Design Of Employee Training Program In A Sinopec Sales Branch Company

As the《Administrative Measures on Refined Oil Market》have been implemented since January 1, 2007, the situation of unified allocation of crude oil resources by the state and of centralized wholesale of refined oil by China National Petroleum Corporation (hereafter referred to as"CNPC") and China Petroleum & Chemical Corporation (hereafter referred to as"Sinopec") will be broken. Qualified companies will be allowed to wholesale crude oil and refined oil products, and competition among large state-owned oil companies, multinational oil companies, and socially run companies will gradually form in our country's petroleum market.Market competition boils down to competition for talents. In order to adapt to the new competitive setting, Sinopec must establish a modern system of corporate governance and adopt advanced methods of human resource management. Training of employees is an important part of human resource management in an enterprise, and designing an effective program of employee training is the basis of good training results. The analysis and discussion in this paper aim to apply relevant theories on training to the practice in a Sinopec sales branch company and to design a program of employee training for the company.This paper first briefly introduces the current development of the company, proposes the theme and methods of this research. Then the paper introduces relevant theories on employee training and summarizes the actual training experiences of Motorola and Haier. It studies in depth the methods and necessary components of a program of employee training and analyzes the current status of human resource management and of employee training in the company. Next, the main body of this paper proposes the guiding ideas, goals, and principles in designing this company's employee training program. The paper analyzes the different characteristics and current status of the"three talent groups"of managers, technical experts, and skilled operators and proposes corresponding training programs. Finally the evaluation of the results of employee training is analyzed.