How effective implementation of state-owned enterprises cadres open competition

June 2010 "Long-term talent development program (2010-2020)" proposed to explore state-owned enterprises and other public election since the competitive selection of cadres way, cadres and gradually open competition by state-owned firms. Many state-owned enterprises cadres to see other businesses do open competition in full swing, in order to catch up with the trend, but also imitated Zhaomaohuahu, but because of this or that problem and other operational processes and methods, so that the effect of greatly reduced competition, achieving the desired objectives , but even a negative effect. Admittedly, as an important part of reform of the personnel system of cadres open competition to break the traditional concept of state-owned enterprises conformism, abandon the backward system of seniority to effectively prevent and overcome unhealthy trends selecting and employing people, further widening the employment outlook, play the optimal allocation of corporate human resources purposes. It also provides the ability for the talent development opportunities, help to strengthen the sense of crisis and sense of competition staff, strengthen the staff's sense of mission and responsibility, and fully mobilize the enthusiasm of employees working for the organization and inject new vitality. But it is also a very sensitive job, the impact is large, such as improper operation directly affect the effect and significance of open competition, and to bring the crisis to an internal talent management, easily lead to decreased cooperation between employees, even the Cadres not want to take under the circumstances, unwilling to help subordinates occurred, destroyed the harmony and stability of the state-owned enterprise team atmosphere. Meanwhile, in the open competition cadres actual operation, it is likely to face challenges following aspects of: 1. How to attract more people to actively join, so competition for activities of employees understanding and support? How to avoid some job no registration or enrollment occurred too little? 2. How to accurately grasp the key points of the evaluation of the candidates, to ensure competition for scientific, select the most suitable for the job of talent? How to avoid the evaluation of smoke and mirrors, so that the people selected out of a "do not speak, do not speak" phenomenon? 3. How to organize and implement procedures designed to ensure the impartiality and fairness of the competition's? 4. How to make the competition results to the public trust, so get elected cadres cadres co-workers recognized? ...... So how effective functioning of cadres open competition, became state-owned enterprise HR must carefully study and consider an important issue. As a third-party evaluation mechanism, Noam, four of the long-term for large central enterprises, state-owned enterprises cadres open competition to provide services, has accumulated a wealth of experience in gymnastics, to explore a practical mode of operation. We believe that the successful implementation of cadres and open competition, from the following aspects: First, the conditions are ripe, is a prerequisite for open competition related to the company cadres of stability and unity, not casually be able to carry out, it must have the following conditions: 1 , sound system. Corporate rules and regulations, as well as post system, performance management system, salary management system, career system have been set up, and operate very mature, in particular, to establish competency-based job promotion system. If the system and the system is not perfect, competition is not clear job responsibilities, performance pay is not clear, in this case, the guide will carry out the competition is unknown, is also unattractive, competition will lead to failure, the internal management more chaos. 2, open culture. If the department heads to block their subordinates to enroll in competition in other sectors, that this is for their lack of respect, after the competition failed to retaliate against him or cold attitude, or even if competition is successful, they do not want to release, there is competition by competition after the failure of discontent, so that a negative attitude, not satisfied with management, etc., will lead to the failure of competition. Therefore, the corporate culture have sufficient openness, competition for employees to hold an encouraging attitude. 3, the post can be employed. The first is the need to adjust to the vacancy or the post, and this post in line with the business development strategy and human resources planning. Second, the jobs to be suitable for open competition, in general, high-level positions make it suitable for open competition. Some companies take a few basic level of ordinary post to competition, not only limited appeal, waste of resources and energy, but also make employees feel that this is a show. 4, it was optional. Only the internal competition for someone to participate, which means there is a corresponding internal competition for positions in line with the requirements of the ability or potential talent competition have meaning and value. Therefore, human resources cadres to carry out open competition prior to the company's personnel qualities of a comprehensive understanding of the inventory, if the internal lack of appropriate talent, you should take other ways to resolve external recruitment. Second, is the basis for some companies pre Publicizing the beginning of intent to do a vigorous competition, but did not do because of the early Publicizing enroll in the competition for the few, and eventually had to give up. Therefore, before Publicizing the competition must be carried out to encourage employees to actively participate in competition: 1, widely publicized. To make use of all possible means and ways, as held a mobilization meeting, distributed brochures, internal propaganda published articles, etc., one the largest range of internal information throughout the company announced competition to encourage employees to enroll in competition; the second is to take this opportunity to send reform signal, to stimulate self-motivated and competitive staff awareness, recognition and support for staff working cadres open competition. 