我国事业单位招聘考试的技术性特质与优化

Technical Characteristics and Optimization of the Recruitment Examinations in Public Institutions in China

党的二十大报告提出必须坚持人才是第一资源。事业单位作为我国经济社会发展中提供公共服务的主要载体,其公开招聘是提升管理效率与管理质量的有效途径。我国事业单位招聘历经从总体性配置向技术性选拔的制度转型嬗变,可分为3个阶段:从计划管理的人员录用到面向社会的公开招考,从引导性招考到“凡进必考”的规范化建构,从经验式选拔考试到程序化、科学化招考设计。技术性选拔的逻辑取向是追求理性和效率,数字符号和评分指标成为录用人才的首要表征,考评模式发挥其功能的同时,弊端也开始显现。因此,需要以人才测评、程序正义、人岗相适及素质冰山模型作为理论基础,摆脱技术化选拔困境,超越技术逻辑对岗位多元需求的简化、归约以及以技术效率为旨归的程式化选拔路向,推动表层化、符号化、形式化的人才选拔模式向创新性、生态性、整体性人才选拔模式的转型变革,从而优化事业单位招聘考试制度设计,提高招聘结果的有效性。

The report of the 20 th National Congress of the Communist Party of China proposed to regard talent as the primary resource.The public institutions are the main carriers to provide public services for China’s economic and social development,with the open recruitment as an effective way to improve managerial effectiveness and quality.The recruitment of public institutions in China has undergone the transformation from overall dominant personnel allocation to technical selection.It has experienced three stages:from planned management to open recruitment,from the guided recruitment to the standardized institutional construction of“mandatory examinations”,and from experience-based selection to the procedural and scientific recruitment design.The logical orientation of technical selection is to pursue rationality and efficiency,and numerical symbols and scoring indicators have become the primary basis for recruitment.While exerting its functions,the drawbacks of the above-mentioned assessment are beginning to emerge.Therefore,it is necessary to take talent assessment,procedure justice,personnel and job suitability and talent-quality iceberg model as the theoretical basis,extricate from such dilemma in recruitment,go beyond the mode of simplification and reduction over the multiple requirement for positions,and beyond the programmed selection aiming at technical efficiency,and promote the transformation from the superficial,symbolic and formalized selection model to an innovative,ecological and holistic way,so as to optimize the design of the recruitment examinations for public institutions,and improve the reliability and validity of the selection results.