An FTS Group Company

Oil Search Case Study

Transforming the business with new ways of working.

  • Global oil and gas producer business transformation 
  • Global SAP implementation 
  • End-to-end change management including enterprise learning 
  • Delivered through global COVID-19 pandemic 
  • Solid and successful results through the change journey 
  • Capability uplift enabling a smooth transition to BAU 

The client

Oil Search is PNG’s largest company and investor, operating all the country’s producing oil fields and holding an extensive appraisal and exploration portfolio since 1929. With a large interest in the ExxonMobil-operated PNG LNG Project, Oil Search has transformed into a regionally significant oil and gas producer.

The Opportunity

Oil Search embarked on a business transformation program to replace aging and disparate systems with an integrated, global and future-proof platform. It was an opportunity to improve business performance by simplifying and standardising business processes, systems, controls, compliance and information in line with industry best practices, by leveraging the market and as-a-service models.

As with all transformation projects, the crucial ingredient is people readiness, and Oil Search recognised the integral role an integrated change management solution would play in the success of the program of work.

Programme Vara, an ERP (SAP) implementation, is delivering four projects across two phases:

  • The first phase includes:
    • Release 1A (SAP Financials, financial management, supply chain management and asset management) in Alaska
    • Release 2 Employee Central/Payroll in Australia and PNG, and R2 Business Planning and Consolidation (BPC) to all locations.
  • The second phase includes:
    • Release 2 Delta for all of Oil Search, includes: Governance, Risk and Compliance (GRC); remaining SuccessFactors functionality; and Health, Safety, Environment and Security (HSES).

Release 1A was delivered in Alaska in May 2020, with the remaining projects to follow in 2020/2021.

Male oil technicians

The Solution

We were engaged by DXC to deliver an integrated end-to-end change, communications and engagement, and enterprise learning solution to drive user adoption of the new system and to create capability uplift. The Cubic solution included:

  • Change strategy and execution 
  • Communications strategy and execution 
  • Learning strategy and execution 
  • Stakeholder engagement and management 
  • Capability uplift  

We had a broad and talented team onboard, covering over 20 roles in change, communications, engagement, and learning, who worked closely with the business and the program across PNG, Alaska and Sydney. We had a change resource on the ground in Alaska, working closely with impacted teams and project stakeholders. To support PNG we had a regular rotation with our change resources on the ground, engaging with operational teams in-field. We also worked collaboratively with the Oil Search global and local Change Leads, People & Culture and Finance in the design, development and delivery of change outcomes.

The delivery of our global engagement and training activities coincided with the COVID-19 pandemic which presented unique challenges for our face-to-face approach. Amidst organization redesign, demobilization and revised working arrangements, it was inevitable that we redesign our employee and power user training delivery to become remote sessions, with exceptional results.

We developed a global Power User network through many upskilling and training sessions both face-to-face and remotely. This network has experienced a capability uplift that enables and empowers them to support their peers from go-live to business as usual.

Our engagement commenced from July 2019, and is scheduled to run for 20 months, to March 2021.

The Outcomes

  • All impacted staff trained in the new ways of working for go-live.
  • 75% of surveyed staff strongly agreed or agreed across the seven change pillars, indicating that they had the ability to use the processes and systems, and knew how to get support.
  • Power users support requirements reduced by 94% over the Hypercare support period, reflecting the increase in staff ability.

The Learnings

  • While on the ground and face-to-face change engagement is preferred, it is possible to deliver a successful change solution remotely.
  • The ability to pivot rapidly, to changes in the external environment, are fundamental to successful learning and high user adoption.
  • The learning journey starts with effective communication during the awareness and desire phases of change.
  • Engaged senior leaders, who are active change sponsors, are essential for successful change management.

Karen Yen - Principal Consultant

A strong relationship with stakeholders, our ability to quickly pivot to a remote learning solution, and power users leading support, all helped deliver successful user adoption for Oil Search Alaska.

You can download this case study as a printable PDF.

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