1. AAPG Workforce Panel Rod Nelson

2. Developing People for the Future Access to skilled people limited although new technical graduate supply is sufficient Mentoring, training and development must radically accelerate to meet demands Managing knowledge transfer and encouraging earlier autonomous decision-making is essential

3. A Shortage of Experienced Professionals 10203040 Corresponding demographics after recruitment by 2010 Demographics of the average US-based company in 2005 Years Source: SBC 2006 Benchmark, Quantitative Surveys from 16 Companies Industry Mid-Career Recruitment Base 100 in 2004 Industry Graduate Recruitment Base 100 in 2004

4. Regional Imbalance of Geoscience Graduates SURPLUSDEFICIT Source: 2005 Schlumberger Business Consulting study (Annual average over next 10 years).

5. Hiring and Training of New Professionals Recruiting and training have rapidly accelerated since 2004 More than 18,000 staff recruited with degrees or diplomas over the 2004-2007 period This includes more than 6,000 engineers from 200 universities in 80 countries Their training will be a major part of the 400,000 training days targeted in 2008 Source: Company Data Abu Dhabi March 2007 France January 2004 Siberia November 2007

6. New Training Methods - Simulation

7. New Ways of Working - Augmented Reality

8. New Ways of Communicating – Social Networks

9. Final Thoughts Energy has become and will remain much higher profile Technology and the people who develop and deploy it will ensure hydrocarbon resources will be extended and amounts recovered will increase Increasingly we will be interacting with the public in new and different ways Attracting and retaining young scientists and engineers is essential for our future and requires innovative thinking The challenges remain as exciting as ever

10. U.S. Human Resources Challenge % OF U.S. WORKFORCE AGE DISTRIBUTION Source: U.S. Dept of Labor. 0 5 10 15 20 25 2025303540455055606570 OVER HALF OF THE WORKFORCE ELIGIBLE TO RETIRE IN NEXT 10 YEARS AGE