Active Partnership

Human Capital

People are the Business

Leading people and managing change are perhaps two of the most challenging aspects of human capital management, and today’s business environment only elevates the complexity. Inconsistent human resource practices and poorly managed change both risk the delivery of business objectives.

From cost reduction to process improvement, integration to a full turnaround, Carnrite views human capital and organizational change as integral components for any successful and sustainable strategic solution. Our holistic approach to assess and ensure our client’s human resource practices and change management processes are comprehensive and aligned with corporate strategy and values, provides our clients with a sustainable competitive advantage. The development of an aligned and empowered organization begins by recognizing people as an asset, not an expense; thereby, helping our clients to attract and retain top talent.

Aligning and Engaging People and Managing Change Drives Results

 

Change Management and Human Capital

Energizing the Oil & Gas Workforce

at a Time of No/Low Growth

As the industry emerges from the challenges of the last 18 months, we are seeing strong indications that the E&P Industry will continue to operate within cash flow for the foreseeable future despite a recent increase in consolidations. Operators are instead paying down debt and/or distributing excess cash to shareholders as dividends or buybacks. This has and will continue to translate not into growth, but into strategies and actions such as swapping assets rather than adding acreage, conservative drilling programs, and continued focus on running existing operations as efficiently as possible.

Getting Back to the Office

With Many Ways to do it, the ‘What’ is as Important as the ‘Why and the ‘How’

“Your people and your business have proven over the last year that working remotely can be done and done successfully. Various studies have indicated that the productivity impact over the last year has ranged from slightly positive to only slightly negative. With the decision and then actual return to the office looming for many companies, the most important thing may be to ‘not get in your own way’ by imposing an approach that just doesn’t fit the reality your business has just experienced.”

Doug Schlegel, Managing Director & Human Capital Lead

The Workforce of the Future

Our workforce has never before seen the speed and breadth of change we are now experiencing

How ready are you for what these changes mean for your Company? Catalysts driving true, material change need to be both substantial and lasting. It seems clear that the world, and with it the way people work, is now experiencing fundamental and lasting change from catalysts such as COVID-19.

By Doug Schlegel, Managing Director & Human Capital Lead

Leadership – How People ‘See’ It

Good leadership comes down to alignment

As long as the chosen attributes and behaviors are authentic and aligned with the Company’s Vision, Mission, Values, Strategy, and Culture, a shared understanding of what is expected of leaders will give the right focus to other Human Capital systems (e.g., talent and leader identification, development, sourcing).

By Doug Schlegel, Managing Director & Human Capital Lead

Refocusing Human Resources on the Base Business

How HR Organizations Can Bring Meaningful Impact 

Whether your experience is in the corporate or consulting world, many of us have likely seen cases where an individual business function, like Human Resources, can raise its game and contribute even more to the business.

By Doug Schlegel, Managing Director & Human Capital Lead

Business Decision Optimization

“Working closely with both asset and corporate leadership teams, that were otherwise siloed, brought greater strategic thinking and alignment to workforce planning and development and established best practices for talent retention and acquisition in challenging environments.”

Carnrite designed a workforce planning approach that was key to modeling how business activity drives workforce requirements.

Doug Schlegel

Senior Director

Human Resource Planning and Development Case Study

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