In the past 10 years, the Group has provided 12,830 training courses or 162,130 recipients. Qualification of officials and employees has been getting higher with total 151 Doctors, 849 Masters of Science, 13,593 engineers, bachelors, and 12,757 technical workers. Particularly, in 2009 Petrovietnam provided 3,764 training courses for 41,413 employees.
1. Strategic objectives of human resource training and development
Vietnam Oil and Gas Group has approved the human resource training and development Strategy of the Group for period 2009-2015 and vision towards 2025 in order to develop a consistent group of leaders, managers, science-technology officials and technical workers with qualification on par with international level to operate domestic and foreign petroleum activities with high economic efficiency.
2. Primary viewpoints in terms of human resource training and development
2.1. Knowledge and talent management is a focus and strategic development orientation of human resource training and development.
2.2 Human resource training and development must be one step ahead in consistent, systematic and international standard manner.
2.3. Internal resources in the Group are maximized for training promotion and development with a close coordination strategy with local and foreign training facilities in order to prepare long-term resources.
2.4. Each subsidiary company of the Group is developed in form of learning organization to create the best conditions for workers to study, develop and maximize their potential creativeness, and then to dedicate to the Group’s sustainable development.
2.5. Decentralization and socialization shall be promoted and intensified in human resource training-development.
3. Solutions to developing and enhancing human resource quality
- To provide standardized training programs for officials by each field, speciality.
- To form and develop a training system of PVN.
- To promote an efficient, scientific and modern human resource management system development.
- To intensify occupational development orientation for officials based on competence and objectives of individuals and organizations.
- To intensify cooperation with petroleum contractors, foreign joint ventures in human resource training-development.
- To provide and utilize existing human resource appropriately.
- To intensify internal training.
- To apply information technology in human resource training and development.
- To issue regulations and policies suitable with workers in oil and gas industry such as talent attracting policy, training-prioritizing policy, salary and welfare policy, etc.
- To renovate overseas training for students, officials through socializing and diversifying expenditure for overseas training for students and officials.
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