Study On The Publicity Talents In Dongsheng Company Based On Competency Model

From the beginning of the second half of 2014,international oil prices presented cliff fell,to the crude oil production for the main business of large state-owned enterprises in Shengli oil field has brought unprecedented challenges.As the first oil company with an annual output of over one million tons of crude oil in Shengli oil field,Dongsheng company is faced with enormous pressure of production and operation.Under the new situation of low oil prices,the new normal,the special needs of propaganda and ideological work can give full play to the human resources,an important role in maintaining stability and boost the transformation and development.At present,Dongsheng company publicity talent team construction and facing situation and task requirements there is a certain gap,ability and quality is not high,skill is too single,structure,distribution is not reasonable etc.exist in a certain extent,resulting in the publicity system should function has not been fully play,to enterprise’s influence and power needs to be improved.This paper discusses the practical significance of strengthening the Dongsheng company publicity personnel training;the comprehensive analysis,questionnaire survey,expert consultation,behavioral event interviews and other research methods of literature research,analyzes the theories and methods of cultivating status,domestic and foreign publicity personnel;the total node combed the Dongsheng company publicity personnel training status and the experience in the development and passage,incentives,training mechanism,team reserves and other aspects of the problem;established Pyramid triangle composed of quality,ability and knowledge of the Dongsheng company publicity talent quality model was verified,and based on this basis,put forward countermeasures and suggestions to strengthen the publicity of talents cultivation of Dongsheng company the implementation includes the ability to enhance the quality of engineering,broaden the growth space for development,optimize the team structure,strengthen incentive,Cultivation of system culture and other measures.