I have recently been more vocal about the incompetency of TSI employees and been pulled up about it.
I covered their as--s last year and nearly broke myself with the excessive hours.
This year I am telling of their mistakes, lack of O&G experience, taking credit for my work as their own, poor understanding, hiding from tough questions etc
If some the poor performance was done by someone in US or UK....they be sent packing.
@g9 They are nonresponsive to requests. Slow to respond to inquiries (I mean like 30+ days later)! They don’t make decisions and require constant pushing to get things done. They completely lack independence in performing the work they were hired to do. I suspect bp execs will figure this out, but when?
@g9 this is what happens when we run an engineering sweatshop with people who were stealing our credit card info 20 years ago and don't know what we do.
If you look at any IT resume, if you stay more than 18 months in the same company your team leader and teams start thinking something is wrong with you. It’s the same expectation and mindset. They latch onto high profile projects and try to claim all the credit locally!
Personal experience: They want to learn and help. I think bp has done them a disservice thinking everyone can get onboarded and up to speed quickly. I had some engineers leave due to performance issues but frankly, it was our own mistake where we didn't do proper vetting and we didn't hire the right person for the job. I have others that have come on board quickly and they are performing great. For IT support, it has been hit and miss, however they are responsive and somebody reaches out to me within that day or the next day. In the past you were put on low priority before somebody can get to your ticket.
Personal experience, the doc control team in ITC is a disaster to work with!
you guys forget when they travel now to the UK so economics of TSI:
not sure...
They’re don’t understand the work we do. They are not clear on expectations. They have innumerable follow up questions even when provided with a clear and detailed briefing. They don’t meet deadlines. They don’t provide updates. I could go on and on. If anyone in the business worked like this they would be put on a PIP quickly. The result is people find work a around. We either do the work ourselves and get burned out, or we find a contractor to do it, which costs more money. It’s a failure.
TSI or ENGINE type employees are difficult to manage and retain. Their expectations are yearly raises and promotions every 24 months. This maybe possible in IT or Finance but, is very difficult and un stabilizing in engineering and ops. To add to difficulty the Indian tax authorities are keen to capture additional revenue so unfairness the TSI employees spend time cataloging and managing their work to avoid local taxation
Wait till the attrition rate is at 50%, they will move when bp says no to working in us or uk. They will learn from us and join the aramcos and adnocs of the workd.
@c6 Technical Services India
They have taken roles from People in UK and USA in P&O departments such as Maintenance, Inspection, Projects, Turnarounds, Wells, subsurface.
Roles previously held by experience local people both contractors and STAFF.
@c6 Tech Support India.An experiment destined to fail
What's TSI?