2024年，正通油氣為適應市場需求，適應新形勢下生產任務，在開工之前全面啟動人才招聘，通過校招、社招、網絡招聘與內推等多渠道為公司經營管理、生產作業儲備人才，共筑人才新高地。
近年來，隨著公司業務不斷面向全國、走向海外擴張和發展，對人才的需求也日益迫切。因此，在人才的儲備上通過自己培養和招聘方式“雙管齊下”。為公司可持續發展奠定了人才基礎。
我們都知道，人才是一個公司保持發展的主要生產力，也是新質生產力的推行者，是任何行業最有價值的資源。時代在變化，公司發展的腳步始終在向前邁進，技術的更新換代，經營管理的理念推廣，一步步都離不開人才。公司作為石油工程技術服務企業，在人才的儲備、培養上更要與時俱進。近年來始終推行穩定老員工，激勵新員工，讓他們在崗位上形成“不出事、想干事、干成事”的良好氛圍，通過“師帶徒”等方式讓新員工盡快融入到工作中。所以，公司在人才儲備，人才戰略方面始終貫徹老中青結合，這樣才能讓公司在未來的發展中更上一個臺階。
在校招方面，公司積極與疆內外各大高校建立長期合作關系，簽訂實習實訓協議、提供實習實訓設備、崗位。通過學校組織的招聘會，以校園宣講會的形式，向即將畢業的學生們詳細介紹了公司的企業文化、崗位需求、學生培養方向和發展前景等。
在社招方面，公司積極參與地方組織的現場招聘會，與求職者現場交流。此外，通過各大網站發布招聘信息，以最大范圍尋求公司發展所需的人才。
通過近幾年的人事工作讓我深深體會到，人才儲備就是要通過使用科學、有效的方法對招聘外來人員或者對公司內部人員進行培訓、管理，以便他們可以填補公司發展所需的各類角色，適合公司企業文化，滿足公司的直接和長期需求。
截至目前，公司招聘各類人才104人，按照目前的情況分析，對高精尖專業技術和經營性人才還需要加大招聘力度，為此，我們倍感壓力，但工作的職責和公司實現目標的決心，又給了我們很大的信心。
人才招聘，這需要專業的知識和對公司文化的充分肯定，才能讓人才“奔走相投”，這讓公司對人才高度重視和渴求有了可表現的載體。在實踐中讓我明白了人力資源工作就是吸引人才的首棵“梧桐樹”，更讓我感覺到這個工作既平凡而又偉大，“他”的偉大就在于讓更多有志之士加入正通公司這個大家庭，為了共同的目標，發揮每個人的“光”和“熱”！（文 趙莉）
In 2024, Zhengtong Oil & Gas, in order to adapt to market demands and production tasks under the new circumstances, has comprehensively launched a talent recruitment campaign prior to the commencement of operations. Through various channels such as campus recruitment, social recruitment, online recruitment, and internal referrals, the company is actively reserving talents for its management and production operations, jointly building a new talent highland.
In recent years, as the company's business continues to expand and develop nationwide and overseas, the demand for talents has become increasingly urgent. Therefore, we adopt a “two-pronged approach” to retain talents through our own training and recruitment methods. It has laid a talent foundation for the company's sustainable development.
We all know that talent is the main productive force for a company to maintain development, the promoter of new-type productivity, and the most valuable resource in any industry. As times change and the company keeps advancing, technological upgrades and the promotion of management philosophies all rely heavily on talents. As a petroleum engineering technology service company, the company must keep pace with the times in terms of talent reservation and cultivation. In recent years, we have consistently pursued a strategy of stabilizing seasoned employees and motivating new ones, fostering a positive work environment where they strive for "zero accidents, a desire to take initiatives, and success in achieving goals." We have also adopted the "mentor-mentee" approach and other methods to help new employees quickly integrate into their roles and work environment. Therefore, the company has consistently implemented a talent strategy that combines experienced, middle-aged, and young employees in terms of talent reserve, enabling the company to reach a higher level in its future development.
For campus recruitment, the company actively establishes long-term partnerships with universities both within and outside Xinjiang, signing internship agreements and providing internship facilities and positions. Through campus job fairs and seminars, the company introduces its corporate culture, job requirements, training directions, and development prospects to graduating students.
In terms of social recruitment, the company actively participates in on-site job fairs organized by local authorities and communicates with job seekers on-site. In addition, recruitment information is published through major websites to seek the talents needed for the company's development to the greatest extent.
Through the personnel work in recent years, I have deeply realized that talent reservation involves training and managing external recruits or internal staff through scientific and effective methods, enabling them to fill various roles required by the company's development, align with its corporate culture, and meet both immediate and long-term needs.
Up to now, the company has recruited 104 talents across various types. According to the current situation analysis, it is necessary to increase the recruitment of high-tech, professional and operational talents. For this reason, although we feel the pressure, our work responsibilities and the company's determination to achieve its goals give us great confidence.
Talent recruitment requires professional knowledge and a deep understanding of corporate culture to attract and retain talents. This emphasis on talents reflects the company's high regard and eagerness for them. In practice, I have come to understand that HR work is the first "wutong tree" that attracts talents, making me feel both the ordinariness and greatness of this job. Its greatness lies in bringing more ambitious individuals into the Zhengtong family, where each person contributes their "light" and "heat" towards a common goal! (Written by Zhao Li)
