2024年，正通油氣為適應(yīng)市場(chǎng)需求，適應(yīng)新形勢(shì)下生產(chǎn)任務(wù)，在開工之前全面啟動(dòng)人才招聘，通過校招、社招、網(wǎng)絡(luò)招聘與內(nèi)推等多渠道為公司經(jīng)營(yíng)管理、生產(chǎn)作業(yè)儲(chǔ)備人才，共筑人才新高地。
近年來(lái)，隨著公司業(yè)務(wù)不斷面向全國(guó)、走向海外擴(kuò)張和發(fā)展，對(duì)人才的需求也日益迫切。因此，在人才的儲(chǔ)備上通過自己培養(yǎng)和招聘方式“雙管齊下”。為公司可持續(xù)發(fā)展奠定了人才基礎(chǔ)。
我們都知道，人才是一個(gè)公司保持發(fā)展的主要生產(chǎn)力，也是新質(zhì)生產(chǎn)力的推行者，是任何行業(yè)最有價(jià)值的資源。時(shí)代在變化，公司發(fā)展的腳步始終在向前邁進(jìn)，技術(shù)的更新?lián)Q代，經(jīng)營(yíng)管理的理念推廣，一步步都離不開人才。公司作為石油工程技術(shù)服務(wù)企業(yè)，在人才的儲(chǔ)備、培養(yǎng)上更要與時(shí)俱進(jìn)。近年來(lái)始終推行穩(wěn)定老員工，激勵(lì)新員工，讓他們?cè)趰徫簧闲纬?ldquo;不出事、想干事、干成事”的良好氛圍，通過“師帶徒”等方式讓新員工盡快融入到工作中。所以，公司在人才儲(chǔ)備，人才戰(zhàn)略方面始終貫徹老中青結(jié)合，這樣才能讓公司在未來(lái)的發(fā)展中更上一個(gè)臺(tái)階。
在校招方面，公司積極與疆內(nèi)外各大高校建立長(zhǎng)期合作關(guān)系，簽訂實(shí)習(xí)實(shí)訓(xùn)協(xié)議、提供實(shí)習(xí)實(shí)訓(xùn)設(shè)備、崗位。通過學(xué)校組織的招聘會(huì)，以校園宣講會(huì)的形式，向即將畢業(yè)的學(xué)生們?cè)敿?xì)介紹了公司的企業(yè)文化、崗位需求、學(xué)生培養(yǎng)方向和發(fā)展前景等。
在社招方面，公司積極參與地方組織的現(xiàn)場(chǎng)招聘會(huì)，與求職者現(xiàn)場(chǎng)交流。此外，通過各大網(wǎng)站發(fā)布招聘信息，以最大范圍尋求公司發(fā)展所需的人才。
通過近幾年的人事工作讓我深深體會(huì)到，人才儲(chǔ)備就是要通過使用科學(xué)、有效的方法對(duì)招聘外來(lái)人員或者對(duì)公司內(nèi)部人員進(jìn)行培訓(xùn)、管理，以便他們可以填補(bǔ)公司發(fā)展所需的各類角色，適合公司企業(yè)文化，滿足公司的直接和長(zhǎng)期需求。
截至目前，公司招聘各類人才104人，按照目前的情況分析，對(duì)高精尖專業(yè)技術(shù)和經(jīng)營(yíng)性人才還需要加大招聘力度，為此，我們倍感壓力，但工作的職責(zé)和公司實(shí)現(xiàn)目標(biāo)的決心，又給了我們很大的信心。
人才招聘，這需要專業(yè)的知識(shí)和對(duì)公司文化的充分肯定，才能讓人才“奔走相投”，這讓公司對(duì)人才高度重視和渴求有了可表現(xiàn)的載體。在實(shí)踐中讓我明白了人力資源工作就是吸引人才的首棵“梧桐樹”，更讓我感覺到這個(gè)工作既平凡而又偉大，“他”的偉大就在于讓更多有志之士加入正通公司這個(gè)大家庭，為了共同的目標(biāo)，發(fā)揮每個(gè)人的“光”和“熱”！（文 趙莉）
In 2024, Zhengtong Oil & Gas, in order to adapt to market demands and production tasks under the new circumstances, has comprehensively launched a talent recruitment campaign prior to the commencement of operations. Through various channels such as campus recruitment, social recruitment, online recruitment, and internal referrals, the company is actively reserving talents for its management and production operations, jointly building a new talent highland.
In recent years, as the company's business continues to expand and develop nationwide and overseas, the demand for talents has become increasingly urgent. Therefore, we adopt a “two-pronged approach” to retain talents through our own training and recruitment methods. It has laid a talent foundation for the company's sustainable development.
We all know that talent is the main productive force for a company to maintain development, the promoter of new-type productivity, and the most valuable resource in any industry. As times change and the company keeps advancing, technological upgrades and the promotion of management philosophies all rely heavily on talents. As a petroleum engineering technology service company, the company must keep pace with the times in terms of talent reservation and cultivation. In recent years, we have consistently pursued a strategy of stabilizing seasoned employees and motivating new ones, fostering a positive work environment where they strive for "zero accidents, a desire to take initiatives, and success in achieving goals." We have also adopted the "mentor-mentee" approach and other methods to help new employees quickly integrate into their roles and work environment. Therefore, the company has consistently implemented a talent strategy that combines experienced, middle-aged, and young employees in terms of talent reserve, enabling the company to reach a higher level in its future development.
For campus recruitment, the company actively establishes long-term partnerships with universities both within and outside Xinjiang, signing internship agreements and providing internship facilities and positions. Through campus job fairs and seminars, the company introduces its corporate culture, job requirements, training directions, and development prospects to graduating students.
In terms of social recruitment, the company actively participates in on-site job fairs organized by local authorities and communicates with job seekers on-site. In addition, recruitment information is published through major websites to seek the talents needed for the company's development to the greatest extent.
Through the personnel work in recent years, I have deeply realized that talent reservation involves training and managing external recruits or internal staff through scientific and effective methods, enabling them to fill various roles required by the company's development, align with its corporate culture, and meet both immediate and long-term needs.
Up to now, the company has recruited 104 talents across various types. According to the current situation analysis, it is necessary to increase the recruitment of high-tech, professional and operational talents. For this reason, although we feel the pressure, our work responsibilities and the company's determination to achieve its goals give us great confidence.
Talent recruitment requires professional knowledge and a deep understanding of corporate culture to attract and retain talents. This emphasis on talents reflects the company's high regard and eagerness for them. In practice, I have come to understand that HR work is the first "wutong tree" that attracts talents, making me feel both the ordinariness and greatness of this job. Its greatness lies in bringing more ambitious individuals into the Zhengtong family, where each person contributes their "light" and "heat" towards a common goal! (Written by Zhao Li)
