After graduating from university, why are the children of the oil field unwilling to return to the oil field company to work as labor dispatch employees?

Children of oilfield workers would rather work in the city than return to the oilfield to work as labor dispatch employees. The main reasons are as follows:

First, there is a huge gap in salary and benefits between regular employees in the oil field and employees under the labor dispatch system.

The number of formal employees recruited in the oil field is getting smaller and smaller. Basically, only management and technical positions are recruited in the main majors (i.e., corresponding majors directly related to petroleum geology and petroleum engineering). Other positions, especially oil production, Front-line skilled operation positions such as operations and drilling (commonly known as worker positions) basically only recruit labor dispatch employees and business outsourcing employees. They are not formal contract employees in the oil field. There is a big gap in social status, salary and development space. The salary is only that of formal employees. There are no provident funds, corporate annuities and other benefits, and personal promotion and growth are also very difficult.

Second, in order to reduce labor costs, oil fields use labor dispatch employees on a large scale with very low wages.

After 2000, many oil fields entered the stage of high water content and high cost, and the "complete cost" became higher and higher. When the international oil price was low, the cost and price were upside down, which means that the oil fields were losing money. of. Due to the special nature of oil field exploitation (oil fields are easy to open but difficult to open), the cost of production operations is rigid (wells cannot be shut down), so we can only find ways to reduce labor costs. Employee wages are not high to begin with, so cutting wages is absolutely impossible, so the only option is to reduce staff and increase efficiency. It is difficult to reduce headcount and increase efficiency, so we focus on increasing the number of employees. The recruitment quota for formal employees is getting smaller and smaller, and the labor dispatch system is basically implemented for front-line operation positions. The wages of labor workers are low, and they do not enter into the total salary. They have a lot of room for operation and can effectively control the increase in costs.

Third, the welfare benefits of labor dispatch employees are getting worse and worse.

After the oil field significantly reduced the recruitment of formal workers, it only recruited a small number of graduates with a bachelor's degree or above and corresponding majors in management and professional and technical positions. A large number of oil field children could not find jobs in big cities and returned to the oil fields to find employment. The pressure (of resettlement) is huge. In those years, children from the oil field who were not majoring in the main field could only work as labor dispatch employees on the front lines of the oil field, logistics units, and restructured enterprises. Although the monthly salary was relatively low at that time, the benefits of the oil field were also provided to them. For example, the internal policy housing in the oil field was also allocated to labor workers. Therefore, many oil field children who had graduated from undergraduate and postgraduate degrees returned to the oil field to work as labor workers. On the front lines of oil production, it is not uncommon for law graduate students to pull weeds. In recent years, the cost of living has increased, oilfield welfare has deteriorated, and oilfield children are no longer willing to return to the oilfield for employment.

Fourth, there is a huge gap between young people’s yearning for a better life and the working environment in the oil fields.

Oilfield companies are generally located in remote and desolate areas, far away from urban areas, with very poor living, educational and medical conditions. Especially the front-line positions in oil production are located on the wasteland and tidal flats. Young people have been stationed here for many years without even being seen. The loneliness and coldness will make people stupid. Many years ago, the oilfield implemented the "production first, life later" policy and built a large number of residential buildings in the production area, which was still enviable back then. Nowadays, oil field workers have moved their homes to county towns. Hundreds of buildings in these worker living communities have long been deserted and have become large ghost areas. Front-line employees in the oil field have to commute to work every day, which costs more and more time. Young people no longer like this working model.

Fifth, employees in the labor dispatch system lack growth and promotion channels.

Young people, especially fresh graduates with a bachelor's degree, are no longer willing to accept the employment model of labor dispatch. The labor dispatch model is an imported product and conforms to the Western professional culture of “regardless of identity, leaving at any time, and settling down everywhere”, but it is seriously inconsistent with national conditions and culture. Chinese people don’t like this kind of status discrimination and treatment discrimination. Doing the same job, you are a regular worker with a monthly salary of 8,000 yuan, and I am a labor worker with a monthly salary of 3,000 yuan. Moreover, you can continue to grow and be promoted, but I can only Being stuck in one place and unable to grow has resulted in many contradictions such as unequal pay for equal work and unbalanced development.

Therefore, the labor dispatch system and business outsourcing system are not a good employment model and should be abolished to allow companies to attract more talents.