中国入世以后,国有企业经营者的选拔制度必须进行改革,建立与之相适应的配套机制。目前,国有企业经营者的选配基本上是非市场配置。仍然是按照选拔党政干部的模式配置的,这纯属政府行为。之所以如此,很重要的一个原因就是没有建立一种新型的企业经营者供求机制,缺乏正常的供应渠道。要解决好供和求的矛盾,现阶段应推行国有企业经营者的职业化市场化,让企业管理人才作为真正的供给主体出现在经理人才市场上。要做好这项工作,必须注意两点:一是建立经营管理人才中心,这个人才中心,要严格定位于中介机构,不应该有任何行政管理色彩;二是要对进人经理市场的每位经理人员,要建立全面的、真实的档案记 After China's accession to the WTO, the system of selecting the managers of state-owned enterprises must be reformed to establish an appropriate supporting mechanism. At present, the matching of state-owned enterprise operators is basically non-market allocation. Is still configured according to the model of selecting Party and government cadres. This is purely a government act. One of the reasons why this is so important is that it has not set up a new type of supply and demand mechanism for business operators and lacks a normal supply channel. To solve the contradiction between supply and demand, at this stage should be implemented the market-oriented professionalization of state-owned enterprise operators, so that business managers as the real supply of the main body appeared in the management talent market. To do this work, we must pay attention to two points: First, the establishment of management personnel center, the talent center, we must strictly positioned in the intermediary agencies, should not have any administrative color; the second is to enter the manager of the market each Managers, to establish a comprehensive, real archive