Research On Career Development Ladder Mechanism Of Scientific And Technological Talents Of SINOPEC

As a major enterprise underpinning national economic security, Sinopec is taking historic responsibilities in China’s endeavors of building a moderately prosperous society and achieving the Chinese dream. The company is pursuing world class excellence, and one of its strategic objectives is to develop a strong multi-tier science and technology talent pool. By analyzing statistics and conducting survey, it was identified that one of the key obstacles to developing leading technology talent was a lack of clear and smooth career path. In this paper, the first chapter introduces the background and major components of the research. The second chapter goes on to put forth both the theoretical and practical foundations for the research with explanations on relevant concepts, analysis of the meaning, evolvement, and latest trends of career path, the theoretical basis and scope of the research, and practical references and general paradigm of career path. In the third chapter, the paper looks into the current status and challenges of career path development for technology talent in Sinopec, and identifies the syndromes of poor career path development, and searches for the root causes from many fields, including HR policy evolvement, culture and values, and incentives. With these, the paper puts forth in the fourth chapter a framework design for career growth of Sinopec technology talent, explains the meaning of the concept, makes clear its five components, namely, job sequence, recruitment, development, motivation, and attraction, and elaborates on the internal relationship of these components. Chapter Five gives an extensive design of the framework, identifies how to manage and realize the career path of technology talent, designs concrete plans for technology job categories, proposes the appointment of leading specialists, such as Group Chief Specialist, Group Senior Specialist, and Departmental Chief Specialist, as an important tool for the career development of leading technology talent. A three-level career path is recommended, by which technology talent can become professional managers, technology leaders, or technology specialists. Vertical broadband system and horizontal broadband system are proposed, complete with the operation mechanism for position creation management, recruitment management, post-recruitment management, and evaluation management, as well as supporting systems, including qualification assessment, compensation, training and development, and honor incentives. In chapter six, the paper puts forth suggestions on how to handle six relationships in response to any problems that might occur in career path implementation.