our expert speaking faculty includes · in response to a recent drop in oil prices – the trouble...

1 REGISTER TODAY! www.HumanCapitalOilGas.com • 1-800-882-8684 • [email protected]

October 19-21, 2015 • DoubleTree by Hilton • Houston, Texas

2nd Annual

Our Expert Speaking Faculty Includes:

Developing an Agile Approach to Human Capital Management in Preparation of the Next Market Disruption and to Realize Ongoing Business Objectives

EARN up to 12 HRCI Credits! The 2nd Annual Human Capital Management for Oil & Gas Summit is pre-approved for recertification credit hours through the Human Resource Certification Institute (HRCI). For more information visit www.hrci.org

REGISTER TODAY! www.HumanCapitalOilGas.com • 1-800-882-8684 • [email protected]

Aaron SobelVice President Human Resources Diamond Offshore Drilling

Charles D. Shaw, Ph.D.; Director, Learning and Organization Effectiveness Spectra Energy

Tracy GrayManager Global Workforce Planning & Sourcing Halliburton

Pierre BismuthSenior Human Resources Advisor Schlumberger

Deanna JonesVice President of Human Resources and Administrative Services Marathon Oil Corporation

Lisa FinchGlobal Diversity & Inclusion Talent Attraction Lead BP

Heather King Director Global Talent

Acquisition Cameron

Jo ClemWorldwide Advisor Employee Development Apache Corporation

Exclusive access to high level Oil & Gas industry professionals at the intimate event setting

Focus on learning and development -uncover the latest strategies and programs that will allow your company to execute targeted training and development of employees in order to close skillset and competency gaps

Learn from industry leaders about the effective HR models they have implemented to forecast recruiting needs, as well as how to invest in talent in a way that improves retention and provides concrete ROI

Four Main Areas of Focus:a. Reinventing HR Strategiesb. Recruiting and Retaining Talentc. Training, Development, and Talent

Managementd. Developing critical HR capabilities

Covering both traditional challenges for HR in the Oil & Gas industry, and downturn-related challenges

14+ Oil & gas industry leaders on this year’s speaker faculty

Significant focus on strategic HR

More networking opportunities

Interactive sessions, round tables, and panels

Top Three Benefits of Attending:

What is New This Year:

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Dear Industry Professionals,

As you all know, Oil & Gas companies have recently implemented rounds of layoffs and financial cuts in response to a recent drop in oil prices – the trouble is the industry cyclically experiences market downturns triggering similar downsizing and fiscal cuts each time there is a market disruption. In response to the most recent downturn the United States alone has seen over 51,000 layoffs since June of 2014. The market is posed to bounce back, but what actions are being taken by Oil & Gas companies taking to be prepared for not only the next market boom, but also the next market downturn? Measures need to be taken in order adopt a more strategic approach and be prepared for the next inevitable market downturn.

The industry’s reactive approach to market disruptions have hindered their ability to tackle long-standing industry issues such as the impending crew change, lull in the talent pipeline, and increasingly global workforce. These are still extremely relevant problems for the industry, with a survey of senior Human Resource officials by Ernst & Young and Rice University revealing that shortage of quality talent is a top-five problem for almost 90% of the organizations surveyed. Human capital management processionals must tackle these enduring problems now instead of letting the cycle continue. Through the use of effective workforce planning, data analytics, training and development programs, and targeted recruiting HR in the O&G industry can become a more strategic entity prepared to face any market downturn.

Now is the time for industry leaders must rethink the role of human capital management in order to allow Oil & Gas companies to realize their long-term business objectives, rather than yield to short-term financial objectives. Investments in critical HR programs will allow Oil & Gas companies to forecast market trends, and prepare their organization and workforce accordingly. Data analytics software will enable organizations to plan their workforce accordingly and practice targeted recruiting. Implementing robust Learning Management Systems will provide uniform global training, and cut costs. These programs must be prioritized and streamlined, rather than cut, to circumvent the effects of the next downturn and allow your organization to realize its full potential. HR leaders must be involved in the decision making process to align human capital management goals to business goals, and increase overall productivity.

IQPC’s 2nd Annual Human Capital Management for O&G Summit is set to take place on October 19-21, 2015 in Houston, Texas. This year’s summit will bring together industry leaders to discuss their successful methodologies and provide your company with the tools to be prepared for any market condition.

