Selecting diverse staff members who are technically astute with a command of world languages and cultures will make NOV a company for the 21st, not simply the 20th century and ensure that the company does not become left behind in an environmentally conscious global environment.
NOV's approach to training was similarly far-thinking and far-reaching as its recruiting efforts. Eschewing specialization, it tried to create a leadership team with a thorough knowledge base of every facet of the company. The chosen new managers spent an entire year rotating different jobs, almost like a doctor has a residency in different facets of medicine, to broaden his or her area of expertise. Talent management itself is a many-layered process at NOV. The 'old boys club' of a relatively small number of homogeneous management staff had been expanded by the recruiting and training effort. The mentoring received by the candidates during their orientation year ensured that a consistent company philosophy was still infused into every segment of the organization. Finally, after the one-year rotation, NOV created a final 'draft' process modeled on the National Football League (NFL) in which each business unit recruited specific members.
Conclusion
NOV considers its program to be successful, given...
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