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Exxon Mobil Hr

To build a world-class team driving energy innovation by developing talent that transforms the future of global energy and carbon solutions

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To build a world-class team driving energy innovation by developing talent that transforms the future of global energy and carbon solutions

Strengths

  • TALENT: Global reach enables access to diverse talent pools
  • CULTURE: Strong safety culture and operational excellence
  • COMPENSATION: Competitive benefits package attracts top talent
  • DEVELOPMENT: Robust technical training programs and career paths
  • STABILITY: Low turnover in leadership positions creates continuity

Weaknesses

  • AGING: 32% of technical workforce eligible for retirement by 2027
  • SKILLS: Gap in digital and clean energy competencies
  • DIVERSITY: Underrepresentation in leadership (24% women in mgmt)
  • AGILITY: Slow talent acquisition process (76 days avg time-to-hire)
  • ENGAGEMENT: Below industry average employee satisfaction (68%)

Opportunities

  • TRANSITION: Talent needs for low-carbon business transformation
  • REMOTE: Expanded talent pools through flexible work arrangements
  • ANALYTICS: Data-driven talent decisions from improved HRIS
  • PARTNERSHIPS: Strengthen university relations for STEM pipeline
  • AUTOMATION: Reduce administrative burden through HR tech

Threats

  • COMPETITION: Tech sector poaching engineering talent (15% increase)
  • PERCEPTION: Energy industry stigma affecting recruiting Gen Z
  • SKILLS: Rapid tech evolution outpacing reskilling capabilities
  • REGULATORY: Compliance complexity across global operations
  • ECONOMIC: Cost pressures affecting HR program investments

Key Priorities

  • RESKILL: Develop critical future skills for energy transition
  • PIPELINE: Strengthen diverse talent acquisition strategies
  • TECHNOLOGY: Modernize HR systems for analytics and efficiency
  • CULTURE: Enhance employee experience and engagement
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To build a world-class team driving energy innovation by developing talent that transforms the future of global energy and carbon solutions

FUTURE-READY

Build critical skills for energy transformation

  • RESKILLING: Launch energy transition skills program with 2,000 employees trained by Q3
  • ASSESSMENT: Complete skills gap analysis for 100% of technical roles by end of Q2
  • DEVELOPMENT: Deploy digital learning platform with 75% employee adoption rate
  • EXPERTISE: Increase employees with carbon capture/hydrogen skills from 120 to 350
TALENT MAGNET

Attract diverse, top-tier talent

  • PIPELINE: Increase qualified diverse candidates by 40% through expanded partnerships
  • BRAND: Improve candidate Net Promoter Score from 42 to 65 through EVP redesign
  • EFFICIENCY: Reduce average time-to-hire from 76 to 45 days through process optimization
  • DIVERSITY: Achieve 35% women and 28% underrepresented minorities in new hires
DIGITAL EDGE

Leverage data and AI for HR excellence

  • PLATFORM: Complete unified HR data ecosystem implementation with 90% data integration
  • CAPABILITY: Train 75% of HR team on AI/analytics applications through certification program
  • INSIGHTS: Deploy predictive retention model achieving 80% accuracy for high-risk employees
  • AUTOMATION: Reduce manual HR transactions by 40% through intelligent workflow automation
THRIVE CULTURE

Create exceptional employee experience

  • ENGAGEMENT: Increase employee satisfaction scores from 68% to 78% through targeted initiatives
  • FLEXIBILITY: Implement enhanced work model with 85% employee satisfaction rating
  • WELLBEING: Launch comprehensive wellness program with 70% participation rate
  • RECOGNITION: Deploy new recognition platform with 90% manager adoption rate
METRICS
  • Employee retention rate: 90% overall, 95% for critical roles
  • Diversity in leadership: 35% women, 25% underrepresented minorities
  • Employee engagement score: 78% favorability rating
VALUES
  • Safety and operational excellence
  • Integrity and trust
  • Inclusion and diversity
  • Innovation and continuous improvement
  • Sustainability and environmental responsibility
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Align the learnings

Exxon Mobil Hr Retrospective

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To build a world-class team driving energy innovation by developing talent that transforms the future of global energy and carbon solutions

What Went Well

  • OPERATIONS: Successful integration of HR systems from Denbury acquisition
  • TALENT: Exceeded diverse hiring targets in engineering roles by 12%
  • DEVELOPMENT: New leadership program launched with 90% positive feedback
  • RETENTION: Key talent retention improved 8% in technical positions
  • SAFETY: Record low incident rate across global operations facilities

Not So Well

  • RECRUITING: Struggled to fill specialized low-carbon technology roles
  • COSTS: HR program expenses exceeded budget by 7% in last quarter
  • TECHNOLOGY: HRIS implementation delays affecting analytics capability
  • ENGAGEMENT: Employee satisfaction scores declined 5% year-over-year
  • PRODUCTIVITY: Time-to-productivity for new hires increased by 2 weeks

Learnings

  • SKILLSETS: Need for more targeted upskilling in energy transition areas
  • FLEXIBILITY: Remote work options critical for technical talent attraction
  • ANALYTICS: Better data integration required for workforce planning
  • COMMUNICATION: Change management efforts need strengthening for programs
  • AUTOMATION: Manual HR processes creating bottlenecks and inefficiencies

Action Items

  • DEVELOP: Design reskilling program targeting energy transition skills
  • MODERNIZE: Accelerate HR tech implementation to enable data analytics
  • PIPELINE: Strengthen university partnerships focused on future skills
  • ENGAGE: Launch targeted retention initiatives for high-potential talent
  • EXPERIENCE: Implement employee journey mapping to improve satisfaction
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To build a world-class team driving energy innovation by developing talent that transforms the future of global energy and carbon solutions

Strengths

  • FOUNDATION: Enterprise data architecture supports HR analytics
  • TALENT: Growing internal AI expertise in technical departments
  • LEADERSHIP: Executive commitment to digital transformation
  • INFRASTRUCTURE: Robust IT systems capable of AI integration
  • RESOURCES: Significant budget allocated for digital initiatives

Weaknesses

  • SILOS: Fragmented HR data across multiple legacy systems
  • SKILLS: Limited AI expertise within HR team (12% proficiency)
  • ADOPTION: Resistance to AI-driven HR processes from managers
  • GOVERNANCE: Underdeveloped AI ethics framework for HR use cases
  • INTEGRATION: Poor connection between HR and business data

Opportunities

  • PREDICTIVE: AI-powered retention and performance modeling
  • EFFICIENCY: Automation of routine HR transactions (40% potential)
  • EXPERIENCE: Enhanced employee services through AI assistants
  • LEARNING: Personalized skill development through AI
  • RECRUITING: Improved candidate matching and bias reduction

Threats

  • PRIVACY: Employee data protection concerns across global regions
  • TRUST: Employee skepticism about AI fairness in HR decisions
  • COMPLIANCE: Evolving regulations on algorithmic HR practices
  • INTEGRITY: Risk of perpetuating biases in talent decisions
  • DEPENDENCY: Over-reliance on vendor solutions limiting agility

Key Priorities

  • CAPABILITY: Build AI expertise within the HR organization
  • INTEGRATION: Create unified HR data ecosystem for insights
  • EXPERIENCE: Deploy AI to enhance employee service delivery
  • GOVERNANCE: Develop ethical AI framework for talent decisions