Tackle the problems in the industry at the place where the industry leaders collaborate on solutions and trends through sessions addressing:• Rethinking the role of Human Capital Management at your Oil & Gas Company• Maintaining your company’s critical HR programs during the market downturn in order to realize

long-term business goals• Effective workforce planning strategies allowing for strategic decision making, targeted hiring, and

more productive use of resources• Key investments in the training and development of your employees to improve retention• Utilization of data analytics to forecast trends, and prepare your company accordingly

Join us and take full advantage of the 2015 networking opportunities through roundtable discussions, panels and workshops.

On behalf of the IQPC event team, we look forward to seeing you in Houston!

Sincerely,

Souad Mansour Program Director Oil & Gas IQ

Don’t miss out on this opportunity to meet with industry leaders and network with:

Received the 2015 Emerging Entrepreneur of the year award at the Governor’s Small Business forum

2015 Sponsors

Don’t miss out on sessions about…

• Chief Human Resource Officers• Chief People Officers• VP, Directors, and Managers of:

• Human Resources• Organizational Development• Talent Management • Learning and Development• Knowledge Management and

Transfer• Recruiting• Leadership Development• Talent Acquisition• Learning Technology• Workforce Planning

• Strategy Leaders• Senior HR Analyst

• Circumventing the effects of the most recent market downturn

• Key learning, development, and training program strategies to better prepare your Oil & Gas company for any market condition

• Reinventing the role of Human Capital Management within the industry to better align business objectives to HR objectives

• Effective workforce planning strategies that will allow your organization to be more agile in the face of market disruptions

2nd


Workshop Day Monday, October 19, 2015

8:00AM Registration and Coffee

8:30 AM Welcome Remarks

8:45AM Oil And Gas HR Professionals 2.0: Developing Internal Critical Skillsets To Ensure HR’s Role As A Strategic Entity Within Your Oil & Gas Company

For years the nature of the oil and gas industry has posed a problem for HR departments. The role of Human Capital Management in the oil and gas industry has evolved to include far more than the traditional HR functions. Because of the volatility of the energy market, human resource professionals play an important tactical role in order to keep company efficient during any market condition .At the same time they protect the growth potential of the company with the management of the supply chain of talents and the succession planning . Topics to be covered during the workshop session:

• The best use of HR resources.• Identifying critical skillsets within the HR department and how to identify skillset gaps. • Leadership training to prepare HR managers for better anticipation and management of business cycles .

Pierre Bismuth Senior Human Resources Advisor SBC

Aleek Datta Principal SBC

11:00AM Reducing Cost And Redundancies In Your Global Workforce Training Through Use of Learning Management Systems

In many instances oil and gas companies respond to market downturns by carrying out program cuts and many times essential HR programs are the first to go, which can include reduced training, or cuts to nonessential training programs. Human capital management professionals understand the value and importance of maintaining training to further company objectives, and improve employee confidence. By investing in, or implementing a robust Learning Management System (LMS) you will allow your employees to reach their full potential, reduce redundancies in training programs and increase overall productivity, and most importantly cut costs in the long-term. Join us to learn about:

• Implementing a robust Learning Management System to create uniformity in training your global workforce• Reducing redundancies and cost through the utilization of a LMS• Investing in training programs to reach your global workforce, and close competency gaps

1:00PM Lunch

2:15 PM Effective Leadership Development Strategies In Turbulent Times Even during market downturns, companies will need to continue their leadership development efforts to ensure a steady pipeline of capable

leaders. This session will explore the 70:20:10 learning and development framework and how companies can utilize this to create high impact cost effective leadership development solutions. During this highly interactive workshop you’ll be asked to roll up your sleeves and brainstorm creative ways to apply the framework in your organization. By the end of the session you will have:

• Developed a high level understanding of the 70:20:10 framework• Generated ideas for how you can utilize the framework in your organization to create high impact cost effective leadership development

solutions Shelley Steffek Pernot

Former Global Capability Manager, Leadership Development BP

4:30 PM End of Workshop Day


7:45AM Registration

8:45AM Chairperson’s Welcome and Opening Remarks

9:00AM Elevating HR Department Status: From A Transactional To A Strategic Entity

Human capital management is quickly evolving, particularly in the oil and gas industry. The cyclical nature of the industry has placed added pressure on HR professionals to adopt a more strategic approach to HCM than is traditional. The “hire & fire” days of HR are a thing of the past as human capital management professionals join colleagues at the decision making table to provide strategic insight in regards to workforce planning, talent development, training, and the overall business strategy. Join us to learn about:

• Optimizing HR delivery service to streamline HR processes and shift the role of your human resource department within the overall business structure

• Ensuring goal alignment between HR and the business to drive the right focus.

