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一、不断改革完善用人机制,努力创造中青年人才脱颖而出的环境和氛围 人才的培养是一个系统工程。人才的成长不仅需要自身的发奋努力,而且需要一个良好机制,创造出使人才脱颖而出的良好环境和氛围。 1、大胆启用优秀中青年人才,为他们提供施展才能和锻炼成长的机会。在今年上海市瑞金医院临床39个科室科主任换届工作中,坚持“能者上,庸者下”的原则,打破过去多年形成的职务“能上不能下、能升不能降”及论资排辈选拔人才的陈规旧习,采取自荐、组织推荐相结合的方式,将一批年轻有为、积极肯干、思想活跃的中青年技术骨干提拔到学科副主任或主任岗位上来。新一轮科主任平均年龄48岁,较上一轮科主任下降2.2岁,93名科正、副主任中研究生占45.1％,回国人员占48.4％。
First, continuous reform and improvement of the employment mechanism, and strive to create young talents stand out from the environment and the cultivation of talent is a systematic project. Talent growth requires not only its own hard work, but also requires a good mechanism to create a good talent to stand out in a good environment and atmosphere. 1, boldly enable outstanding young talent, to provide them with the opportunity to display their talents and exercise growth. In this year’s Shanghai Ruijin Hospital, clinical department director of 39 sessions of the general election, adhere to the “capable of those who, under the” principle, to break the past many years the formation of the post “can not be on the next, can rise or fall” and seniority selection and selection of personnel Stereotypes of old habits, take a referral, organization recommended a combination of ways, a group of young and active, active and willing, active thinking of the backbone of young and middle-aged technical officers promoted to the position of deputy director or director up. The average age of the new round of directors is 48, which is 2.2 years lower than that of the director of the previous round. Among the 93 subjects, 45.1% are postgraduate students and 48.4% are returnees.