Marathon Petroleum Hr SWOT Analysis & Strategic Plan [Q2 2025]

Align the strategy

SWOT analysis is a powerful tool for aligning executive team strategy by providing a structured framework to evaluate internal strengths and weaknesses alongside external opportunities and threats, enabling cohesive strategic decision-making.

Marathon Petroleum Hr SWOT Analysis

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Claude

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Example Data Sources

Annual Report and 10-K filing for Marathon Petroleum Corporation
HR industry benchmarking data from Mercer and Willis Towers Watson
Internal employee engagement and pulse survey results
Workforce analytics dashboard showing turnover and retention trends
Industry talent reports from American Petroleum Institute

No competitors available

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No past cycles

Mission & Vision SWOT Analysis OKR Plan Retrospective AI Strategy Data Acquisition

To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

Strengths

TALENT: Strong talent acquisition pipeline in energy sector
COMPENSATION: Competitive benefits package attracts top talent
TRAINING: Robust technical and leadership development programs
CULTURE: Recognized safety-first culture reduces turnover
DIVERSITY: Progressive DEI initiatives showing measurable gains

Weaknesses

RETENTION: 15% higher turnover in technical roles vs industry avg
DIGITAL: Outdated HR systems hampering workforce analytics
SKILLS: Significant renewable energy competency gaps
SUCCESSION: Limited bench strength for critical leadership roles
REMOTE: Inconsistent remote work policies causing engagement issues

Opportunities

TRANSITION: Energy transition creating need for new skill sets
TECHNOLOGY: AI-powered talent analytics to improve hiring outcomes
PARTNERSHIPS: Expand university relationships for talent pipeline
VETERANS: Untapped military veteran recruitment potential
MOBILITY: Enhanced internal mobility to retain institutional knowledge

Threats

COMPETITION: Tech sector poaching engineering talent with 20% premium
DEMOGRAPHICS: 28% of workforce eligible for retirement within 5 years
LEGISLATION: Changing labor regulations increasing compliance burden
PERCEPTION: Negative industry image among Gen Z candidates
LOCATION: Difficulty attracting talent to rural refinery locations

Key Priorities

SKILLS: Develop renewable energy and digital competencies
RETENTION: Implement strategic retention program for critical roles
TECHNOLOGY: Modernize HR systems for improved workforce analytics
SUCCESSION: Enhance leadership pipeline development program

Align the plan

One-page OKRs drive organizational clarity by keeping goals concise, visible, and aligned. This focused approach ensures everyone understands and works towards the same strategic priorities.

Marathon Petroleum Hr OKR Plan

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Powered by leading AI models:

Claude

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GPT

Example Data Sources

Annual Report and 10-K filing for Marathon Petroleum Corporation
HR industry benchmarking data from Mercer and Willis Towers Watson
Internal employee engagement and pulse survey results
Workforce analytics dashboard showing turnover and retention trends
Industry talent reports from American Petroleum Institute

No competitors available

|

No past cycles

Mission & Vision SWOT Analysis OKR Plan Retrospective AI Strategy Data Acquisition

To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

FUTURE-READY TALENT

Build the workforce for energy transition leadership

ACADEMY: Launch Energy Transition Skills Academy with 3 learning paths and 50% workforce enrolled by Q3
PIPELINE: Establish partnerships with 5 universities specializing in renewable energy technologies
IDENTIFICATION: Complete skills gap assessment for 100% of technical roles against future state needs
CERTIFICATION: Achieve 200 renewable energy technical certifications across operations workforce

RETAIN EXCELLENCE

Strengthen our strategic talent retention program

COMPENSATION: Implement market-aligned compensation structure for 100% of critical technical roles
ENGAGEMENT: Increase employee eNPS from 32 to 40 through targeted retention initiatives
MOBILITY: Launch internal talent marketplace with 30% of open positions filled through mobility
MENTORSHIP: Establish formal mentorship program reaching 250 high-potential employees by Q3

DIGITAL HR

Transform HR systems for data-driven decisions

PLATFORM: Complete implementation of unified HR technology ecosystem with 95% data integration
ANALYTICS: Deploy predictive workforce analytics dashboard with 5 key talent risk indicators
AUTOMATION: Reduce manual HR administrative processes by 40% through intelligent automation
ADOPTION: Achieve 85% digital HR tools utilization rate across all managers and HR team members

LEADERSHIP PIPELINE

Strengthen succession planning for critical roles

SUCCESSION: Identify 3+ qualified successors for 90% of business-critical leadership positions
DEVELOPMENT: Launch accelerated leadership program with 100 high-potential participants by Q3
ASSESSMENT: Complete leadership competency assessments for 100% of managers and executives
READINESS: Increase bench strength rating from 65% to 80% for director-level+ positions

METRICS

ENGAGEMENT: Employee engagement score of 85% by end of 2025 (current: 78%)
RETENTION: Reduce critical role turnover from 14% to 10% by Q4 2025
CAPABILITY: Energy transition skills readiness index of 75% (current: 52%)

VALUES

Safety and Environmental Stewardship
Integrity and Respect
Inclusive Culture
Results-Driven Performance
Collaborative Innovation

Align the learnings

Team retrospectives are powerful alignment tools that help identify friction points, capture key learnings, and create actionable improvements. This structured reflection process drives continuous team growth and effectiveness.

