Menu
PetroChina News (Special Correspondent Zhao Zhen) — "Master Zhou, now that our safety training is complete, what are the next steps for on-the-job learning?" On the morning of August 19, standing before the massive high-density polyethylene (HDPE) unit at Dushanzi Petrochemical Company’s Polyolefin Unit I, Li Hongzhuang—a recent graduate—asked this question.
"Rest assured. The company’s HR department and our operations department have already mapped out a detailed plan for your professional development. As soon as you join a team, experienced employees will sign mentorship agreements with you," replied Zhou Yupeng, who is in charge of safety training.
Aligning with corporate development needs and industry characteristics, the company is comprehensively advancing a "talent-driven enterprise" strategy. It has established a ten-level career growth system for skilled personnel, ranging from entry-level workers to Group-level "Master Craftsmen." Focusing on new hires from the very start, the company emphasizes early intervention, tiered development, and steady progress. It implements differentiated and categorized training programs—strengthening foundations for general staff, assigning key roles to core personnel, and leveraging high-level talent for strategic guidance. This vocational education framework spans the entire ten-level system, ensuring a solid workforce foundation, outstanding performance, and continuous technical innovation.
Training for skilled operators prioritizes on-site instruction supplemented by periodic centralized sessions. Methods include technical lectures, Q&A sessions, on-the-job drills, individual coaching, emergency exercises, and skills competitions. Beyond the company's mandatory training requirements, individual units innovate by introducing "elective" training activities tailored to specific needs—such as "Question of the Day," "Weekly Process Flowchart," and "Duty Cadres Delivering Lessons to Teams."
The company has clearly defined standards for job-qualification assessments and skill-level certifications for operators. It has developed comprehensive question banks for these assessments, evaluating employees on professional ethics, technical proficiency, and physical fitness to ensure 100% compliance with pre-job training, qualification assessments, and certification requirements. Furthermore, the company has issued regulations such as the "Management Provisions for Highly Skilled Talent" and the "Management Provisions for Job-Entry, Technical, and Skill Allowances", clearly outlining the criteria and procedures for talent selection, as well as the allowance structures for skilled personnel at various levels.
Since 1996, Dushanzi Petrochemical has organized a biennial vocational skills competition—successfully holding 13 editions to date—thereby effectively achieving the goal of "promoting training through competition, enhancing practice through training, and ensuring production through practice." Leveraging the collective strengths of its technicians' association and innovation studios led by model workers and master craftspeople (technical experts), the company vigorously promotes "master-apprentice" mentorship programs. Currently, the company’s workforce includes 529 technicians, 60 senior technicians, 47 chief technicians, 37 corporate-level technical experts, and 10 Group-level technical experts; additionally, four individuals have been designated as key candidates for the Group’s "Petroleum Master Craftsman" development program.
