The percentages of oil and gas companies likely to adopt new and emerging technologies by 2022 include the following:
Big data analytics – 87%
App- and web-enabled markets - 61%
Internet of things - 83%
Machine learning - 70%
Cloud computing - 78%
Digital trade - 57%
Augmented and virtual reality - 65%
Encryption - 57%
New materials - 83%
Wearable electronics - 70%
Distributed ledger (blockchain) -48%
3D printing - 57%
Autonomous transport - 30%
Stationary robots - 52%
Quantum computing – 43%
Non-humanoid land robots - 30%
Biotechnology - 39%
Humanoid robots – 13%
Aerial and underwater robots - 52%.
Companies across all sectors are likely to adopt the use of stationary, aerial, and humanoid robots. But in the oil and gas industry, the demand is said to be more focused on stationary, aerial, and underwater robots.
Additional trends driving industry growth are advances in cloud technology and computing power, increasing the availability of big data, advances in new energy supplies and technologies, shifts in national economic growth, and expansion of education.
Many companies in the oil and gas industry also believe other societal and economic factors will impact their workforces. Eighty-seven percent say modifications to value chains will affect them. About half believe that changes in location of operations and the expanding use of task-specific contractors will also impact them.
Factors that determine job locations for oil and gas companies include, in order of priority, talent availability, product costs, and labor costs.
The Future of Jobs Report indicates that within oil and gas industry, there are “trusted partners” who are needed to support worker and task transformations. The three key groups include specialized departments within the companies, professional services firms, and industry associations. Other potential stakeholders— education institutions, government programs, and labor unions—received less emphasis as possible partners in these transitions.
The technological change and shifts in job roles are transforming the educational demands for skills at a faster pace than ever before. Achieving the transition to jobs of the future will require lifelong learning, as well as new strategies and educational programs for skills retraining. Many of these needed skills will be technology-related. But as the report explains, “…non-cognitive soft skills will also be important.” (Read more about soft skills in part three of this series.)
STEM (science, technology, engineering and mathematics) and non-cognitive soft skills combined are what will enable people to leverage their uniquely human capabilities, according to the report. “Relevant intervention points include school curricula, teacher training, and a reinvention of vocational training for the age of the Fourth Industrial Revolution, broadening its appeal beyond traditional low- and medium-skilled occupations.”
The impact of technologies will differ by company. Nevertheless, many oil and gas companies share beliefs about the expected impacts that certain technologies will have on their businesses and their work forces. Education, or the lack there of, will be factor determining change in the workplace. Change will be both positive and negative, depending upon the type of education one receives.
Emerging jobs in oil and gas industries include Data Analysts and Scientists, Big Data Specialists, Robotics Specialists and Engineers, Energy Engineers, Process Automation Specialists, Organizational Development Specialists, New Technology Specialists, Information Technology Services, Digital Transformation Specialists, and “Scrum” Masters.
Jobs in decline are roles for Data Entry Clerks, Accounting, Bookkeeping and Payroll Clerks, Petroleum and Natural Gas Refining Plant Operators, Mechanics and Machinery Repairers, Material-Recording and Stock-Keeping Clerks, Administrative and Executive Secretaries, Power Production Plant Operators, Mining and Petroleum Plant Operators, Printing and Related Trades, Workers ICT Operations, and User Support Technicians.