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每一个大型企业集团,都要从现有产业基础出发,适应社会主义市场经济的需要,按照国家经济长远发展规划的要求,制定自己的发展目标,充实产业实力,改善经营管理,提高经济效益和滚动发展能力,逐步向多元化、国际化经营的综合性企业集团迈进。但是通观大型企业集团的人才现状,却很不适应其自身发展的要求。一是人才开发滞后。由于大型企业集团历史形成的原因,人才的年龄结构出现断层,各级领导层都程度不同地存在老化现象,现有专业技术人员的增新知识跟不上。人才的开发跟不上,尤其是后备干部和后备人才的开发、培养、储备明显地呈现滞后于企业发展和改革的需要。二是人才知识结构失衡。由于历史原因,一般
Each large enterprise group should proceed from the existing industrial base to meet the needs of the socialist market economy and formulate its own development goals in accordance with the requirements of the long-term national economic development plan so as to enrich its industrial strength, improve its operation and management and enhance its economic benefits and Rolling development capabilities, and gradually diversified, international business integrated enterprise group forward. However, looking at the current situation of large enterprise groups, they are not suited to the requirements of their own development. First, talent development lags behind. Due to the historical formation of large-scale enterprise groups, the age structure of talent appears to be faulty, and the leadership at all levels have different degrees of aging. The existing professional and technical personnel can not keep up with the new knowledge. The development of qualified personnel can not keep up. In particular, the development, training and reserve of reserve cadres and reserve personnel obviously lag behind the needs of enterprise development and reform. Second, the imbalance of knowledge structure of human resources. Due to historical reasons, in general