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古人说:“何世无才,患在不识;苟能识之,何患无才。”但“良才识真万不一遇也。”可见人才识别的复杂和难度。一个企业,有无数个岗位,有岗位就有人才。从管理层次看,层层有人才;从年龄结构看,老中青中都有人才;从专业面上看,行行有人才,关键是如何识人辨才。一般说来,识别人才要注意两个标准:首先是德才兼备标准。德,是政治素养和品质方面的要求,是把党和国家的利益放在第一位,有一股与企业同发展共命运并献身企业的奋斗精神;才,是才能.要有实现企业奋斗目标的能力和才干。其次是实践标准。实践是检验人才的标尺,当不好班组长的人,就管不了一个车间,管不好一个车间的人更领导不好一个企业。只有通过实践,才能做到不埋没人才,清除伪才。
The ancients said: “No talent, suffering in ignorance; Gou know it, what trouble without. ” But “Talented people really do not happen once also. ” Visible personnel identification complexity and difficulty. An enterprise, there are numerous positions, there are jobs have talent. Judging from the management level, there are talented people at every level. From the perspective of age structure, there are talents in the middle-aged and young people. From a professional perspective, the key is how to know and distinguish people before they go. In general, identification of personnel should pay attention to two criteria: First, both ability and political integrity. Germany is the requirement of political literacy and quality, putting the interests of the party and state in the first place, and having the spirit of striving for common development and devotion to the enterprise together with the enterprise; talent and ability are the goals of the enterprise Ability and ability. Followed by the practice standards. Practice is to test the talent scale, when the poor team leader, can not manage a workshop, poor management of a workshop who is more poor leadership of a business. Only through practice can we not bury talent and eliminate false talent.