• Adopting a strategic approach to Talent Management that will allow agile responses to market disruptions and allow the business to meet its objectives.

• Investing in programs that handle transactional HR work can increase productivity and cut long term costs. I.e. shared services, outsourcing.

Aaron Sobel Vice President Human Resources Diamond Offshore Drilling

9:45AM PANEL DISCUSSION: Uncovering Various Approaches To Adjust HR Programs To Meet Short-Term Objectives Without Compromising Long-Term HR Strategies

Recently, and many times before, market downturns have caused oil and gas companies to execute financial cuts that effect key HR programs. Cuts to vital HR programs can hinder companies from realizing their long-term corporate goals, and can lower employees’ confidence in themselves and their company. This panel will bring together industry leaders who will discuss effective ways to adjust and streamline HR programs during times of fiscal cutting, without compromising long-term company goals. Join us to learn about:

• Identifying ways to trim costs without cutting critical programs, allowing your company to fulfill long-term goals

• Prioritizing key programs based on key talent areas and capital projects allowing for a more productive use of resources

• Allowing your company to not have to reinvent key programs when market bounces back

Panelists:

Cheryl Highwarden Program Manager, Shell Advanced Technical Program (SATP) & Shell Graduate Program (SGP) Shell

Deanna Jones Vice President of Human Resources and Administrative Services Marathon Oil

10:00AM Global Oil and Gas Industry Hiring Insights The current state of the oil and gas industry poses numerous

challenges for hiring managers and job seekers alike. Join Rigzone VP of Sales David Lee to gain a better understanding of the driving motivations of both hiring managers and job seekers, the importance of Millennials in the workforce, and the impact of emerging trends in the industry. With emphasis on five critical areas of focus, this presentation will help you refine your human resource objectives to support candidates as they search for their next career opportunity. Topics covered include:

• What kinds of positions job seekers want• What job seekers value when looking for a new career

opportunity• Which tools recruiters and hiring managers use to reach job seekers• How mobile use is changing the hiring landscape

David Lee Vice President, Global Head of Sales Rigzone

11:00AM Morning Networking and Refreshment Break

11:30AM PANEL DISCUSSION: Determining Approaches To Ensure HR’s Input In Key Long-Term Strategic Business Decisions

During this panel discussion you will explore ways to bring human capital management professionals to the decision making table. HR’s responsibilities have transformed in recent years this session will explore how including HR in key business decision making will ultimately increase productivity. Learn how involving HR in vital business making decisions will allow your company to achieve long-term corporate goals. Join us to learn about:

• Aligning human resource development objectives with overall corporate objectives to establish a long-term method of achieving short-term fiscal targets

• Advise on strategic business priorities and bring objectivity during decision making

• Creating a culture encouraging collaboration and communication to mitigate the effects of market unpredictability on long-term corporate goals

• Reengineer corporate structure to reflect evolving role of human capital management

Panelists:

Tracy Gray Manager Global Workforce Planning & Sourcing Halliburton

Randy Zimmerman Global Human Asset Manager Halliburton

Aaron Sobel Vice President Human Resources Diamond Offshore Drilling

12:15PM Building a Business Case For Top Management Showing Value Of Critical HR Programs That Need To Stay!

Market disruptions frequently lead to financial cuts that effect Human Capital Management programs. As HR professionals know, these programs are key to realizing business goals and improve employee relations. Cutting key programs can affect the overall business strategy by reducing productivity, and can hurt employee retention.

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Main Conference Day OneTuesday, October 20, 2015

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During this session we will explore ways to approach your company’s leadership and present a case for maintaining critical HR programs. Discuss how sustaining such programs will improve employees’ sense of value, and allow your company to remain in like with key business and financial goals. Join us to learn about:

• How maintaining investments in key training, development, and recruiting programs will allow your organization to realize their business goals

• Remaining in line with key corporate and financial goals by prioritizing and consolidating key HR programs, rather than cutting programs during market downturns

• How continuing investments in these HR programs increases employees’ sense of value

Dr. Brett Richard Corporate Manager, Organizational Effectiveness and Change Sasol

1:00PM Lunch

2:00 PM Tackling An Ongoing Challenge: Designing An Effective Recruiting Program That Will Appeal To Millennials

Across the industry, companies are finding it difficult to engage with, relate to, and recruit Millennials. During this session, Caroline Brown will share her knowledge gained from leading the Next Generation with National Oil Varco. She will discuss the program’s success, and how the development of the early engagement program and designing a clear career path for young talent has worked to attract millennials to her company. Join us to learn about:

• The development of early engagement programs that work to attract millennials

• Creating partnerships with universities to draw young talent to careers in oil and gas

• Designing a career path for millennials showing commitment to their careers

Caroline Henley Brown Manager Next Generation Program National Oilwell Varco

2:45PM Tapping Into The Female Talent Pool: Effectively Attracting Women To Oil & Gas Jobs

For years the oil and gas industry has suffered from a lull in their talent pipeline and have worked to increase recruiting and early engagement efforts to replenish the pipeline. Companies within the industry have begun to recently increase their efforts to engage and recruit females to the industry. According to the American Petroleum Institute, female employment in the oil, gas, and petrochemical industries is projected to account for 185,000 of total job opportunities through 2030. During this session we will explore effective strategies that will allow you to tap into this underutilized pool of potential employees. Join us to learn about:

• Discuss how to increase female recruiting efforts for jobs across the industry

• Creating early engagement programs to attract females to the oil and gas industry

Lisa Finch Global Diversity & Inclusion Talent Attraction Lead BP

3:30PM Afternoon Networking and Refreshment Break

4:00PM Maintaining Your Talent Pipeline During A Downturn Market

Unpredictability in the industry can cause setbacks when working to replenish your company’s talent pipeline. This can be attributed to both financial cuts, as well as decreased interest in young talent to enter the industry. During this session you will be presented with data and information on the best practices for attracting young talent, and effectively recruiting and retaining college students. Join us to learn about:

• Best practices based on what current college students are seeking in potential employers and how to best recruit and retain students on college campuses

• Exploring creative ways to remain engaged with the college market

• Best practices and information on what current college students are seeking in potential employers

Jamie Belinne Assistant Dean: Rockwell Career Center Bauer College of Business (University of Houston)

Erin Hanley-Bostick Senior Manager, HR Project Management Halliburton

4:45PM Creating Incentive Programs For Employees To Ensure An Effective Knowledge Transfer

The impending “crew change” is not a new topic within the industry, but is still on the radar for oil and gas companies. With a significant chunk of the skilled labor workforce reaching retirement age, now is the time to act and ensure successful knowledge transfer programs are in place so that you don’t lose years of valuable knowledge with retiring workers. We will explore different incentive programs, and methods of involving skilled laborers in the transfer of knowledge to less experienced programs that will allow for an effective knowledge transfer, as well as increased overall safety and productivity at your company. Join us to learn about

• Knowing how to involve experienced employees in the training of incoming employees allowing for critical knowledge transfer

• Creating incentives for employees involved in mentoring, or knowledge sharing programs

Luis Rodriguez Knowledge Management Specialist FMC Technologies

Lynnette Gulley Learning Center Manager FMC Technologies

5:30PM Chairperson’s Closing Remarks

5:45 PM End of Main Summit Day One

Day One ContinuedR

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8:00 AM Registration Opens

9:00AM Chairperson’s Welcome and Opening Remarks

9:15AM Creating An Agile Workforce Through Strategic Talent Management Practices

Market instability can negatively impact business objectives if proper talent management practices are not being utilized. This session will explore how strategic talent management practices will allow you to create an agile workforce, prepared for any unpredictable market condition. Join us to learn about:

• Best talent management practices to achieve an agile workforce

• Circumventing volatile markets through strategic talent management

Charles D. Shaw, Ph.D. Director, Learning and Organization Effectiveness Spectra Energy

William “BJ” Hennig Manager Learning and Organizational Development Spectra Energy

10:00 AM Recession-Proof Your Workforce: Implementing A “Building Talent” Model To Engage Employees And Improve Long-Term Retention

Because of market volatility, oil and gas companies are shifting from the traditional practice of buying talent due to financial cutbacks. Human capital management professionals are now switching to a building talent model that allows their company to invest in their employees’ career in a way that improves employees’ sense of value and increases retention. Join us to learn about:

• Shifting from a “buying talent” to “building talent” model• Executing effective employee engagement practices that

places value on employees and increases employee retention• Building a clear career path for employees consequently

improving retention

Jo Clem Worldwide Advisor Employee Development Apache Corp.

