有人认为，既然是人才，就要大胆地提拔到领导岗位上来,就要授以“一官半职”,不然就不是“重用”。其实对人才重用与否,并不在于有没有“乌纱帽”,有些人特别适合从事具体的专业技术工作,若硬要委以行政管理工作或当科长、厂长、总经理,这是形式上的重用而不是实质上的重用。有的人才也因此而抱怨道:天天忙于职工的住房问题、油盐酱醋柴问题、生老病死问题,真是当了“官”丢了“技术”,贡献反而小了。有的人适合科研攻关、适合把科技直接转化为生产力,若硬要他从事政治工作、党务工作当书记或当工会主席,这也不叫重用。尽管有人主张用人要“用其所短”,意即变所短为所长,然而置其“所长”而不用,显然是一种浪费。也 Some people think that since they are talented people, they must boldly promote them to leadership positions, and they must be given “one official and one half post,” or they are not “reusing.” In fact, whether or not talents are reused is not whether there are “black hats” or not. Some people are particularly suitable for specific professional and technical work. If you insist on administrative work or when you are the manager, manager, or general manager, this is formally The reuse is not substantive reuse. Some people also complained about this: Every day, the problems of housing, the problem of vinegar, fuel, salt, fire, and the sickness and death of employees are really the problem of the “government” who has lost “technology” and contributed less. Some people are suitable for scientific research and are suitable for the direct conversion of technology into productive forces. If it is hard for him to engage in political work, party affairs work as a secretary, or as a trade union chairman, this is not called reuse. Although some people advocate that people should “use their weaknesses”, meaning that they should be short-changed, they should not be used as their “master”. This is obviously a waste. and also