The Research Of Human Resources Planing Of The WPS Of Daqing Oilfield Ltd.

It'scertain that the period of The Eleventh Five-years-plan is the key years for the sustainable development of WPS. In order to maintain the inner markets of Daqing Oilfields, increase the whole strengths of WPS, go on the outer marketing, broaden the space of WPS's development, it's very important to develop the human resources innovatively, and pay more attention on employees'ability training. This article analyzes the current status of WPS's Human resources management, follows the requirement of WPS's development tactic, bases on the Employee-determination-rule, accompanys with the Expert-discussion-rule and the Experience-prediction-rule, and further predicts the need to human resources. Then it is testified that the predicting result is reasonable by the method of Reverse-model-rule. And it is planned the need for the human resources during the Eleventh Five-years-plan period of the human resources. The planning combines with the function of the management, innovates the working system, helps to transfer the employee management from the traditional employee management to human resources management. The planning cares for the foundational works, improves the management model, helps to transfer the human resources management from certification management to position management. Further more, the planning clarify the key points of working, emphasize the core talents, helps to transfer the construction of the core talents team from the daily management to potential development. It is studied how to plan more effectively so that the human resources planning can be transferred from planning of simple jobs to scientific and systematical planning. After one year's application of the whole planning, it is testified that the human resources management of the WPS company is effective and scientific, the economic profit of the WPS company has increased a great deal, that is, a rise of 20% comparing to the same period of last year, and the average income of the employees reaches a rise of 15%. No doubt, the core talents contribute more to these. The rate of talent drought is zero. The whole quality of the employee and the production efficiency are increased largely, and the competitive strengths of the WPS company both in inner markets and outer markets are increased greatly.