10:45AM Morning Networking and Refreshment Break

11:30AM INTERACTIVE ROUNDTABLE DISCUSSIONS: Overcoming Industry Roadblocks Allowing Your Company To Reach Its Full Potential

This interactive round table session will allow you to discuss key issues hindering your company from realizing your full potential. Choose from the following topics and engage in roundtable discussions with your peers, and other industry leaders.

• Rebranding Strategies• Utilizing Cutting Edge Technologies to Better your

HR Programs Facilitator:

Georgette Hunter-Franklin; Leadership Development ConocoPhillips

• Global Recruiting Strategies

12:15PM Using Cutting-Edge Data Analytics Tools To Forecast Workforce Needs and Effectively Recruit

In the past, recruitment in the oil and gas industry has focused on buying talent. Current economic conditions have caused the industry to rethink their strategy, and have turned the focus to cutting-edge analytics technology to. Data analytics is an invaluable tool for Human Resource departments across the industry. Examining both external market data, along with internal data relating to staff and upcoming capital projects will allow you to draw calculated conclusions to aid in long-term planning. Data analytics will transform how business decisions are made and allow you to foresee critical talent and knowledge gaps. Join us to learn about:

• Utilizing advanced data analytics to tackle industry problems including the global workforce, the impending crew change, and volatile market conditions.

• Planning with accuracy for market ups and downs by forecasting workforce needs and practicing targeted, strategic recruiting

• Employing data analytics to address critical needs allows for informed decisions that will aid in the execution of both short and long-term business objectives

1:00PM Lunch

2:00PM Optimizing Operational Performance Through Strategic Workforce Planning

In today’s ever-changing oil and gas market, companies have to adjust their people strategies. Not only are they looking at existing employees but also future employees. Today, more than ever, having a valid, realistic, and strategic workforce plan is vital. How does HR play a role in this? What is the role of the business? Can the plan be seen as strategic? The presenter of this session will share a case study of successful implementation including the following main points:

• Clarifying the purpose of a workforce plan• How to make a workforce plan strategic• Making a workforce plan that is fit for purpose• Definition of roles and implementation model• Using internal data as well as external statistics about

labor supply to effectively manage your workforce during any market condition

• Using data analytics to accurately forecast staffing needs, and allow you to maintain a balanced workforce

Tracy Gray Global Workforce Planning & Sourcing Manager Halliburton

Main Conference Day TwoWednesday, October 21, 2015

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2:45 PM Maintaining And Investing In Talent Acquisition During The Market Downturn

As you already know, the Oil & Gas industry’s most recent market disruption has affected many key HR programs and processes. While finding quality talent is still a priority for most companies within the industry, talent acquisition and recruiting programs are not immune to the effects of the downturn. Talent leaders are often faced with reduced budgets and programs being moved down in priority when recruitment volumes decrease. However, discontinuing investment in talent acquisition during a downturn will result in failure to reach top talent now and inability to stay ahead of the curve when the market returns. Join us to learn about:

• Strategic talent acquisition areas to invest in, and that executives will buy-in to, during market downturns

• How investing in talent acquisition will set you up for success when the market bounces back

• Effective talent acquisition methods that allow you to realize business goals, even in the face of market downturns

Heather King Director Talent Acquisition Cameron

3:30PM Afternoon Networking and Refreshment Break

4:15PM Effective Leadership Development Strategies In Times Of Uncertainty

In times of rapid change, companies may miss opportunities to leverage learning in the day to day challenges their leaders face. This is exactly where leaders can be teachers and high impact learning happens. During this session we will explore effective leadership development strategies that will empower leaders at all levels to become fully engaged in developing their own and their team’s capabilities, engagement, and productivity. Join us to learn about:

• Effectively developing leaders, allowing them to improve employee engagement

• Facilitating executive level discussions of critical business needs to target talent development investments during times of change.

• Expanding the organizations’ vision of talent development and the ways employees can develop every day to improve productivity, engagement and retention.

• Engaging management and employees at all levels in the development of future oriented leadership competency models.

