Assessment of Gas Sector Human Resource Management Challenges in Nigerian State Oil Companies

The human resource management (HRM) challenges facing Nigerian state-owned oil and gas companies in their gas sector operations have significant implications for technical capability, operational performance, and the realisation of the country's gas sector ambitions. This study assesses the HRM challenges experienced by state oil companies with gas sector mandates, focusing on the Nigerian National Petroleum Company (NNPC) Limited's gas directorate, the Nigerian Gas Company (NGC), and selected state-level oil and gas agencies. The research employs a professional HRM analysis methodology, combining structured interviews with HR managers and technical staff at the studied organisations, review of workforce planning documents, training records, and staff turnover data. HRM dimensions assessed include talent acquisition and retention, succession planning, technical training adequacy, performance management systems, and workforce motivation structures in the context of public sector employment constraints. Findings reveal that the most critical HRM challenge is the increasing compensation gap between state company gas engineering roles and equivalent international oil company (IOC) or private sector positions, contributing to high voluntary turnover rates among mid-career technical specialists. Succession planning gaps in senior technical gas engineering roles and inadequate investment in continuous professional development programmes exacerbate the talent challenge. Recommendations include development of a gas sector technical specialist retention scheme, mandatory succession planning for all critical technical roles, and establishment of joint NNPC-industry technical training consortia. Keywords: human resource management, state oil companies, gas sector, talent retention, NNPC.