It is reported that state-owned enterprises such as Shengli Oilfield have also experienced labor shortage, and young people are unwilling to be laborers. what do you think?

Shengli Oilfield, as a typical traditional energy state-owned enterprise (the super-large second-class branch of China Petrochemical Company, a central enterprise, is half a lattice higher than the first-class enterprise), the transformation of the first-line employment mode and the complex contradictions it brings are also deep-seated problems that are common in all kinds of central enterprises and state-owned enterprises, which are very typical and representative.

As the third main oil field in China (once the second), Shengli Oilfield has a history of more than 60 years and is a typical "old, big, special and old" state-owned enterprise. Shengli Oilfield (full-plate caliber) claims to have 500,000 employees' families. The Shengli Oilfield in question generally refers to Shengli Oilfield Co., Ltd. (that is, the top ten oil production plants and other listed excellent assets), with about 200,000 registered employees, of which labor dispatch employees should account for more than 50%.

Shengli Oilfield, as a central enterprise, implements a "four-fixed" mechanism in terms of employment (quota) and wages (total amount), and the number of employees and the use of wages are determined by superiors. After Shengli Oilfield entered the high water cut stage, the comprehensive cost (complete cost) became higher and higher. The cost of oil exploitation is almost rigid, so it is the main way to reduce the cost and labor cost. The labor cost of oil field accounts for at least 30% of the cost of oil exploitation.

Then, one way to reduce labor costs is to reduce people and the other way is to reduce wages. It is impossible to reduce the wages of employees on the job. What should I do? The best way is to divide employees into three identities: regular employees and laborers, and outsourcers. The salary of regular employees is the total salary, the salary of laborers is the service fee, and the salary of outsourcing workers is the operating fee, which can effectively avoid the restrictions of "establishment, post, personnel and funds".

This is the historical background: the wages of regular employees can only go up but not down. Then give them half or even a third of the salary when recruiting people, thus solving the problem of employing people and wages. Then, according to the regulations of the higher authorities, workers can only engage in three kinds of jobs (temporary, alternative and auxiliary), that is to say, they are engaged in the hardest low-paying jobs such as oil extraction, inspection wells, operations, doormen and cleaning. Then, this kind of work is dirty and tired, hard and low-paid. Who wants to do it? Even farmers are unwilling to do it.

There is also a historical background. Since 20 10, the superior has asked Shengli Oilfield to reduce the number of regular employees, but it will not increase. Therefore, Shengli Oilfield can only recruit fresh graduates from main majors (petroleum geology, petroleum exploration, petroleum engineering, etc.). ), while general majors and other majors basically do not recruit. Right now, there are 500,000 employees' families in Shengli Oilfield, and 20,000-30,000 employees' children want to find jobs after graduation every year. Among these 20,000-30,000 children, only a few are specialized in disciplines, and 80% of them can't be recruited, facing great pressure from employees. Therefore, Shengli Oilfield takes out front-line jobs to recruit labor force and solve the employment problem of employees' children. So, here's the problem. These children are all undergraduates and even graduate students. After being a laborer, my income is relatively low. Over time, employees' children don't want to go back to the oil field as laborers.

The use of labor has seriously affected the equal pay for equal work. In the same position, the annual salary of regular workers is 6.5438+10,000 yuan, while that of workers is only 30,000-50,000 yuan, and they are all doing dirty work, which has aroused the dissatisfaction of workers. In 20 16, the state issued a policy to regulate the labor dispatch market, requiring that the proportion of laborers should not exceed 10% of the total employment. Some banks have turned labor tellers into regular workers, but if the oil field also turns hundreds of thousands of workers into regular workers, the labor cost is unbearable. As a result, they turned the labor into an outsourcing identity.

There are three key points to answer this question:

First of all, the exploitation cost of Shengli Oilfield remains high, even upside down with the international oil price. In order to control the production cost, their superiors won't let them recruit regular employees. With the aging of employees, the oilfield needs to replenish employees and can only recruit laborers. The state does not allow laborers to use too much (not more than 10%), so it changes its status and recruits a large number of outsourcing workers.

Second, the starting point of using labor and outsourcers in oil fields is to reduce labor costs. How to increase the income of workers and outsourcers? The cost of living is getting higher and higher, and young people certainly don't want to go because of low-paid labor and outsourcing work. If the oil field is required to raise wages for workers and outsourcers, the production cost will be unbearable. So, this is really a dilemma.

Third, the mode of labor dispatch, imported goods, actually does not conform to the national conditions. People in China don't like being artificially divided into different identities. The key point is that the salaries and benefits enjoyed by different identities are very different, resulting in contradictions such as different pay for equal work. Therefore, the labor dispatch system and the outsourcing system are not good employment models and should be abolished to attract more and better talents.