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末位淘汰制是历史性进步岗位固定末位淘汰制(如每年固定末位淘汰6%～10%员工)的压力在一定程度上会演变成工作的动力,从这个角度讲,它较之传统的人事制度是一个历史性的进步。但是,它存在明显的局限性。末位淘汰制的缺陷因为,企业每年的岗位淘汰率必须考虑该岗位需求情况的变化、对本单位工作人员和社会上应聘人员的满意程度以及本单位吸引外单位优秀人才的能力,因而是一个动态的比率。而且岗位固定末位淘汰制本身不可避免地存在一些弊端:
The last elimination system is the pressure of the fixed bottom elimination system of historic progress posts (such as 6% -10% of employees fixed out at the end of each year), which will evolve to a certain extent from the motivation of work. From this perspective, The personnel system is a historic improvement. However, it has obvious limitations. Because of the shortcomings of the last elimination system, the annual turnover rate of enterprises must take into account the changes in demand for the post, the satisfaction of the staff of the unit and the applicants in the society, and the ability of the unit to attract outstanding personnel from other units. Therefore, it is a dynamic The ratio. And post fixed phase elimination system itself inevitably there are some drawbacks: