The establishment of a training and development framework system for the Libya's oil industry

Abstract

The vital role of training and development, and its positive impact on the effectiveness of modern organisations is a key pillar in the success of not only individual employees, but entire countries. This is especially true in Libya, a nation that has only just begun the process of rebuilding its economy, and national infrastructure following years of devastating civil war. The Libyan oil sector accounts for 80% of the country's GDP, and 97% of all exports. Despite this, the country's unemployment rate hovers around 30%, while expatriate workers represent an estimated one-fifth of the country’s labour force. \n \nThe aim of this research is to analyse the effectiveness and efficiency of training system in the Libyan oil industry, leading to the development of new processes for the training. As a result, an increased number of Libyan citizens will find meaningful and long-term employment, while the country’s main economic driver – the oil industry – will rebound more quickly to its former capacity. Production currently stands at less than one fifth of the 1.6 million barrels per day Libya was producing before the political instability of 2011. \n \nThe design of this research study contained two stages started in sequence manner. Firstly, the researcher conducted interviews with heads of training and development departments and other management level personnel for eleven different Libyan oil companies, all of them working under the umbrella of the Libyan National Oil Corporation. Then in order to validate the data/information collected throughout those interviews, a questionnaire has been handled to the employees in targeted companies. As result of choosing mixed methodology to be the research method, this led to consider two bases for the research design. On the one hand, non-random for the qualitative approach and on the other hand random for the quantitative approach. \n \nThe main finding of this research is that social factors characterising the Libyan society (tribal system) such as nepotism, intermarriage and cronyism which locally known as "WASTA" have affected the management of training process in the Libyan oil sector. This has resulted in a negative competition atmosphere and developing significant job dissatisfaction. The researcher has proposed to develop a model, through this research, that will result in efficient training and development (T&D) system which will lower costs to business, improve turn-around times, company productivity, and the livelihoods of tens of thousands of Libyan people desperate for stable, and well-paying jobs in the aftermath of a deadly and destabilizing revolution. This research contributed to knowledge through the development of a theoretical T&D framework in the Libyan context, to enhance employees' engagement and replacing the current negative atmosphere to a healthier positive competitor environment.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 2 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.