At Halliburton, global learning and development teams are responsible for establishing our learning and development framework, which includes the standards, processes, and systems related to employee training and education. The teams then create employee development plans at the business unit level to build a tailored curriculum to meet the individual needs of the employees in each business unit.
Employees have access to a variety of learning and career resources via the Employee Development Program, which includes the Learning Central and Competency Central platforms. Learning Central is a comprehensive learning management system that tracks more than 4,000 courses, including technical, professional, and leadership training in online, classroom, and workshop settings. Employees have access to this platform through a mobile application that can be viewed on their phones and tablets, putting development in the palm of their hand.
Competency Central connects required competencies to job roles to ensure that employees receive relevant training and development that are aligned to business needs. To identify and address gaps in knowledge or skills, managers assign training and assess employees on their competencies for both their current roles and their next roles of interest.
In addition to these resources, Halliburton offers tuition reimbursement for Halliburton employees who pursue degrees that will further enhance their competencies. The Company has also partnered with universities across the U.S. for Halliburton employees to take undergraduate or graduate classes online at a discounted rate.
The quality of our learning and development programs remains best in class in the industry.
With more than 8,000 leaders at Halliburton, the ongoing identification and development of leadership talent strengthens our competitive advantage and is critical to our short- and long-term success. Halliburton manages employee performance and engagement through frequent Check-ins between employees and managers. These discussions focus on status of work, priorities, performance feedback, and development. All employees participate in this Check-in process, which is the cornerstone of our performance management and career development framework.
Halliburton has many career development frameworks that prepare qualified employees for leadership roles, including the Supply Chain Management programs, as well as our Hire-to-HSE Manager, Hire-to-Project Manager, and Hire-to-Country Manager processes. These development processes ensure that our employees have the right knowledge, skills, and experience to be successful. These processes require substantial commitments of time and effort from the organization and include intensive training and bootcamp events.
A key factor in fostering employee engagement is supporting employees in enhancing their professional growth and building their careers with succession planning, leadership development plans, and specialized leadership programs to open doors for high-potential employees. Succession management is a proven method for assessing the skills, talent, and potential of employees. It targets top talent for accelerated development within the Company through tailored development plans.
We follow a structured Succession Management process that engages employees and managers. Annually, our executive management team holds a two-day session focused on our top leadership pipeline. For employees who have been identified as having top leadership potential, Halliburton has a four-tiered Business Leadership Development Program that provides additional skills, knowledge, and experience. Since its launch in 2004, together with the Center for Executive Development at the Mays Business School of Texas A&M University, more than 10,000 Halliburton employees have participated in this leadership program. Upon completion of each tier, a select number of employees progress to the next tier. The highest level is the President's Leadership Excellence Program, which prepares executives for senior leadership at the Company.
Halliburton management listens to employees about what they perceive as opportunities and challenges and empowers each employee to share their perspective about their overall employee experience. This is evident in how we manage employee performance and engagement through frequent, forward-looking Check-ins between employees and supervisors. Check-in discussions focus on work status, priorities, performance feedback, and development and are the cornerstone of our performance management and career development framework. Guides and checklists are available to employees and managers to help facilitate the process on a suggested quarterly basis.
One way we gauge the effectiveness of the Check-in process is through our biannual Employee Pulse Survey. This survey allows leadership to gain important insight into employee perspectives, which includes questions about performance feedback and development conversations. Additional questions center around having the right tools and resources to perform their jobs, feeling the work they do everyday matters, that they are aligned to the strategy of the company, managing work-life balance, as well as developing connections with colleagues, and feeling accepted and valued. Aggregated results give leaders valuable insight about where opportunities exist, which allows them and the organization to respond and enhance employee engagement within the company.
Halliburton is committed to fostering a positive work environment by maintaining a strong culture of diversity and inclusion, supported by our Code of Business Conduct and employment practices. We reinforce this culture by how we live out our mainstay of “listen and respond” to drive open communication, collaboration, and employee-driven solutions.
The Company's efforts and actions to foster an inclusive culture help to drive diversity in hiring, development, and retention. We focus on hiring, developing, and retaining science, technology, engineering, and mathematics (STEM) students. STEM skills are an important consideration for Halliburton leadership positions. This is a strategic focus of our graduate hiring, and it is supported in our Diversity Hiring Objectives. Senior leadership develops these objectives and the Board of Directors oversees them. The Executive Committee receives monthly reports tracking hiring and employment data by gender, age, nationality, and other criteria. The Company's Board of Directors annually reviews a comprehensive report on our workforce diversity.
See our U.S. workforce demographics data in our EEO-1 report.
These surveys give leadership insight into employee views on alignment to the Company’s strategy and employee development.
Halliburton uses an online and continuously open sharing platform, to discuss how we can support the employee experience.
Halliburton invites global female representation from all different backgrounds, cultures, and experiences to support development.
Halliburton has Employee Resource Groups (ERGs) that are open to all employees to help foster engagement, networking, and professional development across our global workforce. These ERGs support the Company’s diverse workforce through expanding professional networks, enhancing leadership skills, and empowering career mobility within Halliburton. These ERGs strengthen our business by further supporting our positive and inclusive work environments.
ERG members participate in cross-industry events and forums with customers and service partners, as well as collaborate with functional groups within Halliburton and with their fellow ERG members. Halliburton engages with these ERGs to listen, empower, and help educate the workforce. Each of the following Halliburton ERGs are open to all Halliburton employees.
Women Sharing Excellence provides opportunities for women to connect and support each other.
Black Employees Leading in Inclusion, Excellence, Vision and Education supports Black employees globally through engagement.
Veterans Leadership Forum provides tools and opportunities for military veterans.
Community of Halliburton professionals with the goal to attract and retain employees.
PRIDE creates a positive and inclusive work environment for people of all sexual orientations and preferred gender identities.