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从职工教育自身规律和多年实践的经验教训来看,培训和考核必须同本人的使用和待遇紧紧挂钩,在政策和制度上相互配套。否则,企业职工教育便失去动力,缺乏活力。那么,建立一体化有哪些障碍呢?1、人才合理流动的机制未形成。人才合理流动机制,实质上是人才平等竞争机制。人才被本单位据为已有,不能进行合理流动,势必造成人才的积压、闲置与浪费。纵观我国工业企业,特别是一些国有大中型企业,往往出现如下现象:一是缺乏人才施展才能的宽阔舞台,致使一些青年职工上进锐气不足,难以脱颖而了。二是分工过细,职工综合技术业务水平不能得以全面提高:又由于一次分配定终
From the laws of worker education and the experiences and lessons learned from many years of practice, training and assessment must be closely linked with their own use and treatment and complement each other in terms of policies and systems. Otherwise, enterprise staff education will lose motivation, lack of vitality. So, what are the obstacles to the establishment of integration? 1, a mechanism for the rational flow of talent has not been formed. The mechanism of rational flow of qualified personnel is essentially a mechanism of equal competition for talents. According to this unit as a talent has been, can not be a reasonable flow, is bound to result in the backlog of talent, idle and waste. Looking at our industrial enterprises, especially some state-owned large and medium-sized enterprises, we often find the following phenomena: First, there is a lack of a broad arena for talents to display their talent, leaving some young workers unprepared to stand out. Second, the division of labor is too small, workers comprehensive technical service level can not be fully improved: but also due to a distribution of final