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公开选拔是干部人事的一项重要内容。依据“公开、平等竞争、择优”的原则,在选任干部中,引入竞争机制,对进一步拓宽选人用人渠道,促使德才兼备、实绩突出的优秀人才脱颖而出,创造了良好的条件,应当得到大力推广。但在具体实践中,也不免存在一些问题: 1.观念落后,参与竞争不踊跃。不少人担心落选后,一则无颜面见“江东父老”二则担心给组织人事部留一个“无能”的印象。因此,在报名参加公选时,瞻前顾后,犹豫不决,以至于放弃施展才华的机会。某县把五个县级部门副职领导职位拿来公选,报
Open selection is an important part of cadres and personnel. According to the principle of “open competition, fair competition and preferential treatment”, the introduction of a competitive mechanism among the elected cadres has created a favorable condition for us to further broaden the channels for the selection and selection of personnel, promote outstanding talents with both ability and political integrity and outstanding achievements, and create favorable conditions that should be vigorously pursued Promotion. However, in practice, there are some problems that inevitably exist: 1. The concept is backward and not actively participate in the competition. Many people worry that after the unsuccessful election, one of them will face the impression that “the father of Jiangdong” will face the “incompetence” of the organization and personnel department. Therefore, when enrolling in the public election, he is indecisive and hesitant to give up his chance of displaying his talent. A county to five county-level department deputy post leadership positions for public election, reported