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1996年、我院加入了闵行区事业单位人事制度改革试点的行列。但由于种种原因,改革仅留存对中层干部的聘任上,而全员聘用合同制未能在全院推行。事后,区人事局、卫生局的有关领导与我们一起分析了改革搁浅的原因:一是思想观念没有转变,特别是中层以上干部的观念没有转过来。二是未形成良好的改革氛围,缺少社会舆论的理解和支持。三是操作缺乏规范性,特别是基础考核资料较少,没有说服力,易造成误解。我们意识到,转变观念、统一认识是关键,规范操作是基础,科学定岗、择优上岗、合理分流的工作要做细,积极稳妥地推进人事制度改革,并要
In 1996, our hospital joined the ranks of pilot reform of the personnel system in public institutions in Minhang District. However, due to various reasons, the reform only retained the appointment of middle-level cadres, and the full employment contract system failed to be implemented throughout the hospital. Afterwards, the relevant personnel of the district personnel bureau and the health bureau discussed with us the reasons for the reform ran aground: First, the concept of ideology has not changed, especially the concept of middle-level and above cadres did not turn around. Second, we have not formed a good atmosphere for reform and lacked the understanding and support of public opinion. Third, the lack of normative operation, especially the basic assessment of less information, there is no convincing, easy to cause misunderstanding. We have realized that changing our concepts and unifying our understanding is the key. Normative operation is the foundation. Science-based posts, pre-employment and rational diversion must be carried out carefully and actively and steadily to push forward the reform of the personnel system.