论文部分内容阅读
近年来,在干部人事制度改革和人 员定岗分流中,许多党政机关推行了竞争上岗,初步形成了干部“能上能下”的 选拔任用机制。但由于受思想观念、操作 方法等因素影响,在推行竞争上岗中还 存在着许多难点。 难点之一: 竞争氛围难形成 这些年,干部选拔任用工作虽引入 了竞争机制,但强烈的竞争氛围还未形 成。许多机关虽进行了干部公开招聘、竞 争上岗的尝试,但竞争的大多是一般职 位,层次低、数量少,机关干部傍观的多、 竞争的少。究其原因主要是人们的思想 观念陈旧,相当一部分机关干部认为,我 已任职多年又没犯错误,为什么还要我 参加竞争上岗?还有些领导干部认为,我 是党委政府任命的,让我同其它干部在 同一起跑线上竞争有失公平?甚至还有 的同志认为,大家在一起工作多年,抬头 不见低头见,何必“同室操戈”伤了感情。
In recent years, in the reform of the cadre and personnel system and the separation of staff from posts and positions, many party and government organs have promoted the competition for posts and initially formed the mechanism for selecting and appointing cadres to “get upper and lower positions.” However, due to the ideological concepts, methods of operation and other factors, there are still many difficulties in the implementation of the competition for posts. Difficulties: the competitive atmosphere is difficult to form these years, although the introduction of the selection and appointment of cadres competition mechanism, but a strong competitive climate has not yet formed. Although many organs carried out an attempt of cadres to openly recruit and compete for posts, most of the competition is for general posts with low levels and a small number of cadres, with less competition and less competition. The reason is mainly that people’s ideology and concepts are outdated. A considerable number of cadres think that I have served for many years without making mistakes. Why do I need to join the competition for posts? Some leading cadres think that I am appointed by the party committee and government and let me It is unfair for other cadres to compete on the same starting line. Even some comrades think that if we all work together for years and look up without seeing our heads down, why should we feel hurt in the same room?