Résumé
During COVID-19 pandemic many projects were managed remotely facing challenges and gaining benefits out of that new way of work. This paper falls under the Project Management category to address COVID-19 challenges and opportunities faced IT auditors and IT auditees during the remote IT audit. The scope of this paper is to know how IT auditors managed their work, addressing the challenges they faced, and how the oil and gas sector can benefit from conducting virtual IT audit going forward. In addition to that, the paper will cover IT auditees experience with the new audit technique. The methodology this paper will cover is comparing IT audit preparation, outcome, and auditee responses before and during COVID-19 by conducting interviews with IT auditors and IT auditees within ADNOC group. It will also cover IT audit strategies and techniques that have been applied in order to assure having a successful audit during this critical time. This year, IT auditors in ADNOC group of companies are still conducting audits virtually. The outcome of this paper would be used as a guidance to support IT auditors in oil and gas sector by: 1. Sharing challenges and opportunities IT auditors and IT auditees faced. 2. Sharing best practices of virtual IT audit. 3. Sharing lessons learned and provide recommendations on how to avoid addressed challenges. A virtual audit is a new technique that auditors were forced to deal with, because of COVID-19 pandemic, to perform their tasks. Presenting the challenges and opportunities faced especially in IT audits will benefit the petroleum industry to reduce gaps in this area and benefit from the lessons learned. Copyright © 2022, Society of Petroleum Engineers.
Résumé
Objective Scope: ADNOC group of companies introduced the Fursa platform which is an internal online website where HR acquisition partners among the 13 companies can post vacancies and employees from any of the 13 companies can apply to those vacancies. The aim of this initiative is to move ADNOC's employees internally to reskill, fill department gaps, and cross-collaborate to get a project done or hit an organizational goal with minimizing hiring cost and accelerate recruitment process. This study considers the above stated program as an explanatory factor to determine the individual's as well as organizational outcomes in ADNOC group of companies. Methods, Procedure, Process: To address the study objectives, qualitative and quantitative methods are adopted. More specifically, for quantitative approach, structural questionnaire was developed through adopting different items from the literature. Whereas qualitative analysis are conducted while using the information from structured interviews. Results, Observations, Conclusions: The study findings indicates that both individual and organizational outcomes are positively and significantly determined by internal mobility program. Similarly, analyses through qualitative approach confirms that internal mobility program helps to provide learning and development of the employees, productivity and performance in terms of individual outcomes, and sales and growth to reflect the concept of organizational outcomes. It is stated current program Enabled employees to find their next position, project, or mentor internally, and maximized ADNOC workforce potential and unlock the capacity to meet the corporate objectives. Other interesting outcomes are It takes less time and money to source (and saves money on relocation costs and as known during pandemic situation there is a restriction on international movement between countries);it enables faster onboarding and ramping up. Additionally, during internal mobility the company is confident that the candidate shares your mission and vision, and It also implies that you are aware of a candidate's most recent performance. Novel/Additive information: the study is unique in the sense that it is done in one of the giant oil and gas companies which employees working in different aspects of the business;upstream, downstream, and mid-stream. The study introduces modern ways of work in a speedy, natural manner, and the use of MS Teams to do virtual interviews. Fursa platform allows companies to act quickly. It only takes a few seconds to determine where talent should be directed, and a few more seconds to deploy it. © Copyright 2021, Society of Petroleum Engineers