HR Strategy and Workforce Planning for Energy and Utilities
How many people, in which roles, by when — and what they will cost.
What this looks like in energy and utilities
The parts of hr strategy and workforce planning that are specific to this sector, rather than general.
Workforce Planning by Project
People planned against the construction schedule.
What this coversHide
Workforce Planning by Project
People planned against the construction schedule.
What this coversHide- Manpower against project schedule
- Mobilisation and demobilisation
- Phase-wise requirements
- Skill requirements by discipline
- Redeployment between sites
- Contractor vs own manpower
- Peak requirement planning
- Operations handover staffing
- How many people does this phase need?
- Which certifications must be on site?
- Where do they go at commissioning?
Shutdown and Outage Staffing
The busiest weeks of the year, planned months ahead.
What this coversHide
Shutdown and Outage Staffing
The busiest weeks of the year, planned months ahead.
What this coversHideA planned shutdown concentrates a year's maintenance into days. It needs a workforce several times normal size, mobilised and inducted before the window opens and demobilised the moment it closes.
- Shutdown manpower plan
- Contractor mobilisation schedule
- Pre-shutdown induction and certification checks
- Shift pattern during the window
- Fatigue and duty-hour management
- Demobilisation and clearance
- Post-shutdown review
The general method — what hr strategy and workforce planning covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr strategy and workforce planning page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.