Marathon Petroleum Hr Retrospective

AI-Powered Insights

Powered by leading AI models:

Claude

Gemini

GPT

Example Data Sources

Annual Report and 10-K filing for Marathon Petroleum Corporation
HR industry benchmarking data from Mercer and Willis Towers Watson
Internal employee engagement and pulse survey results
Workforce analytics dashboard showing turnover and retention trends
Industry talent reports from American Petroleum Institute

No competitors available

|

No past cycles

Mission & Vision SWOT Analysis OKR Plan Retrospective AI Strategy Data Acquisition

To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

What Went Well

PERFORMANCE: 12% increase in refining margin driven by operational excellence
SAFETY: Achieved industry-leading TRIR of 0.17, 22% better than prior year
DIVERSITY: Female representation in leadership roles increased by 8 points
DEVELOPMENT: 92% completion rate of mandatory technical training programs
ENGAGEMENT: Pulse survey scores improved 5 points across all business units

Not So Well

ATTRITION: Critical talent turnover rate increased to 14%, up 3 points YoY
RECRUITING: Time-to-fill for technical positions extended to 78 days avg
COMPLIANCE: Increased labor-related regulatory violations in two regions
PRODUCTIVITY: Remote work transition led to 7% decrease in certain metrics
COSTS: HR administrative expenses 12% over budget due to system challenges

Learnings

FLEXIBILITY: Need for more adaptable workforce policies to retain talent
PLANNING: Strategic workforce planning must integrate energy transition
COMPENSATION: Traditional comp structures insufficient for critical roles
TECHNOLOGY: Legacy HR systems creating significant operational friction
AWARENESS: Disconnect between corporate purpose and employee perception

Action Items

REDESIGN: Complete competitive compensation review for critical roles by Q3
IMPLEMENT: Launch new HR technology platform for improved analytics by Q4
DEVELOP: Create energy transition skills academy for workforce reskilling
ESTABLISH: Form cross-functional talent management council with executives
MEASURE: Implement real-time employee sentiment monitoring capabilities

Drive AI transformation

AI transformation is critical for every organization. By prioritizing AI adoption across all departments, teams can enhance efficiency, drive innovation, and maintain competitive advantage in an increasingly AI-driven business landscape.

Marathon Petroleum Hr AI Strategy SWOT Analysis

AI-Powered Insights

Powered by leading AI models:

Claude

Gemini

GPT

Example Data Sources

Annual Report and 10-K filing for Marathon Petroleum Corporation
HR industry benchmarking data from Mercer and Willis Towers Watson
Internal employee engagement and pulse survey results
Workforce analytics dashboard showing turnover and retention trends
Industry talent reports from American Petroleum Institute

No competitors available

|

No past cycles

Mission & Vision SWOT Analysis OKR Plan Retrospective AI Strategy Data Acquisition

To build the premier workforce that powers safe, sustainable energy solutions by creating a diverse, agile team that delivers on America's evolving energy needs

Strengths

ANALYTICS: Existing data infrastructure for AI-backed HR insights
LEADERSHIP: Executive commitment to AI transformation in HR
PILOTS: Successful AI-powered recruitment screening pilot programs
PARTNERSHIPS: Strategic relationships with HR tech vendors
RESOURCES: Dedicated budget for HR technology modernization

Weaknesses

INTEGRATION: Siloed HR systems limiting AI implementation
EXPERTISE: Limited AI expertise within current HR team structure
DATA: Inconsistent data quality across HR information systems
ADOPTION: Low digital literacy among certain workforce segments
GOVERNANCE: Underdeveloped AI ethics framework for HR applications

Opportunities

PERSONALIZATION: AI-powered personalized learning experiences
PREDICTION: Predictive analytics for retention risk identification
AUTOMATION: Streamline 75% of administrative HR processes
INSIGHTS: Real-time employee sentiment analysis capabilities
EXPERIENCE: Chatbot-based employee service improvements

Threats

PRIVACY: Employee concerns about AI monitoring and data usage
BIAS: Risk of algorithmic bias in AI-powered talent decisions
RESISTANCE: Change management challenges with AI implementation
REGULATION: Emerging AI governance requirements creating uncertainty
COMPETITION: Industry rivals investing 3x more in HR AI capabilities

Key Priorities

UPSKILLING: Develop AI literacy program for HR team and leaders
INTEGRATION: Implement unified data platform for HR analytics
AUTOMATION: Prioritize high-impact HR process automation
GOVERNANCE: Establish clear AI ethics framework for HR applications

Marathon Petroleum Hr

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