In terms of employing people, the company implements a horse-racing management mechanism and strives to create an open, equal and relaxed development platform for talents. According to the talents' own quality and experience, combined with the actual situation inside the enterprise, and according to the enterprise's target strategy, the company sets challenging jobs or positions for talents, so that they can all find suitable positions in the enterprise and give full play to their intelligence and ability expertise.
In terms of educating people, the company adopts a combination of internal training and overseas training to continuously increase the training of professional and technical management personnel. In 2008, the company organized more than 60 internal and external trainings, and external trainings accounted for more than 65,438+0/3 of the total training times, with more than 65,438+0,500 participants. The company encourages on-the-job education. Middle-level and above cadres of the company went to Tsinghua University, MBA class of Shanghai Jiaotong University and graduate class of Jinan University to study, and many of them participated in online education of Petroleum University.
In terms of welfare benefits, the company provides living allowances for new college students, arranges special dormitories in a unified way, prepares daily necessities such as bedding for free, is equipped with TV and other facilities, and implements apartment management; For other talents who have worked in the company for a long time, the company will handle social security procedures such as pension and medical care, and enjoy special housing subsidies; In 2008, the company invested in several sets of transit houses to provide convenience for married employees who have not bought a house and solve their worries. The company also specially bought buses and several minibuses to take employees to and from work, which solved the transportation problem of employees to work.