The business activities of Russian enterprises are always oriented to the latest equipment, the most advanced technology and the latest technology and design results. In terms of training and education, the company has formed its own strategy. The basis of this strategy is that in order to keep the company's leading position in the world in the next 10 year, a lot of work must be done to make the ability level of Russian employees meet the requirements of their career modernization. According to the established economic relationship and considering the international experience, the company re-examined the role, methods and forms of talent work. According to the talent policy of Russian enterprises, tens of thousands of employees at different levels should receive off-the-job training, including special lectures, seminars and on-campus study, not only within the framework of Russian enterprise expert training system, but also in the company's foreign training centers. Russian enterprises are one of the few enterprises in Russia that have successfully improved the continuous vocational training system. The system requires regular high-level training and personalized teaching for all leaders and experts, and makes personalized training plans according to the specific conditions of each student and each major. The training of leaders and experts is 1-3 years. The teaching content is constantly updated and personalized teaching is implemented. Training is divided into five levels: young experts, experts, leaders, reserve talents and senior leaders. Each level has its own main training direction: technical courses, industrial economy and labor organization, enterprise management, investment benefit analysis and strategic management. Each training level has a standard training plan. During the training interval and training process, students are tested (their professional and personal qualities are evaluated), and experts are put into the talent pool of different levels of leadership positions according to the test results.
Experts entering the natural gas industry for the first time, especially young experts, should receive a one-year training program to help them adapt to the industry, cultivate their professional quality and accept the company's traditions. Reserve talents should be trained for two years to train them into higher-level experts and leaders. According to the career development plan, and organize the implementation. The training is mainly in domestic excellent industrial enterprise bases and foreign oil and gas companies. According to the industry plan, the training of all reserve talents will be from individual cases to purposeful, all-round and whole-process training.
What needs to be emphasized is the management of middle-level reserve talents, that is, the heads of processing and subordinate departments, and the work of the direct work organizer-workshop director. It is precisely the middle level that determines the profit of the enterprise and is responsible for the basic production expenses. These two aspects are directly influenced by the professional level of middle managers.
Continuous and specialized vocational training for talents depends on the capital investment of the company and its subordinate enterprises. The guarantee of special vocational training system depends on the regular training of employees in enterprises during all professional activities according to the teaching plan prepared in advance and using special teaching documents and materials. The teaching plan includes teaching suggestion methods, teaching reference materials, automatic training system, computer simulation software and trainer, distance education management system and professional games for 97 majors. The training not only made use of the Russian industrial teaching center base, but also experts and leaders at different levels conducted academic discussions and further studies in the teaching centers of world-famous natural gas companies-British Gas Company, French Gas Company, BASF Company, Wintersall AG and General Electric Rugas Company.
Russian enterprises train and improve employees in 265 most commonly used occupations. The training is organized and implemented by the enterprise talent management department in conjunction with the corresponding industry subordinate departments, primary vocational education institutions in the Russian Federation and educational institutions in other industries. Use the certificate approved by the Ministry of Education of the Russian Federation and recognized by the state to ensure the status of educational institutions and meet the post qualification requirements stipulated by the state. There are five types of talents trained and improved in Russian enterprises: senior leaders, reserve talents, leaders, experts and young experts. Continuously retrain leaders and experts.
The training of Gazprom is the main feature of its diversified training of talents. The purpose is to improve their knowledge and skills, and in essence, to enable them to respond to market changes reasonably according to the needs of the company and solve the problem of talent potential in production. According to the training direction, the training plan is tailored for them, and the Bureau of Talent and Social Development is responsible for the supervision and implementation of this work. According to the training plan, nearly 25% of Russian business leaders and experts will receive training. Among them, 35% were trained in Gubokin State University of Oil and Gas, Russia; 22% received training in Russian enterprise teaching center and 5% received training in St. Petersburg computer technology center; 38% received training in other centers. It can be seen that Russian enterprises use training centers nationwide to train experts in different fields. The upgrading and training of employees' skills are mainly in the educational institutions and teaching centers of Russian enterprises, interspersed with special lectures, seminars and other forms. This shows that Russian enterprises not only attach importance to the cultivation of middle and senior talents, but also never neglect the cultivation of lower-level talents. In the field of talent policy, the first problem to be solved is the cultivation of old and new senior experts. According to the company's development philosophy, train scientific and technological talents purposefully.
Gazprom requires full consideration: using individual universities in China to train young experts in scientific research and development of natural gas industry based on Gubokin State University of Petroleum and Natural Gas in Russia; According to the new scientific research direction, under the joint management of the three parties (Academy of Sciences, Ministry of Education and Russian enterprises), young experts are trained; In cooperation with some key universities in Russia, under the leadership of major research institutes in the industry, some branches of professional teaching and research offices have been established in universities to obtain the knowledge needed by the natural gas industry.
The training objectives are set as follows: (1) Multi-scheme analysis and prediction of enterprise development and regional layout in natural gas industry; (2) Improve the benefit of geological exploration, and ensure the formation of a raw material base with promising prospects for industry planning and development; (3) The production of Yamal Peninsula and Jidan gas field, and the development and utilization of continental shelf oil and gas resources in the Arctic region; (4) Investment and development of small gas fields; (5) Rational utilization of natural gas resources with low pressure head; (6) Improve the recovery ratio of condensate gas and develop depleted condensate gas reserves; (7) Utilization of unconventional natural gas resources; (8) Under abnormal conditions, the efficiency, reliability and stability of the unified gas supply system are improved; (9) Guarantee the energy autonomy of Russian industrial companies; (10) Increase the deep processing capacity of natural gas and condensate oil to obtain products such as automobile fuel and synthetic liquefied hydrocarbon; (1 1) Expand the scope of use of natural gas, first as a fuel for transportation and agricultural machinery; (12) Reduce the environmental impact of natural gas industrial facilities; (13) Natural gas energy-saving technology is adopted in the whole process from exploitation to user use.
To achieve the priority development goals above this period, it is necessary to enrich the corresponding talents to ensure. According to the concept of talent evaluation formulated by science and technology policy, in the last five years, the industry should train at least 400 experts in new scientific direction. This is only the minimum requirement for forecasting and evaluating talents. The implementation of these tasks is the responsibility of the senior expert training center organized by the All-Russian Natural Gas Research Institute. The main targets of the center's work are doctoral students and doctoral students of science selected through competition, as well as in-service doctoral students and doctoral students of science according to the professional direction of enterprise development. The number of students accepted by the center every year and the list of personnel of affiliated institutions and units receiving training in targeted professional fields are determined by the Russian Enterprise Talent and Social Development Bureau. The company's procedures for competitive selection of students can comprehensively consider the educational level and professional level of the candidates participating in the selection. The experts dispatched by the subordinate enterprises of the company through competition shall sign contracts with the All-Russian Natural Gas Research Institute (senior expert training center) and the dispatched enterprises respectively during their doctoral or doctoral studies, and receive corresponding industrial social benefits within the budget approved by the president of the company. In this way, we can ensure that a certain number of competent experts are trained under the condition of stable company funds, especially those who have to solve scientific and technological problems first.