2024年，正通油气为适应市场需求，适应新形势下生产任务，在开工之前全面启动人才招聘，通过校招、社招、网络招聘与内推等多渠道为公司经营管理、生产作业储备人才，共筑人才新高地。
近年来，随着公司业务不断面向全国、走向海外扩张和发展，对人才的需求也日益迫切。因此，在人才的储备上通过自己培养和招聘方式“双管齐下”。为公司可持续发展奠定了人才基础。
我们都知道，人才是一个公司保持发展的主要生产力，也是新质生产力的推行者，是任何行业最有价值的资源。时代在变化，公司发展的脚步始终在向前迈进，技术的更新换代，经营管理的理念推广，一步步都离不开人才。公司作为石油工程技术服务企业，在人才的储备、培养上更要与时俱进。近年来始终推行稳定老员工，激励新员工，让他们在岗位上形成“不出事、想干事、干成事”的良好氛围，通过“师带徒”等方式让新员工尽快融入到工作中。所以，公司在人才储备，人才战略方面始终贯彻老中青结合，这样才能让公司在未来的发展中更上一个台阶。
在校招方面，公司积极与疆内外各大高校建立长期合作关系，签订实习实训协议、提供实习实训设备、岗位。通过学校组织的招聘会，以校园宣讲会的形式，向即将毕业的学生们详细介绍了公司的企业文化、岗位需求、学生培养方向和发展前景等。
在社招方面，公司积极参与地方组织的现场招聘会，与求职者现场交流。此外，通过各大网站发布招聘信息，以最大范围寻求公司发展所需的人才。
通过近几年的人事工作让我深深体会到，人才储备就是要通过使用科学、有效的方法对招聘外来人员或者对公司内部人员进行培训、管理，以便他们可以填补公司发展所需的各类角色，适合公司企业文化，满足公司的直接和长期需求。
截至目前，公司招聘各类人才104人，按照目前的情况分析，对高精尖专业技术和经营性人才还需要加大招聘力度，为此，我们倍感压力，但工作的职责和公司实现目标的决心，又给了我们很大的信心。
人才招聘，这需要专业的知识和对公司文化的充分肯定，才能让人才“奔走相投”，这让公司对人才高度重视和渴求有了可表现的载体。在实践中让我明白了人力资源工作就是吸引人才的首棵“梧桐树”，更让我感觉到这个工作既平凡而又伟大，“他”的伟大就在于让更多有志之士加入正通公司这个大家庭，为了共同的目标，发挥每个人的“光”和“热”！（文 赵莉）
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)
