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国有大中型企业的干部管理体制不是改不改的问题,而在于怎样结合实际,动真的、来买的;在于怎样根据市场竞争形势,将人才进行市场化配置。进入“八五”以后,中原油田面临了生存危机的重重困难,经过了两难选择之后,他们将人事制度改革和人才资源开发作为油田总体改革的先导工程开始启动,按照市场竞争的需要,对干部人事制度进行了大力度改革。通过变单一依靠组织选人为组织和群众共同选人,变定性考核为定性与定量考核相结合,变能上不能下为能上能下,变同体监督为同体异体监督相结合等机制,实现了靠机制选人,靠制度管人。凭政绩用人的人事制度改革和人才资源开发目标。记者日前专程赴中原油田进行了考察和采访,本刊将分上下篇详尽介绍中原油田以“为生存而超越”为主题的人事制度改革和人才资源开发等方面的经验和作法,以期引起各级组织人事部门和国有大中型企业决策者们的重视。——采访手记
The system of managing cadres in large and medium-sized state-owned enterprises is not a matter of reform but also of how to combine realities with those of real ones. It is about how to market personnel according to market competition. After entering the Eighth Five-Year Plan period, Zhongyuan Oilfield faced many difficulties in its survival crisis. After a dilemma, they started the reform of the personnel system and development of human resources as a pilot project for the overall reform of the oilfield. In accordance with the needs of market competition, Great efforts have been made to reform the cadre and personnel system. By relying solely on the organization of the selection of candidates for the organization and the masses jointly selected variables of qualitative and quantitative assessment of qualitative assessment of the combination can not be able to change under the energy can be under the under the supervision of the same supervision of alliances with the integration of other mechanisms to achieve Election by the mechanism, by the system tube. Personnel System Reform and Talent Resource Development Objectives Based on Administrative Performance. Recently, the reporter made a special trip to the Zhongyuan Oilfield to conduct an investigation and an interview. The journal will elaborate on the experience and practices of the personnel system reform and human resource development with the theme of “Surviving and Surviving” in the Zhongyuan Oilfield in order to arouse At all levels of the organization and personnel departments and state-owned large and medium-sized enterprise policymakers attention. - Interview notes