The instructor has said that the duty of a public official is to serve the people, and it does not apply to the elimination of the last position. State-owned enterprises are very embarrassed, and many cadres and employees of state-owned enterprises belong to the establishment of undertakings and are regarded as state public officials; However, the essence of state-owned enterprises is enterprises, and the core of enterprises is efficiency, and the adoption of the last elimination system is indeed of great significance for stimulating the vitality of enterprises, so that the cadres of state-owned enterprises are full of crisis consciousness, which is indeed conducive to the development and growth of state-owned assets.
Therefore, it is indeed of great significance to realize the system of final adjustment and incompetent exit in state-owned enterprises, but it is necessary to prevent deviations from the original intention in the implementation of policies.
The assessment system for the implementation of the last elimination system should be reasonable
As we all know, in the unit, due to the different division of labor in different positions, the difficulty of the work varies greatly, and it is not appropriate to compare different positions. For example, working in the same office, the conference work and the financial work are very different, the conference work has no work pressure, to do a job, and it is difficult to "look back", and the financial work is not only professional, requiring employees to be familiar with the financial system, and the fund review work is very cumbersome, not only to pay attention to the efficiency of the moment, better prepare for a protracted war, at any time may meet the "fund use check" assessment.
In addition, even if it is the same position, the division of labor is also very different, and it is difficult to make quantitative comparisons. For example, the same marketing work of the performance post, some cadres are in the core area, there are many regular customers and a large number, and there is no worry about sales; Some cadres need to open up the market, and they must start all over again to tap potential customers.
In implementing the system of eliminating the last position, it is necessary to prevent the expansion of leadership power
The main leaders of the unit have a strong influence on the division of labor and post adjustment of cadres and workers, and if the main leaders take advantage of the problem to play, it is easy to suppress dissidents. If Xiao Zhang is suitable for handling marketing business and has excellent business, but disagrees with the leader, if the leader has a dead letter, Xiao Zhang will be arranged to the material post in the office, which will limit Xiao Zhang's expertise and make Xiao Zhang's performance at the bottom; If Xiao Zhang still does not adapt to the pace of work and his performance continues to be at the bottom, the leader can adopt the system of incompetent exit and let Xiao Zhang withdraw from the unit. In this way, the leader will be able to eliminate employees who disagree with him under the proper procedure, thus further strengthening the concentration of power.
The implementation of the last-place elimination system should be scientific and reasonable
To implement the system of eliminating the last position, it is necessary not only to ensure that cadres compete in the posts that are most suitable for them, but also to ensure the fairness of competition, so as to improve the efficiency of state-owned enterprises. First, it is necessary to conduct a comprehensive survey of employees. It is necessary to solicit the opinions of cadres, and the cadres themselves should select the most unsuitable positions for themselves, as well as the desired positions, so as to avoid leaders from putting employees in unsuitable positions for personal interests; At the same time, it is necessary to help employees analyze the positions that suit them, and help employees find their competitive advantages through professional ability tests and personality analysis. Second, the adjustment of the last position should be carried out prudently. When the cadres are at the bottom of the performance for the first time, they should adjust the employees to advantageous positions according to the wishes and specialties of the employees, comprehensively consider the abilities of the employees, and reduce the space for manual operation. Third, the performance competition should be fair. In order to make the competition between different cadres more reasonable, for employees assigned to tasks with poor objective conditions, the initial score should be increased before the competition begins, so as to demonstrate the fairness of the competition.
The last elimination system has changed the tradition of the iron rice bowl of state-owned enterprises, introduced internal competition, and is conducive to the burst of vitality of cadres and workers, which is indeed a kind of progress, but we must maintain the original intention in the process of implementation and truly achieve fairness and justice.