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In recent years, while accelerating its transformation and upgrading, Jilin Petrochemical has focused on diversifying training platforms and expanding training content, thereby establishing a distinctive training management system. In 2023, the company was recognized by China National Petroleum Corporation (CNPC) as an "Advanced Unit for the 'Strengthening the Enterprise through Talent' Initiative" and an "Advanced Unit for Education and Training," while its training center was designated as a national-level training base for highly skilled personnel. Highly effective training has continuously enhanced the workforce's capabilities; notably, in the Group's inaugural selection and commendation of outstanding skilled talent, six Jilin Petrochemical employees received honorary titles such as "Petroleum Master Craftsman," "Technical Expert," and "Iron Man Team Leader."
It is reported that since the beginning of this year, Jilin Petrochemical has been planning strategically from a new starting point, aiming to elevate employee training to a new level through higher standards, stricter requirements, and more practical measures:
Refining responsibility implementation to make training dynamic. Top company leaders assume "primary responsibility," while headquarters functional departments handle professional management, headquarters specialized departments exercise line management, and grassroots units fulfill operational management duties. Experts and management personnel at all levels leverage their professional expertise and experience to serve as guides for employee growth. A "comprehensive training" philosophy has been firmly established, with all cadres and employees working in unison and sharing responsibility; quarterly special inspections monitor training quality and effectiveness, ensuring that programs are truly implemented and yield tangible results. Management of full-time trainers is being strengthened, and incentive and assessment mechanisms are being refined to ensure they play their proper roles in their respective fields and specialized training areas.
Focusing on core priorities to ensure training excellence. For transformation and upgrading projects, specific training is arranged strictly according to a "one-unit, one-strategy" approach, with staffing and qualification certification completed on schedule. The company actively organizes external internships and accelerates the development of unit simulation software to meet pre-job operational training needs. It also capitalizes on the 2024 major overhaul to conduct practical on-site training, strengthening employees' key operational skills and achieving simultaneous improvements in both the quantity and quality of personnel qualified for multiple roles ("multi-skilled personnel"). Implement "tailored" training programs for different personnel categories and strengthen the long-term development of new hires by establishing a 10-year tracking and cultivation system. Leverage competitions to drive training and learning, with a specific focus on identifying and developing young employees under the age of 35. Cultivate distinctive training brands—such as bringing foundational courses on chemical engineering principles directly to the plant floor—to enhance the professional capabilities of staff and management in solving practical problems.
Strengthen support mechanisms to ensure training delivers tangible results. Refine talent development systems by making the identification, cultivation, and recommendation of talent a top priority for senior leadership; create opportunities for motivated and capable employees to excel and achieve results, thereby fostering a virtuous cycle of rapid professional growth. Improve training management by revising internal regulations—such as those governing professional and technical qualification reviews—and establishing comprehensive evaluation standards tailored to specific disciplines and fields. Enhance the company-wide assessment system by conducting tiered and periodic skills evaluations suited to different job levels: implement monthly and quarterly assessments for operators, focusing on process parameters and hands-on technical skills; conduct semi-annual assessments for management and technical staff, focusing on regulations, management workflows, and professional knowledge; and carry out annual assessments for leadership personnel, focusing on the Party’s innovative theories and the political-economic landscape, all to fully leverage the motivational impact of the evaluation process.