2, promote. In addition to the corporate level of publicity, but also within each subordinate units and departments to promote, the key is to subordinate units or department heads have the ability to actively recommend people to provide development opportunities for them, this is also an open mind inclusive It will increase their sense of belonging and cohesion. Third, the science of selection is the key saying goes, is the donkey is a horse out of a walk to know, who is the most suitable person job, to conduct the selection through scientific and effective means to achieve people post match. The traditional business talent evaluation biggest problem is that the evaluation standard mold burnt, the lack of specific evaluation of the content, the judges lack of skill, form a single evaluation. Achieve scientific selection, from the following aspects: 1, the standard definition. Quality candidates for different positions have different requirements, so a scientific and clear competency-based job evaluation criteria for scientific quality, the premise of accurate evaluation. Some enterprises cadres open competition main problems exist in terms of the evaluation criteria are: First, scientific evaluation criteria, too focused expertise, experience, qualifications and past performance, which the management of cadres, the professional knowledge and skills are not the most important , the overall quality is the decision of the development potential and an important factor in the level of management performance of candidates, therefore the candidate's ability to cope with analytical thinking, communication skills, team management skills, personality, motivation to focus on visits; the second is no uniform standard such as When interviewing for the same job, the focus of each of the judges scores may be different, innovative ability and some judges concerned, some judges value the ability to communicate, leading to inconsistent scoring, the results can imagine. 2, the method is effective. There are still many companies adopt written, speech, democratic voting competitive selection methods, the traditional selection method with a highly subjective and arbitrary, but also easy to breed corruption. In recent years, talent evaluation technology gradually importance in enterprises and applications. Use talent evaluation technology, candidates of knowledge, experience, management ability, personality, motivation to conduct a comprehensive, objective and accurate investigation. Each assessment tool has his strengths and limitations of different qualities require different tools to evaluation, we must use the appropriate method, core quality jobs around the province. Appropriate assessment tools and topics necessary to reflect the industry, with professional features positions, but also to focus on core job quality requirements. SOE competition for talent assessment tools commonly used psychological tests, written tests, structured interviews, assessment center technology. Through a comprehensive talent assessment, make on that on, and the lower the next, and on the people with the ability to feel, justifiably, people feel under less people really have nothing to say. More valuable is the company's management through the evaluation of their employees have a more comprehensive understanding, laying a solid foundation for the subsequent personnel decisions. The staff also felt the importance with which the ability to eat, to further enhance the work force. 3, external borrowing. Open competitive process, the internal evaluation of the judges may be due to immature technology, subjective bias and other factors that may cause the error evaluation results, as the candidates stereotype unconsciously affect scoring results, or it is able to distinguish the pros and cons of high evaluation next, but it is difficult to speak clearly and characteristics of each candidate and job matching, or difficult to make a choice between candidates with different strengths, competition loses its role and significance it deserves. Introduction of third-party evaluation organization is the development of state-owned enterprises tend to open competition, third-party evaluation institutions can with their own professional strengths and experience advantages to help state-owned enterprises the right remedy, tailored processes and methods, with the most accurate method of selecting the most jobs right talent, and more importantly, he can bring the project value-added services: before competition and during the competition to provide the necessary training and guidance for internal judges, provide talent management quality in the industry or the same type of enterprise benchmarking analysis to help companies to take advantage of the strengths and weaknesses of candidates as a whole, provide the basis for the development of the next train. Currently, the Shenhua Group, Datang Power, China Southern Power Grid, China Southern Airlines Group, Bank of China, the Dragon Group, ZTE, and many other large multinational enterprises Baosteel cadres open competition have started to work with talent assessment agencies, and achieved good results. Fourth, fair competition is fundamental for a long time, many state-owned enterprises pay attention to seniority, eat mess, egalitarianism, the lack of competition, job promotion when Latin America through the back door, to engage in secret operations, allowing employees a sense of lack of fairness. The open competition is simply to make all those involved in an open competition for the competition, so that employees feel their strengths and weaknesses can be fully demonstrated in the evaluation, so that the upper or lower, can be convinced. Realization of open competition from the following aspects to carry: a reasonable threshold. Some companies in the implementation of open competitive process, using the threshold of the home of the people outside, has seriously affected the fairness of the competition and seriousness, so that competition has become a mere formality, formalism, making it difficult to convince the masses. Therefore, to ensure fair competition, competition for all those who want to be treated equally, we can not artificially create inequalities restrictions. The basic principle is based on the status quo business personnel, in the qualifications on the basis of job, appropriate to relax the restrictions. 