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长庆油田第六采油厂针对干部队伍在结构上存在的不均衡问题,提出了“强化考核激励、实施优胜劣汰”的干部梯队结构优化思路,建立干部综合评价体系,对干部进行全面考核评价,并以考核评价结果为核心依据,落实干部队伍保留与淘汰工作,激发干部梯队活力。一、明确干部梯队建设新思路为了支撑未来的发展战略,采油六厂明确提出“三步走”发展规划,以及建设“七个大厂”的发展目标,为干部梯队建设指明了方向,同时也对人力资源建设及干部梯队建
In view of the structural imbalance in the cadres’ ranks, the 6th Oil Production Plant of Changqing Oilfield put forward the idea of optimizing the structure of cadre echelon in order to “strengthen the examination and encouragement and implement the survival of the fittest”, establish a comprehensive evaluation system for cadres, and conduct a thorough assessment of the cadres , And based on the assessment and evaluation results, implement the work of reserving and eliminating cadres, and stimulate the vitality of cadres. I. Defining a New Train of Thought for Building Cadre Echelon In order to support the future development strategy, the Sixth Oil Refinery clearly stated the development plan of “three steps” and the development goal of building “the seven big factories”, indicating the construction of the cadre echelon Direction, but also on the construction of human resources and cadre echelon