Human resources in Henan Oilfield

1. Innovate the system, improve the mechanism, create a good environment for encouraging, supporting and helping talents to do business, and attract, retain and make good use of talents.

2. Build three teams of management personnel, professional and technical personnel and skilled operators.

3. Set up posts scientifically, optimize allocation, and make the best use of people.

4. Performance appraisal, let performance and ability speak, realize jobs by competition, competition by performance, and income by contribution. 1. Select. Not only qualifications, not only professional titles, but also professional and technical post qualifications. The evaluation and employment are separated, and the management personnel have risen and fallen. Establish a system of self-recommendation and post declaration for excellent management and professionals, build a platform for outstanding talents to stand out, and let the right people do the right things to achieve job matching.

2. motivation. A special salary allowance of 5000- 10000 yuan per person per year is implemented for core and key positions. For key scientific and technological projects, the appointment system for project leaders is implemented, and the project leaders enjoy a subsidy of 5,000-20,000 yuan; Expand the scope of paid promotion of scientific and technological achievements and extract rewards according to benefits.

3. cultivate. Establish a hierarchical and classified training network that focuses on the training of leaders, gives priority to the training of outstanding talents, senior training of scarce talents and overall training of team quality. Strengthen the training of high-level, compound and export-oriented talents, make use of domestic and foreign resources, and send management and professional technical backbones to key domestic universities or abroad for training. Through training and self-study, help talents design their careers and plan their future.