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时下,干部竞争上岗成为铁路基层站段精简机构、压编减员的重要举措和有效途径。在激烈的竞争中,也时不时爆点“冷门”:有的看似“保级”无望,结果却稳坐“钓鱼台”;有的本来希望渺茫,结果却“金榜题名”。这种情况被人们称为“黑马”现象。 “黑马”现象很值得思考。 竞争上岗是深化干部制度改革,建立优胜劣汰机制,优化干部队伍结构,同时有效压编减员的必然途径。 竞争上岗给那些平时无用武之地的真正的“黑马”,提供了一展身手的广阔舞台。靠实力脱颖而出的“黑马”,多多益善。这是我们的事业兴旺发达的希望所在和重要标志。为了保护这些“黑马”,使他们能够通过公平竞争战胜那些“劣马”,我们必须不断创造和积累科学有效的操作方法。
Nowadays, the competition for posts by cadres has become an important measure and an effective way to streamline the organization of the grassroots railway stations and reduce the number of members. In the fierce competition, they also burst the “upsetting” from time to time: Some seemingly “relegation” is hopeless, but the result was “Diaoyutai”; some had little hope, but the result was “Gold List title.” This situation is called “dark horse” phenomenon. The “dark horse” phenomenon is worth considering. Competing for posts is an inevitable way to deepen the reform of the system of cadres, establish a mechanism for survival of the fittest, and optimize the structure of the ranks of cadres, while effectively downsizing them. Competing for posts to those who do not usually use the real “dark horse” provides a vast stage to show their talents. Rely on the strength of the “dark horse”, a lot more good. This is where the important hope and hope for the prosperity of our cause is. In order to protect these “dark horses” and enable them to overcome those “bad horses” through fair competition, we must constantly create and accumulate scientific and effective methods of operation.