胜利油田基层骨干人才培养的问题与对策

Problem and Countermeasure of the Training of Grassroots Backbone Talents of Shengli Oilfield

在胜利油田持续加强基层骨干人才队伍建设过程中,仍然存在着诸如部分单位基层骨干人才接替面临压力,年龄偏大,基层干部发展与退出安置难,引导年轻干部扎根基层的政策措施不力,对基层骨干人才激励手段不足,基层骨干人才工作生活困扰较多等问题。针对以上问题,在实际工作中要重视优化基层骨干人才队伍年龄和知识结构,从岗位层级和职位设置上拓宽基层骨干人才成长发展空间,适度加大人才选用中的"基层导向",探索基层骨干人才正常退出和柔性流动机制,强化组织在人才培养中的"他律"作用,多维度激励稳定基层骨干人才。

During the continued construction of grass-roots backbone personnel in Shengli Oilfield,there still exist a lot of problems.For example,some grassroots backbones face pressure in personnel replacement;it＇s difficult for older cadres to be promoted and resettled;lack of policies and measures to encourage the young cadres to root in grassroots units;lack of incentives for grassroots backbone employees who face some daily life hassles.To deal with these problems,we should optimize the structure of age and knowledge of grassroots cadre in the practical work,broaden grassroots backbone talents development space regarding the post hierarchy and post setting,moderately increase the effect of grassroots-oriented in talent selection,explore normal withdrawal and flexible flow mechanism for grassroots backbone talents,strengthen the organization heteronomy role in talent training and take different kinds of measures to motivate and stabilize them.