In recent years, what becomes clear is polarization of the age structure of the technical stuff, particular in our company. It could prevent the company's business development and increasing Rig fleet in the future. Therefore, a new ‘Talent and Career Development Department’ was established as a companywide project in 2011, to concentrate the people training and knowledge transfer.

The global business environment surrounding the energy sector is changing rapidly and intricately, and a variety of risks inherent in energy development is expected. In order to move steadily forward in its business management with a more focused medium- to long- term perspective, the company has released its “MEDIUM-TO LONG-TERM VISION”.

This paper briefly describes optimum drilling organization based on the company future vision.

As a human resource development plan for young engineers targeting to ten-year-period after recruitment, we have programed “Skillmap system” where the development plan will be prepared based on the evaluation of technical competency and the discussion with Skillmap team which consists of different disciplinal specialists.

This paper describes its structure and results, and also actual training records.

While domestic E&P activity is reduced in recent years in JAPEX and low oil prices continue, drilling and work-over operations which are the valuable opportunities of OJT for all drilling/production engineers are decreasing. Under these circumstances, pursuit of best practices and transfer of well engineering technology are big issues, therefore efforts for those solutions are introduced.

In order for technical personnel in the oil & gas drilling industry, systematic training program is very important and highly demanded to maintain the human resource level and furthermore to raise up to safe as well as effective operations.

The training shall be carried out, based upon Knowledge, Skill & Ability (KSA) in the sufficient formats and combinations of On the job training, Job Target, and Competency Assessment.

Through the mentoring system as of 2-way communication, not only a mentee but also a mentor would be motivated to the tasks and educated.

JOGMEC implements 5 types of training program as domestic training project, and all 5 programs include drilling courses. In the last year, Basic training program I/II and a Field trip in Niigata prefecture were implemented, 3 drilling courses as Special training program were planned but canceled because shortage of applicants, 12 IADC WellCAP well control courses were implemented, 3 university special drilling courses were implemented, and Drilling Crew Course was implemented as domestic human resources development project. Regarding well control course, we have been revising WellCAP curriculum in order to adapt WellSharp requirement under IADC instruction. We cover from basic level to advanced level of training with those 5 types of program, and Drilling Crew Course can provide practical training opportunity, comparable to OJT. In addition to the Drilling Crew Course, we are developing Drilling Engineer Course for junior drilling engineers in Oil Company.

Every company must minimize investment (operation) amounts and/or education costs in the age of low oil prices, therefore education opportunities of junior technicians are being decreased especially. All junior technicians must acquire the drilling technique during shorter term, but then technical issue of well design and downhole tool are complicated day to day. Thus they need more learning chance than former younger age technician.

The junior technician society was built with main purpose of interaction between various junior technicians and they can study basic and latest techniques. We hope that it contributes the enhancement of technical level of all members in the Japanese petroleum companies.

Natural gas and oil produced from in-situ reservoir may contain a small amount of mercury. The origin of mercury in these production fluids is thought to be atmospheric mercury deposition or enhanced mercury concentrations resulting from interaction of hydrocarbon fluids with mercury rich sediment, such as coal and carbonaceous shale. Mercury in natural gas can cause amalgam corrosion of aluminum heat exchangers in Liquefied Natural Gas (LNG) plants, and mercury in condensate and crude oil can cause catalyst poisoning in oil refineries and petrochemical plants. It is important to remove mercury from natural gas and oil in various aspects of stable oil/gas production, environmental issues and occupational health and safety in production facilities. There are several mercury removal technologies for natural gas, oil and produced water. Metal sulfide adsorbents and activated carbons are popular technique to remove mercury from natural gas and oil. However, there are some difficulties in mercury removal from oil. These mercury adsorbents can work for removing only elemental mercury in condensate, while cannot work for the other types of mercury species, such as ionic mercury and organic mercury. In addition, wax interferes mercury removal in condensate and crude oil by covering adsorbed sites of adsorbents. For efficient mercury removal, it is important to know what amount of mercury content and what types of mercury species are in production fluids. To achieve detailed understanding of these key points, an analytical method using Gas Chromatograph-Inductive Coupled Plasma-Mass Spectrometer (GC-ICP-MS) is optimized for mercury speciation analysis. The optimization focuses on condensate samples in particular. This analytical technique will contribute efficient mercury removal from production fluids.