人才的长短与用才方略

• 作 者: 张森年
• 机 构: 上海工程技术大学社科部 教授
• 出 处: 人才开发
• 发表日期: 2004年期
• 关键词: 科学评判 用才 辩证关系 用其所长 领导绩效 相信自己 领导活动 不逾矩 用人艺术 能力状况

江泽民同志曾经指出,用人用其所长,就是要扬长避短,善用他的特长,把他放到最适合于发挥他的优势的岗位上。他认为,这对干部本人、对党的事业都有好处。用非所长,对干部本人、对党的事业都是一种损失。 扬长避短,其前提则是对人才“长”、“短”的正确识别和科学评判。而对人才“长”、“短”的正确识别和科学评判又是以对“长”、“短”的辩证把握为基础的。人才“长”、“短”的辩证关系主要表现在以下几个方面: 第一,长短相比较而存在

Comrade Jiang Zemin once pointed out that if one employs his superiority, he wants to make good use of his strengths and make good use of his strengths and put him in the position most suitable for his superiority. He believes that this is good for the cadres themselves and for the party's cause. Non-director, on the cadres themselves, the party's cause is a loss. Avoid weaknesses, the premise is the talent “long”, “short” the correct identification and scientific evaluation. However, the correct identification and scientific judgment of “long” and “short” talent are based on the dialectical grasp of “long” and “short”. Talents “long”, “short” dialectical relationship mainly in the following areas: First, the length of the existence of comparison