Abstract Globalization and market volatility has warranted the critical need for managing talent and workforce in oil and gas industry. As the sector is cyclical agnostic, it requires business to maintain agility by closing the disconnect in digital transformation of its talent pool. AI is transforming the way people work and while digital twins and personas have optimized asset performance management, predictive maintenance and remote monitoring, structured talent transformation remains in early stages. This paper strives to examine, explore and present a structured repeatable model for hybrid talent management strategy through AI -driven digital twins and AI-personas that can ensure a future-ready workforce aligned with business strategic priorities. Drawing inspiration from adjacent industries and early adopters in energy sector – an architecture of deploying digital twins for high-risk operational roles (offshore rigs) and persona- based models for leadership and functional experts offers talent paradigm. By leveraging HR analytics and AI-predictive modeling, organizations can create virtual simulations of high-risk and future workforce scenarios. A SWOT analysis, phased roll outs, cost-benefit analysis, structured change management can ensure seamless adoption of these technologies. Adopting digital twins provides a virtual sandbox to simulate high-risk scenarios without real-life implications. Personalization is the new talent strategy as opposed to one- size - fit all approaches. AI personas shape leadership and strategic roles. Supporting industry data states: 75% of large enterprises are investing in AI solutions (McKinsey, 2024)85% of leaders emphasize personalization as key to talent competition (BCG, 2021)20–50% reduction in training costs through AI-powered models (Deloitte, 2024) The hybrid modeling unlocks significant finance and operational value by reducing costs 20% through improvements in talent pillars. Digital twins are mirror replicas of employees while AI- personas are data-driven employee profiles. This paper introduces a novel combination to transform workforce development adoption through structured transition from generic static programs to real-time, continuous adoption harness AI-based technology as catalyst for workforce agility. The model provides a scalable, measurable offering a new talent framework in the oil and gas sector while aiming to position the technology as enablers of enterprise talent pool. Bridging emerging technologies from adjacent industries can pave the way for efficient, reliable and sustainable transformation of the workforce. The hybrid methodology -scalable in real time can reduce non-productive downtime, improve inefficiencies, close critical skill gaps and shape future learning pathways. Early adoption will not only be a future -proof workforce but also accelerate organizations’ competitive edge in global energy landscape.
Deepa Mary Satheesh (Mon,) studied this question.