2, well-organized. Strict accordance with procedures competition, competition for employment is a basic requirement. The basic process of open competition are: announcement, open enrollment, eligibility review, personnel evaluation, democratic evaluation, organizational study, results of the public and personnel recruitment. Every detail was decided to organize the implementation of the key to the success of the implementation, so that each link must press standardization organization and implementation of systems and processes, fully taking into account the details of all aspects of the comprehensive development of a detailed work plan, the staff manual, the examiner manual , examination notes, candidates received notes and related supporting documents. Also in the evaluation of the implementation of aspects, but also to do security work, to avoid the subject of leaks, the judges were bribed, etc. affect the normal work of the competition. 3, the process transparent. Competition for employment to adhere to the "open, fair and just" principle, be open competition for jobs, public qualifications, open competitive process, the results of open competition. In particular survey results, to be announced as soon as possible, the best conditions can be announced on the spot. Some companies in the competition for the implementation process, the delay in publication of the results, people think there is suspicion of tampering. If people feel only come when the foil, companies only by means of open competition in the form to deceive the public, the effect will be counterproductive. 4. supervision in place. Competitive selection process, to reflect open and fair justice, but also to make internal discipline inspection and supervision departments and staff representatives to oversee the competitive selection process. Especially in the evaluation of the organization, the paper opened, performance statistics and other key areas, it is best to make taking pictures or video recording seized by inspectors and staff representatives. Five follow-up support is to ensure that the after end of the open competition if everything is all right, it would be wrong, many companies in this area because of negligence competition ultimate failure. Follow-up support after the competition mainly in the following two aspects: 1, competition for media coverage. After the competition, the HR department should be within the enterprise to competition activities through various means of media coverage, the content of propaganda include: competition for the overall situation, jury composition, competition results, to ensure that scientific competition, fairness, rigor, confidentiality The specific measures, the company leadership's emphasis on competition, and competition is important for companies to participate in the competition for players reflections, and so on. Significance of doing so is to make the competition to get the recognition and support of the staff to a greater extent, at the same time take the opportunity to send a signal to employees enterprise reform to carry out the foundation for the next competition activities. 2, support for the success of. After the success of the staff took some competition, since there is no corresponding support, it is very difficult to carry out the work, and some were superior overhead; some are not affiliated support; some role reversal slowly adapt to the new job; some because of the unclear role perception, and the relationship between superiors or subordinates handled properly and so on, affect the normal work, but also affect the team atmosphere. Enterprises should pay attention to the successful work of state competition, provide the appropriate support, such as the convening of the new appointment of cadres of the General Assembly, organize special training, conduct separate conversation, targeted counseling, etc. at work, to support and to help them adapt to the new as soon as possible post work. 3, losers placement. After the competition for some companies ignore the emotional feelings and personal development Lapin staff, not its comfort and resettlement. After some of the competition's failure, self-confidence hit by department heads and colleagues neglected and marginalized, have some negative emotions and thoughts, to adversely affect the entire work environment. Therefore, to appease them and incentives, such as arrangements for appropriate training and advanced studies, or transferred to a new position to help them return to normal operation as quickly as possible. Although unsuccessful in this competition for the good performance of competition but who, in remuneration, job promotion or other aspects of material reward for some care. Enterprises to communicate with Lapin personnel to go to fully understand their wishes and ideas, to minimize personnel due to improper placement of Lapin and to bring negative effects. In short, the cadres open competition is a very important and sensitive work, it must seriously implement rigorous, not sloppy. Of course, every business has its own particular circumstances, there is no hard and fast rule, should be based on their actual conditions, adopt targeted measures. Such as lack of self-operation experience, with the power of third-party evaluation mechanism to work step by step, gradually improve.