Human Resources
2014 Annual Report
15
We recruit the best people for technical and management positions from
both inside and outside the company on an open, fair and competitive
basis. In 2014, we enrolled 9,037 college graduates and 136 overseas
students. As at the end of 2014, CNPC had 19 academicians of the Chinese
Academy of Sciences or the Chinese Academy of Engineering, 428 senior
technical experts, 100 management experts, 322 senior skilled experts,
4,503 senior technicians and 24,801 technicians.
We provide various types of career development and training opportunities
for employees and effectively conduct well-targeted training programs
based on business demands in order to build up the professional skills
and competence of our staff. In 2014, we launched 163 training programs
at headquarters level with participants exceeding 20,000. On-the-job
training on new knowledge, expertise and skills remained the focus of the
company's training initiatives. We have constantly invested in the e-learning
platform to improve its functionality and offer more and diverse courses.
More than 670,000 employees registered on the platform in the past year
to take online training courses.
Skill competitions play an active role in developing vocational excellence.
In 2014, we organized skill competitions for employees working on oil
production, fuel oil hydrogenation units, natural gas purifiers and light
hydrocarbon units, providing a good platform for expertise and experience
sharing. A number of our highly skilled employees excelled at the 2014
Beijing "ARC Cup" International Welding Contest. Eight CNPC employees
won the title of National Technical Master.
Overseas, we are committed to hiring more locals and providing more
jobs for local communities. As a multinational enterprise, we embrace a
corporate culture valuing respect, openness, inclusiveness and diversity,
and treat our employees in a fair and impartial way regardless of nationality,
race, gender, religion or cultural background.
Given our oversea business status as well as relevant laws and regulations
of the host countries, we have established specific systems for the hiring,
training, clocking-in, leave, performance review, promotion, rewards and
punishment of local employees. By the end of 2014, local employees
accounted for 91% of the total workforce of our overseas projects.
In 2014, training programs for our local employees focused on building
management skills and updating technical expertise through on-the-
job training, receiving local training services and training in a third-party
country or China. This has helped local employees raise their professional
knowledge, skills and competences. A total of 8,632 local employees
received such training throughout the year. In Turkmenistan, the Amu
Darya Project made significant headway in training local management staff,
experts and technicians. As the No. 2 Gas Processing Plant went on stream
in 2014, 55 local employees were appointed to posts previously held by
their Chinese colleagues.
In recent years, our engineering and construction companies established
four overseas training centers in Sudan, Kazakhstan, Turkmenistan and
Iraq, which have trained about 10,000 local employees. Training programs
of various forms have been conducted, which greatly enhanced local
employees’ technical competences.
Meanwhile, we have taken the initiative in sponsoring the education
programs for the local youth. In Iraq, we have launched cooperation on
education, research and training between the University of Basra and the
China University of Petroleum (Beijing), which was aimed at improving
the skill levels of local employees and preparing young talents for a career
in the local oil industry. In Kazakhstan, Trans-Asia Gas Pipeline Company
Limited has been covering the tuition and miscellaneous fees of young
students, so far involving 10-15 students annually for three years, to
support their education at the Kazakh-British Technical University. In 2014,
another 14 students were selected to join this program.
In addition, the company recognizes high-performing local employees
and regularly selects "Outstanding Employee" or "Excellent Employee" to
boost morale and creativity. Those who won the titles can be managers or
frontline workers. Some of them have been invited to CNPC headquarters
in Beijing, Daqing/Changqing Oilfield or BGP for studying, visits, sightseeing
and cultural experiencing.
CNPC attaches great importance to and protects employees' rights and interests. We strive to create a workplace based on fairness, impartiality and harmony, and build favorable career development platforms and promotion channels for our employees. We are trying to foster strong human resources composed of various tiers of skills in order to underpin the company's goal of building a major integrated international energy company.
Human Resources