论文部分内容阅读
我国人才市场当前交流的主要对象,限于工人和各类专业技术人员,而决定企业命运的关键人物——企业的高层经理人员,真正通过人才市场进行双项选择的还不多,对企业经理人才的职业化、市场化问题,无论从观念上、理论指导上、政策措施上都存在种种误区和阻力,并缺少政府强有力的扶持和引导。推行经理人才市场化的障碍障碍之一:企业人事管理制度改革不到位。吴敬链教授早就指出,企业改革与我国人事制度不相配套,而且相互矛盾。掌握企业经营管理者任命大权的政府部门(企业上级主管部门),仍然沿用计划经济体制下的老办法在管企业
The main objects of current exchanges in China’s talent market are limited to workers and various types of professional and technical personnel. The key figures in determining the destiny of enterprises—the senior managers of enterprises—have only a few double options through the talent market. In terms of professionalism and marketization, there are various misunderstandings and resistances in terms of concepts, theoretical guidance, and policy measures, and there is a lack of strong government support and guidance. One of the obstacles in promoting the marketization of managerial talents is the incomplete reform of the company’s personnel management system. Prof. Wu Jinglian pointed out long ago that enterprise reforms are not compatible with our personnel system and they are contradictory. The government department that has the power to appoint managers of the company’s business managers (the superior department of the enterprise) still uses the old methods under the planned economic system to manage the company.