Huizhou Refinery Operating Skilled Personnel Positions Sequence And Career Development

Staff career Management is the urgent needs of staff s own development, also is the intrinsic requirement and the objective need of sustainable development of enterprises. As international and domestic economy's rapid development, operation skilled personnel, especially highly skilled personnel shortage has become the "bottleneck" of enterprise development. In refining industry, the battle for the operation skilled workers, especially highly skilled workers has become increasingly fierce.Huizhou Refinery is the first refinery invested by CNOOC, and also is a large-scale modern refinery. In the condition of starting stage, weak foundation of operation skilled personnel and intense competition for talent, exploration and research for the position sequence of the operation skilled personnel and career development management is very urgent and realistic significance.On the basis of the comprehensive analysis of the characteristics of operation skilled talent and the status quo of Huizhou Refinery and its operation skilled personnel, the paper makes the following recommendations:About Setting up position sequence, Huizhou Refinery implement the wage system based on the position wage system of CNOOC with the reasonable reflection of the value of skills, the position sequence of operation skilled personnel is set: the outside-operative, the inside-operative, team leader, technicians, the senior technician, thus establish a career access for staff, and clearly defines the respective management levels, standard, flow and promotion management. Especially, technicians and senior technicians have been put into position sequence, and they aren't just as professional qualification, such "dual-track" model is the most prominent point of view. To a certain extent, the settings can avoid the backward concept of attention on management, neglect on technology especial skills, which exist in the production enterprises for a long time, and combines positions and professional qualification. It can more respect and reflect the value of skilled personnel and give full play to their value.About the professional development management of skilled operation personnel, the refinery can build up the system and mechanisms with enterprises and staff interaction, starts at the key incentive of personnel training and selection, implement the "people-oriented, caring staff concept, build up career platform; at the same time, with respect for human values, development of the human potential and enhance the efforts, mobilize the career management role as the mainstay, nurturing staff professional ability, in particular to encourage their staff to become highly skilled personnel, and promote employees and enterprises grow up together. The main measures include: making a clear orientation of training, establishing effective working mechanisms, making job training, skills competitions, trips and other forms of skills training; gradually establishing a vocational skills certification system, establishing a competitive merit-based selection mechanism; giving full play to the role of platform selection and diversification; Constructing the supporting pay system, use of personnel and personnel training unity; material and spiritual incentive simultaneously, and so on. These measures and means is to improve staff skills and to encourage these staff growth on their own positions. It intends to build an outstanding contingent of skilled personnel for enterprises, and truly makes employees and enterprises "win-win".