• Delivering targeted learning and development solutions based on competency models.

• Empowering your leaders to take charge of their own development, improving engagement, productivity, and retention.

Susan Guest Manager, Learning & Development Chevron Phillips Chemical Company

5:00PM Chairperson’s Closing Remarks

5:15PM End of Main Summit Day Two

Day Two Continued

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About the Organizers:

IQPC and the Oil & Gas IQ provide educational conferences, training courses and expositions for oil & gas executives to network and learn the latest developments and trends occurring in organizations today. Oil & Gas IQ concentrates on creating an interactive experience featuring practical, objective and up-to-date insight from leading oil & gas sector professionals, engineers, project managers, directors, executives and regulators.


Register Online, by Email, Phone, Fax or Mail

End User

Vendor

Team Discounts*

Web: www.humancapitaloilgas.com

Email: [email protected]

Phone: 1.800.882.8684

Fax: 212.973.1042

Mail: IQPC 535 5th Avenue, 8th Floor New York, NY 10017

Please note:• IQPC reserves the right to determine who qualifies as an end user• All ‘Early Bird’ discounts require payment at time of registration and before the cut-off date in order to receive any discount.• Any discounts offered (including team discounts) must also require payment at the time of registration.• All discount offers cannot be combined with any other offer.• Please view our registration policy for full information about payment, cancellation, postponement, substitution and discounts.• Please note multiple discounts cannot be combined.A $99 processing charge will be assessed to all registrations not accompanied by credit card payment at the time of registration.

MAKE CHECKS PAYABLE IN U.S. DOLLARS TO: IQPC * CT residents or people employed in the state of CT must add 6.35% sales tax.Team Discounts: For information on team discounts, please contact IQPC Customer Service at 1-800-882-8684. Only one discount may be applied per registrant.Special Discounts Available: A limited number of discounts are available for the non-profit sector, government organizations and academia. For more information, please contact customer service at 1-800-882-8684.

Details for making payment via EFT or wire transfer: JPMorgan Chase - ww Penton Learning Systems LLC dba ABA/Routing #: 937332641 Reference: IQPC: 24090.001

Payment Policy: Payment is due in full at the time of registration and includes lunches and refreshment. Your registration will not be confirmed until payment is received and may be subject to cancellation.For IQPC’s Cancellation, Postponement and Substitution Policy, please visit www.iqpc.com/cancellation

Special Dietary Needs: If you have a dietary restriction, please contact Customer Service at 1-800-882-8684 to discuss your specific needs.

©2014 IQPC. All Rights Reserved. The format, design, content and arrangement of this brochure constitute a trademark of IQPC. Unauthorized reproduction will be actionable under the Lanham Act and common law principles

*Discounts apply to registrations submitted together, at the same time. Cannot be combined with any other discount

Location & Lodging Information

Package Standard Price

All Access: Main Conference + Workshop Day $2,599

Main Conference Only $2,199

Workshop Day $1,399


All Access: Main Conference + Workshop Day $3,399

Main Conference Only $2,999

Workshop Day $1,699

Number of Attendees Savings

3 to 4 10%

5 or more 15%


BRANDING PASS – Only 5 Passes Available Includes:• 3 Day All-Access Pass• Company Logo on event website• 50 word company or product description on event website

$3,995

NETWORKING PASS – Only 5 Passes Available Includes:• 3 Day All-Access Pass• Company Logo on event website• 50 word company or product description on event website• Small roundtable to demonstrate product or service to all event

attendees*

$4,995

Pricing, Registration & Location

Sponsorship and Exhibition Opportunities Still Available!Event Sponsorship is an excellent opportunity for you company to showcase its products and services to senior level, targeted decision-makers attending IQPC’s Automotive Seating Summit, IQPC and Automotive IQ helps companies like yours achieve important sales, marketing and branding objectives b setting aside a limited number of even sponsorships-all of which are tailored o assist your organization in creating a platform to maximize its exposure at the event.

Don’t let you competition get ahead of you-secure your sponsorship opportunity by contacting Chris Ritchie at 212-885-2799 or [email protected].

The 2nd Annual Human Capital Management for O&G Summit will be held at the DoubleTree by Hilton.

6 Greenway Plaza East Houston, Texas77046 , United States

our expert speaking faculty includes · in response to a recent drop in oil prices – the trouble...

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