industrial trade, including Operators
• -Certificates (BOSIET/ HUET, full medical checkups), certificates of machinery --Operations
etc/ OPITO approved
• -Knowledge of swimming -Valid passport
• -Certificates of past work experience
• -Good work attitude.
• - Knowledge of Health and safety &
Environment
CHALLENGES FOR THE PEOPLE OF
TANZANIA WHEN COMPETING FOR A JOB
IN THE OIL AND GAS INDUSTRY (Mtwara)
• Lack of good command of English/IT/admin skills. Training is
difficult.
• -Badly written CVs and falsified certificates.
• -Lack of industrial trade skills-mechanics, electrician welders,
boat operators ect.
• -Bad attitudes: Time keeping, tiredness (sleeping on the job),
attitudes to ----Tanzania (and ex-pat) supervisors, following
instructions, alcohol, un-interest, theft, faking
illness,
unpermitted absence, conflicts of interest, theft, unwarranted
usage of trade unions and CMA, sexism (toward ex-pats).
• -Lack of necessary certificates and fake certificates/forgery…
• Illegal strikes and demonstrations at work places.
• Companies take advantage of the situation….bringing more
expatriates…(Example of a company looking at the colour of
skin and assume/label them expatriate while don’t have
qualification
challenges
HOW TO ADDRESS
CHALLENGES AND ASSIST IN
INCREASING EMPLOYABILITY.
• Targeted training course: short-term and long –term,
within international framework (time-keeping, no
exceptions to rules, no nepotism or corruption etc):
• -Targeted English/IT &Admin skills teaching
• (Upgrading ) VETA/Encourage science subjects in sec
schools, and higher trade degrees (mechanical /electrical
engineering). When international companies teach
students (like Petrobras), ensure that the teachers learn
it and integrate into the current teaching plan.
• Teachers with greater knowledge – upgraded training
programs – Tanzania could have the best VETA for trades
needed in Tanzania? Bring qualified and experienced
trainers
challenges
HOW TO ADDRESS
CHALLENGES AND ASSIST IN
INCREASING EMPLOYABILITY.
•
•
•
•
•
•
•
•
-CV-
writing programs and training into communication
skills.
-Trainee programs with national and international
companies
-Industrial
practical
training
connected
to
VETA/DIT/Technical colleges
-Governmentally arranged courses for forklift ops, crane
ops, boat ops, ect
-Usage of successful local Tanzania who can explain and
training local job-seekers, and or teach at VETA/ or other
training centers as motivational speakers.
-Scholarship to undergo trainings abroad
-Parent awareness of available training courses
-Public awareness of available opportunities – government
intervention to inform
OUR PROPOSED TRAINING
PROGRAMS AVAILABLE LOCALLY
AND INTERNATIONALLY
•
-BOSIET/HUET/ OPITO (Offshore Petroleum Training organisation)
approved . -Training into Health, safety and environment….
NEBOSH
• This is available local and its conducted by our Company Proactive
Solutions , we are an agent Tanzania offering NEBOSH UK through
Wise Global.
• International Technical certificate in oil and Gas operation safety
course as an associate of
WISE GLOBAL TRAINING LTD
(www.wiseglobaltraining.com) UK based organisation , We also
offer
• BOSIET/HUET OPITO APPROVED COURSES, BOSIET as an associate
of SMTCGLOBAL (www.smtcglobal.com) of DUBAI
• -Operator courses (i.e. forklift, operator)
• -VETA----Trade skills from recognized training colleges with best
trainers.
• -Management and Supervisory skills/IT/admin/etc
Training
2.Training Services, Due to our specialization in the Oil and Gas industry
we offer specific course for anybody working on this field, agent in Tanzania
for
(A) WISE GLOBAL TRAINING LTD UK offering IOSH, NEBOSH,CIEH,
QUALITY MANAGEMENT COURSE
(B) We send trainees to global approved training institution SMTC GLOBAL of
DUBAI that offering Offshore Petroleum Industry Organization (OPITO
APPROVED/ACCREDITED Courses)
Basic Offshore Safety Induction Emergency Training (BOSIET)
Further Offshore Emergency Training (FOET)
Tropical Basic Offshore Safety Induction Emergency Training (TBOSIET)
Tropical Further Offshore Emergency Training (TFOET)
Travel Safely By Boat (TSBB)
Basic H2S Training
Tropical HUET & FTHUET
HUET EBS & FHUET EBS
Tropical HUET with EBS

training
Training
Additional service
• With partnership with EMS SHIP
SUPPLY….a global offshore supplier of
foods and marine hard ware…we are
looking forward to give best services
in the oil and gas industry
• Contact us for further information….
THANK YOU
• Presented by:
Nestory Phoye
Managing Director
Proactive Solutions (T) Ltd
P.O.BOX 191
Mtwara-Tanzania
Mobile: +255 787 339 699
E-mail: nestory@proactivesolutions.co.tz
Website: www.proactivesolutions.co.tz