Human Resources

2014 Annual Report

15

We recruit the best people for technical and management positions from

both inside and outside the company on an open, fair and competitive

basis. In 2014, we enrolled 9,037 college graduates and 136 overseas

students. As at the end of 2014, CNPC had 19 academicians of the Chinese

Academy of Sciences or the Chinese Academy of Engineering, 428 senior

technical experts, 100 management experts, 322 senior skilled experts,

4,503 senior technicians and 24,801 technicians.

We provide various types of career development and training opportunities

for employees and effectively conduct well-targeted training programs

based on business demands in order to build up the professional skills

and competence of our staff. In 2014, we launched 163 training programs

at headquarters level with participants exceeding 20,000. On-the-job

training on new knowledge, expertise and skills remained the focus of the

company's training initiatives. We have constantly invested in the e-learning

platform to improve its functionality and offer more and diverse courses.

More than 670,000 employees registered on the platform in the past year

to take online training courses.

Skill competitions play an active role in developing vocational excellence.

In 2014, we organized skill competitions for employees working on oil

production, fuel oil hydrogenation units, natural gas purifiers and light

hydrocarbon units, providing a good platform for expertise and experience

sharing. A number of our highly skilled employees excelled at the 2014

Beijing "ARC Cup" International Welding Contest. Eight CNPC employees

won the title of National Technical Master.

Overseas, we are committed to hiring more locals and providing more

jobs for local communities. As a multinational enterprise, we embrace a

corporate culture valuing respect, openness, inclusiveness and diversity,

and treat our employees in a fair and impartial way regardless of nationality,

race, gender, religion or cultural background.

Given our oversea business status as well as relevant laws and regulations

of the host countries, we have established specific systems for the hiring,

training, clocking-in, leave, performance review, promotion, rewards and

punishment of local employees. By the end of 2014, local employees

accounted for 91% of the total workforce of our overseas projects.

In 2014, training programs for our local employees focused on building

management skills and updating technical expertise through on-the-

job training, receiving local training services and training in a third-party

country or China. This has helped local employees raise their professional

knowledge, skills and competences. A total of 8,632 local employees

received such training throughout the year. In Turkmenistan, the Amu

Darya Project made significant headway in training local management staff,

experts and technicians. As the No. 2 Gas Processing Plant went on stream

in 2014, 55 local employees were appointed to posts previously held by

their Chinese colleagues.

In recent years, our engineering and construction companies established

four overseas training centers in Sudan, Kazakhstan, Turkmenistan and

Iraq, which have trained about 10,000 local employees. Training programs

of various forms have been conducted, which greatly enhanced local

employees’ technical competences.

Meanwhile, we have taken the initiative in sponsoring the education

programs for the local youth. In Iraq, we have launched cooperation on

education, research and training between the University of Basra and the

China University of Petroleum (Beijing), which was aimed at improving

the skill levels of local employees and preparing young talents for a career

in the local oil industry. In Kazakhstan, Trans-Asia Gas Pipeline Company

Limited has been covering the tuition and miscellaneous fees of young

students, so far involving 10-15 students annually for three years, to

support their education at the Kazakh-British Technical University. In 2014,

another 14 students were selected to join this program.

In addition, the company recognizes high-performing local employees

and regularly selects "Outstanding Employee" or "Excellent Employee" to

boost morale and creativity. Those who won the titles can be managers or

frontline workers. Some of them have been invited to CNPC headquarters

in Beijing, Daqing/Changqing Oilfield or BGP for studying, visits, sightseeing

and cultural experiencing.

CNPC attaches great importance to and protects employees' rights and interests. We strive to create a workplace based on fairness, impartiality and harmony, and build favorable career development platforms and promotion channels for our employees. We are trying to foster strong human resources composed of various tiers of skills in order to underpin the company's goal of building a major integrated international energy company.

Human Resources