Recruitment documents of Shengli Oilfield in 2009

Recruitment publicity materials for oilfield labor dispatch workers

In order to actively and steadily carry out the recruitment of labor dispatch workers, the oilfield decided to further expand the scope of the pilot project on the basis of some experience gained by secondary units such as Bohai Drilling, Gudao Oil Production Plant and Hekou Community, and determined Gudong Oil Production Plant, Xianhe Community, Yellow River Drilling Corporation, Gudao Community, Pan Lin Community, Binnan Community, Sheng Nan Community, Haiyang Oil Production Plant, Zhuangxi Oil Production Plant, Hekou Oil Production Plant, Pan Lin Oil Production Plant and Binnan Oil Production Plant.

First, the oil field employment situation

In the use and management of labor force, the oilfield is faced with two prominent contradictions: structural overstaffing, relative aging and difficult substitution. With regard to the employment of children of oilfield workers, in recent years, it is difficult for most children of oilfield workers to enter the oilfield and find employment in the oilfield through talent introduction channels because of the great difference between their majors and the actual production demand of the oilfield. Using market-oriented means, introducing labor through labor input and open recruitment is the main way to alleviate the prominent contradiction of the current labor force and solve the employment of employees' children.

Market-oriented recruitment of labor dispatch workers is a long-term and long-term policy based on the overall harmonious and stable development of enterprises and the special requirements of the oil industry for posts, taking into account the adjustment of oilfield labor structure, the long-term needs of oilfield employment and the implementation of employment assistance, and comprehensively balancing the economic and social responsibilities undertaken by enterprises. It is a long-term policy aimed at solving the overall situation of oilfield production and people's lives. At the same time, we should also see that the oilfield needs skilled operators on the front line. On the one hand, it is necessary to undergo job skills training and obtain training certificates; On the other hand, personal career development is also restricted. Many enterprises outside the oil field are the real stage for ambitious and highly educated unemployed children.

Second, the idea of oil field employment in 2009

Since 2008, Sinopec has established a long-term and long-term labor input mechanism in the oilfield, which mainly implements two changes: one is to change from managing formal employees to managing all employees; The second is the change from managing the total wages of regular employees to managing the total labor costs. At the same time, 90% natural attrition in the oilfield can form a new labor force, which lays the foundation for the continuity and long-term effectiveness of the oilfield employment policy. As can be seen from the above, the plan of new labor input in the oilfield is limited by the labor management mechanism of Sinopec, and it is impossible to increase the new labor indefinitely.

In 2009, the oilfield will gradually establish a benign input, adjustment and withdrawal mechanism of labor force based on the principle of "input according to needs, children first, preferred employment and labor dispatch".

First, extensively excavate jobs, excavate jobs that temporarily use migrant workers, and arrange children's labor dispatch workers to replace migrant workers.

The second is to initially clarify the recent labor input and job skills training work arrangements. In 2009, the oilfield will recruit and train unemployed children in three batches. The first batch recruited 8 positions, namely driller, measuring while drilling, logging worker, mud logging worker, operator, remote well manager, kindergarten teacher and nurse. The second batch recruits 6 positions, including driller, MWD, logging worker, mud logging worker, operator and remote well manager. The third batch recruits drillers, operators and remote workover workers.