党的十四届五中全会提出要实现两个具有全局意义的根本性转变,对于人事部门来说,适应和服务于两个转变的核心是转变人事管理机制,即把人事工作从旧体制下主要抓人事转入新体制下主要抓人才,形成一个能使大批优异人才脱颖而出的竞争激励机制,为现代化建设提供人才资源。要达到这个目的,首先要在职称评审的机制上打开突破口,以此带动整个人事制度向适应市场经济体制的根本转变。 更新观念 变福利待遇为激励机制 一个时期以来,我们有些部门和单位的领导常常为人才流失严重而苦恼,症结何在?其中一个重要原因是用人机制不活,其主要表现在两个方面:一是论资排辈,唯学 At the Fifth Plenary Session of the 14th CPC Central Committee, we proposed that two fundamental changes of global significance should be realized. For the personnel department, the core of adapting and serving the two changes is to change the mechanism of personnel management, that is, to change personnel work from the old system Mainly to transfer personnel into the new system, the main focus on personnel, the formation of a large number of outstanding talent can come to the fore a competitive incentive mechanism for the modernization of human resources. To achieve this goal, we must first open up a breakthrough point in the mechanism of job title review, so as to drive the entire personnel system to adapt to the fundamental transformation of the market economy. Renewal of Concept Changing Welfare to Incentive Mechanism Since a certain period of time, the leadership of some of our departments and units has often suffered serious and serious headaches. What is the crux of the problem? One of the important reasons for this is that the employment mechanism is not viable. The main performance lies in two aspects. First, On seniority, only learning