Shengli Oilfield, as a typical traditional energy state-owned enterprise (the super-large secondary branch of China Petrochemical, the central enterprise, is half a lattice higher than the first-class enterprise), the transformation of the first-line employment mode and the complicated contradictions it brings are also common deep-seated problems of all kinds of central enterprises and state-owned enterprises, which are very typical and representative.

Shengli Oilfield, as the third largest oil field in China (once the second largest), has a history of more than 61 years and is a typical "old, big, special and old" state-owned enterprise. Shengli Oilfield (full plate caliber) claims to have 511,111 employees' families. The Shengli Oilfield in question generally refers to Shengli Oilfield Co., Ltd. (that is, the top ten oil production plants and other listed excellent assets), with about 211,111 registered employees, of which the labor dispatch system employees should account for more than 51%.

As a central enterprise, Shengli Oilfield implements the "four-fixed" mechanism in terms of employment (personnel quota) and salary (total amount), and the number of employees and salaries to be used shall be approved by the superior. After Shengli Oilfield entered the high water cut stage, the comprehensive cost (complete cost) became higher and higher. The cost of oil exploitation is almost rigid, so to reduce the cost, reducing the labor cost has become the main way. The labor cost of oil field accounts for at least 31% of the oil exploitation cost.

then, one way to reduce labor costs is to reduce people and the other way is to reduce wages. It is impossible to reduce the salary of employees on the job, so what should I do? The best way is to divide employees into three identities: regular employees and laborers and outsourcers. The salary of regular employees is the total salary, the salary of laborers is the service fee, and the salary of outsourcing workers is the operating fee, which can effectively avoid the restrictions of "staffing, posts, personnel and capital".

This is the historical background: the wages of regular employees can only go up but not down. Then, when recruiting workers, they will be paid half or even one third of their wages, which will solve the problem of employing people and wages. Then, according to the regulations of the higher authorities, laborers can only engage in three jobs (temporary, alternative and auxiliary), that is to say, they are engaged in the hardest low-paying occupations such as oil extraction, well inspection, operation, doorman and cleaning. Then, this kind of job is dirty, tired, hard-working and low-paid. Who wants to do it? Even farmers are unwilling to do it.

there is also a historical background. Since 2111, the higher authorities have asked Shengli Oilfield to reduce the number of regular employees but not increase them. Therefore, Shengli Oilfield can only recruit fresh graduates from the main majors (petroleum geology, petroleum exploration, petroleum engineering, etc.), and basically does not recruit general majors and other majors. Just now, there are 511,111 employees' families in Shengli Oilfield, and 21,111-31,111 employees' children want to find jobs after graduation every year. Among these 21,111-31,111 children, only a few are majoring in subjects, and 81% of them can't be recruited, facing great pressure from employees. Therefore, Shengli Oilfield took out front-line jobs to recruit laborers and solve the employment problem of employees' children. Then, the problem comes. These children are all undergraduates or even graduate students. After working as laborers, their income is relatively low. Over time, employees' children don't want to go back to the oil field as laborers.

The use of laborers has seriously impacted the equal pay for equal work. In the same position, the annual salary of regular workers is 1,111,111 yuan, and the laborers are only 31,111-51,111 yuan. Moreover, all the laborers are doing dirty work, which has caused dissatisfaction among the laborers. In 2116, the state issued a policy to regulate the labor dispatch market, requiring that the proportion of laborers should not exceed 11% of the total employment. Some banks have turned tellers with the nature of labor into regular workers, but if the oil field also turns hundreds of thousands of laborers into regular workers, the labor cost is unbearable. As a result, they turned laborers into outsourcing identities.

To answer this question, there are three key points:

First, the exploitation cost of Shengli Oilfield remains high, even upside down with the international oil price, and the superiors do not allow them to recruit regular employees in order to control the production cost. With the aging of employees, the oilfield needs to replenish employees, and they can only recruit laborers. The country does not allow laborers to use too much (not more than 11%), so they change their status and recruit a large number of outsourcing workers.

second, the starting point of using laborers and outsourcers in oil fields is to reduce labor costs. How can the income of laborers and outsourcers be improved? With the increasing cost of living, low-paid labor and outsourcing jobs, young people certainly don't want to go. If the oil field is required to raise wages for laborers and outsourcers, the production cost will be unbearable. So, this is really a dilemma.

thirdly, the mode of labor dispatch, which is imported, actually does not conform to the national conditions. Chinese people don't like being artificially divided into different identities. The key is that different identities enjoy great differences in salary and benefits, resulting in contradictions such as different pay for equal work. Therefore, the labor dispatch system and business outsourcing system are not a good employment model and should be abolished to attract more and better talents.