Petroleum Pipeline Company Professional And Technical Personnel Team Building Optimization

For an enterprise, a talent is the guarantee of human resource and the fundamental driving force to achieve the overall strategic target and realize a sustainable development. In today’s society which strongly advocates “people-oriented”, it is the general trend to pay more and more attention to the management of “human”. In the oil business, professional and technical talents even afford responsibilities of managing and technical researching for the whole enterprise, which means the construction of professional and technical talents relates to this business’ survival and development. The construction of professional and technical talents is the cultivation, selection and employment of person with planning, purpose and methods in different periods for the enterprise,which helps the enterprise realize strategic target in human resource and achieve sustainable development.PetroChina Pipeline Company (PCPC) is an experienced enterprise with multiple businessrestructurings and many talents’ continuous output in the pipeline storage and transportation field,and is increasingly coupled with its heavy historical burden, employees’ structure aging,lower-side educational level and other characteristics, which hindered the company’s long-termsustainable development. Thus, staff quality promotion and talent team construction has becomean important and imminent subject to realize the rapid development of their business in theopportunity of pipeline’s rapid development period.At first, this paper which is based on thestudy, summarization and reference of the relevant human resource management theories,introduces the connotation of the talent team and summarizes its characteristics, analyses theimportance of the talent team’s construction, as well as the internal and external factors. Second,according to the above analysis, we proposed several suggestions to optimize the professionaland technical talents echelon construction combining with the company’s main businesscharacteristics and actual situation, with ideas of problem-finding, problem-analyzing andproblem-solving. Our proposals mainly include the tamping of foundation of human resourceswork, namely human resources data collection, statistics and sorting’s well-done, used as solidfoundation for the development of talent work; boldly use the competency model to carry out thetalent evaluation, all-around evaluate the employee’s ability and quality through competencesystem construction, used as the basis of talents’ selection; rebuild the career ladder andcompensation system according to the new work mode and characteristics, making talentechelon match the job。Third, in combination with the reality, we design professional andtechnical talents echelon’s construction and optimization scheme,including echelon level’sdesign and scale’s setting, proposing a reasonable selection of different echelon talent selection,concretely divided into post qualified certification, professional titles’ evaluation, comprehensive quality assessment and experts selected with projects. All of these need specific and detailedquantitative selection table. Meanwhile we propose detailed measures in how to use, assess andtrain talents, formulating evaluation quantification table. In the end, a particular echelon talentselection scheme will also be applied to practical work, introducing the selection situation andexisted problems, and this application will verify the feasibility of solution more effectively. Atlast we will find out shortcomings, putting forward opinions and suggestions for improvement.With the core of post competence model, the whole optimization idea and scheme propose aset of systematic, practical talents evaluation and selection plan by setting professional andtechnical talents echelon construction goal and building echelon sequence. Our purpose is toachieve standardization of talent evaluation mechanism, thus further optimize the professionaland technical talents echelon construction work.