The 50-year history of Daqing Oilfield development and construction is the history of the struggles and selfless service of petroleum personnel and also the history of talented people development in which heroes are coming forward in multitudes. All types of talented people have contributed the splendid achievements of the oil business and also realized their extraordinary values of life. At present the development and construction of the oilfield has entered a completely new stage, thus the Century-old Oilfield needs great human resources and the Enterprise also provides its talents with a broader stage for showing their talents and realizing their dreams, thanks to its new journey of establishing a business.
The Company has adhered to the development strategies of developing the enterprise through science & technology and strengthening enterprise with talented people all the time, taking human resources as its first resource to establish the Century-old Oilfield, and expanded the development space by using boundless human resources. The Company pursues the collaborative development of the enterprise and its staff all the time. It has depended on diverse professional systems and all-around technical fields to create good growth conditions for its talented people. It has adhered to its development guides of achieving success in every position and making contributions in every business. It has cultivated iron man-style employees with sound work style who are conscientious and meticulous in their work and dedicate themselves unselfishly by using Daqing spirit and iron man, spirit. It has guided its employees to show their advantages during the establishment practice of the “Century-old Oilfield” and used the development of talented people to achieve its Centurial foundation.
The Company has expanded channels for the growth of its staff. It has established a six-level growth channel for technicians from a general technician to a technical expert to a senior expert, and a four-level growth channel for operators from a technical master to an assistant technician, a technician and a senior technician. It has completed the methods of personnel selection, evaluation and recruitment, formulated evaluation standards of various talented people and smoothed the vocational development of its staff.
The Company has established a selection, evaluation and recruitment mechanisms for technical experts and academic and technical leaders. It has selected, evaluated and recruited oilfield technical experts and academic and technical leaders of the oilfield and secondary units in the fields of oil exploration, development, engineering service, equipment manufacturing, chemical engineering, etc., and cultivated a group of leaders of “new battle of high technology ”.
The Company has established a cultivation mechanism of “Career Mentor”, and organized experts to work as career mentors. It has entered into career cultivation agreement with its young technicians, formulated detailed cultivation plans, and adopted methods of experts teaching, production practice, rotation training, academic exchange, etc. according to requirements of the objectives cultivation and directional use to speed up the growth and progress of reserved talented persons.
It has established a complete training system. It has introduced a competitive and incentive mechanism to the training, that is, excellent employees are given priority to training, key backbones are trained intensively and employees with outstanding achievement can accept key training, and thus it has made the training become a kind of benefit. It has opened a network training school covering the whole oilfield, carried out various kinds of training programs according to staff’s individual development and the company’s strategies, and provided rich internet study resources to satisfy staff’s different training requirements. It has established 6 professional modern, staff training bases with national, provincial or ministerial qualifications in its basic-level units.
The Company has launched plentiful and diligent appraisal activities about technology and skills to inspire its staff’s initiatives and creativity, make them show their professional skills and promote the on-duty training and creating talents at their posts.
The Company has provided its staff with comprehensive and competitive packages of compensation and benefits. It has established five insurance and housing accumulation funds for its staff and set up a supplementary pension. It has advocated harmonious work and living status, provided its staff with paid vacation, all kinds of periodical medical examinations, recuperation, and correspondence. It has provided its new staff with apartments to live rent free, established a canteen for them to have meals. In addition, its staff also have enjoyed housing allowance and meal allowances, etc..
For improving the oilfield’s capability of independent innovation of core technologies, the company has established a national post doctoral workstation where almost 100 doctors work. It has cooperated with domestic universities to cultivate more than 1000 doctors and masters. It also has cooperated with many overseas universities, planed to select and send potential talented people to further study abroad, and gradually accumulated and cultivated top people of every field.
The Company has attached great importance to the construction of basic-level teams and playing the demonstrative role of models, and thus established diversified rewards programs. It has rewarded the skilled personnel who have made outstanding contributions and honors to stimulate various personnel’s enthusiasm in study and created a good atmosphere for making contributions to establish a “Century-old Oilfield”.
 
 
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