党的十八届三中全会《关于全面深化改革若干重大问题的决定》指出,国有企业要真正建立起企业内部管理人员能上能下、员工能进能出、收入能增能减的制度。近年来,供电企业在三项制度改革过程中做了较多尝试和创新,但是,由于供电企业的特殊性质,普遍还存在“难下、难出、难减”的现象。针对这些现象,从构建岗位动态管理机制入手,提出几点解决思路和建议。岗位动态管理岗位动态管理是全面人力资源管理的重要环节,它以岗位责任管理为基础,以优化人力资源配置为重点,依据岗位职责和任职资格条件,对在岗人员进行定期综合考核,使综合表现较差、不符合岗位要求的员工 The Decision of the Third Plenary Session of the 18th CPC Central Committee on Several Important Issues concerning the Overall Deepening of the Reform pointed out that the state-owned enterprises should really establish a system in which managers within the enterprise can work hard, employees can work hard, and their incomes increase or decrease. In recent years, the power supply enterprises have made more attempts and innovations in the process of the reform of the three systems. However, due to the special nature of the power supply enterprises, the phenomenon of “difficult, hard to come by, difficult to reduce” generally exists. In response to these phenomena, starting from the construction of dynamic management system post, put forward some ideas and suggestions to solve. Position dynamic management Position dynamic management is an important part of comprehensive human resources management. It takes position responsibility management as the foundation and optimizes human resources allocation as the key point. According to the job responsibilities and qualifications, Poor, does not meet the job requirements of employees