竞聘上岗在人才选拔过程中具有双重作用。用的好,可以以之为突破口带动其他诸如薪酬、考核、培训等人力资源机制的变革;用不好,它带来的负面影响可能同人们最初所期望的积极意义一样大。 Competition for posts in the talent selection process has a dual role. Good use can be used as a breakthrough to bring about other changes in human resource mechanisms such as remuneration, assessment and training. If not used, the negative impact it may have is as great as the initial positive expectation of people.