Reflections on the training of department-level reserve cadres in state-owned enterprises _ Requirements of reserve cadres in state-owned enterprises

As the main body of China's national economy, state-owned enterprises have played an extremely important role in China's economic development. With the deepening of reform, new standards and higher requirements are put forward for the talent resources reserve of state-owned enterprises. Department-level cadres are an important basic force of cadres in state-owned enterprises, and always play an important role in implementing superior decisions, deepening enterprise reform and maintaining team stability. Strengthening the training and selection of reserve cadres at the departmental level and building a contingent of cadres at the departmental level to meet the needs of the development of state-owned enterprises and enterprises are important topics that we must seriously consider and constantly explore.

First, the new situation faced by the training and selection of reserve cadres at the departmental level

-The competition mechanism has gradually taken shape, but it needs to be further improved. In practical work, the prestige of some comrades who have entered leadership positions through competition needs to be further improved among the masses. On the other hand, it reflects that there are still some shortcomings in the competition mechanism for selecting reserve cadres, and the assessment and evaluation mechanism is not comprehensive enough, so it is necessary to further study and improve the mechanism for producing reserve cadres.

-Some measures have been taken in education and training, but further improvement is needed. Through various trainings and practical exercises, the overall quality of reserve cadres has been improved to a certain extent, but there is still a certain gap between their personal quality and job requirements, which lacks pertinence.

-reserve cadres have made some attempts to recommend exchanges, but the normative mechanism needs to be improved. Although some attempts have been made individually and some results have been achieved, the standardized and regular long-term mechanism has not yet been established.

Second, some thoughts on the training of reserve cadres at the department level

In view of the above situation and problems, how to improve and perfect the training and selection mechanism of department-level reserve cadres to meet the requirements of enterprise development needs serious thinking and exploration.

First, lay a solid foundation and constantly improve the democratic recommendation mechanism. Carrying forward democracy is a fine tradition of our party's cadre system. Expanding democracy and relying on the masses to select talents and appoint people according to their abilities are also the inevitable requirements of the reform of the cadre system in state-owned enterprises. Workers' congresses, workers' congresses, democratic recommendation, democratic evaluation and democratic supervision should be widely used. Really absorb outstanding young people and technical backbones who are recognized by employees, have excellent moral character, superior ability and outstanding achievements into the reserve cadres. At the same time, it is necessary to implement the publicity system for department-level reserve cadres, so that reserve cadres are always under the supervision of the masses and effectively strengthen the mass base of reserve cadres.

Second, the ability should be tested and the evaluation mechanism should be constantly improved. After the reserve cadres are determined, it is necessary to establish and improve the evaluation index system for reserve cadres. In line with the principle of scientific democracy, we should formulate evaluation criteria with performance as the core and ability as the focus, including morality, ability, diligence, performance and honesty, so that the quality performance of reserve cadres can be objectively evaluated and reflected. First, it depends on the performance of implementing the party's basic line; Second, we must adhere to the mass line and attach importance to the reflection of the workers and staff; Third, it depends on the performance of reserve cadres in their daily work, whether they can withstand the test of storms and whether they have the ability to deal with emergencies and complex contradictions.

Third, training should be practical and constantly improve the education and training mechanism. Establishing an effective and lasting training mechanism for reserve cadres is an objective need for the construction of reserve cadres, and it is also the requirement of the times to establish a learning organization and cultivate lifelong learning talents. In view of the current actual situation, the education and training of reserve cadres at the department level should make a fuss about "practice". First, keep pace with the times and grasp the times. The education and training of reserve cadres should keep pace with the times from content to form, conform to the trend of economic and social development, that is, pay attention to the cultivation of cadres' management ability and professional skills, and also pay attention to the improvement of cadres' political quality, theoretical level and innovation ability, and strive to keep the ideological level and knowledge level of reserve cadres consistent with the pace of economic and social development. Second, we should pay attention to practical results and reflect the pertinence of education. Applying what you have learned and aiming at it should be a prominent feature of the education and training of reserve cadres at the department level. Based on this situation, in the future education and training work, we should constantly adjust the training content, innovate the training methods, adopt flexible, rich and diverse training forms that cadres love, continuously improve the education and training level, and accelerate the training of reserve cadres at the department level. The third is to be close to the front line and strengthen practical exercise. The actual work post is not only a way to inspect and identify cadres, but also a vivid classroom to train and exercise cadres. At work, we should arrange young reserve cadres from grassroots work experience to exercise in grass-roots units and workshops in a planned way to help them understand the truth, temper their will and grow their talents in grass-roots work practice. At the same time, it is necessary to properly arrange reserve cadres at the department level in grass-roots units to exercise in relevant departments of organs, help them broaden their horizons, expand their knowledge, and improve their policy level, macro-thinking and decision-making ability.

Fourth, we must be strict and constantly improve the reward and punishment mechanism. When recommending and selecting reserve cadres at the departmental level, we should adhere to the methods and means of competitive incentives. At the same time, it is also necessary to introduce a competitive selection mechanism into the management of department-level reserve cadres and implement dynamic management of reserve cadres. The cadre management department should carry out the survival of the fittest, constantly optimize, adhere to the working standards that are superior to competence and inferior to mediocrity, pay attention to morality and fairness, and strictly manage reserve cadres. Comrades who perform well in their work should be affirmed and praised in time to encourage them to make persistent efforts and keep making progress. Reserve cadres with lazy work style, insignificant exemplary role, lack of enterprising spirit and declining employee trust rate should be adjusted in time to make reserve cadres always full of vitality. Further strengthen anti-corruption education, in accordance with the requirements of the "Several Provisions on Honest Politics of Leading Cadres in State-owned Enterprises", strengthen the daily education of laws and regulations for reserve cadres at the departmental level, and effectively enhance the awareness of honesty and self-discipline.

The fifth is to use it flexibly and constantly improve the post exchange mechanism. Combined with the actual situation of state-owned enterprise system, the working mechanism of communication between enterprise organs and grassroots cadres should be established in time. Actively explore, form a set of working mechanism dedicated to the exchange of reserve cadres at the department level, and strive to cultivate compound reserve cadres with extensive business skills, rich knowledge structure and flexible adaptation to posts. Adhere to the combination of directional use and specialty use, give full play to the personal specialties of department-level cadres, and do their best to meet the needs of enterprise development. It is necessary to actively recommend suitable candidates based on the opportunity of personnel changes in higher-level units and general adjustments in grass-roots units, and encourage department-level reserve cadres to boldly participate in job competition in higher-level units and organs. The recommendation and exchange of reserve cadres at the departmental level should adhere to the principle of regular discussion and formation of a system, often study and analyze the current situation of the construction of reserve cadres, ensure the regularization and institutionalization of the recommendation and exchange of reserve cadres, and improve the exchange mechanism.

(Author: Party and Mass Work Section of Liaohe Oilfield Economic and Trade Real Estate Corporation)