摘要
艰苦边远地区机关事业单位中均不同程度地存在"招人难"的问题,特别是县乡基层单位,"招人难"现象尤为突出。造成这一现象的原因十分复杂,如经济基础薄弱、生活条件艰苦、人员待遇低、晋升空间狭小、创业环境有待改善等。改变艰苦边远地区人才匮乏的现状,解决这些地区基层单位"招人难""留人难"的问题,需从问题的根源出发,提高待遇,适度降低招聘门槛,拓宽职务晋升渠道,消除人才扎根基层、服务边远地区的后顾之忧;同时还要强化激励保障,让优秀人才能够"进得来""留得住""干得好"。
There is a problem of "difficulty in recruiting people" to varying degrees in the organs and institutions in difficult and remote areas, especially in the grass-roots units of counties and townships, where the phenomenon of "difficulty in recruiting people" is particularly prominent. The reasons for this phenomenon are very complex, such as weak economic foundation, difficult living conditions, low pay for personnel, narrow promotion space, and the business environment to be improved. To change the current situation of talent shortage in hard and remote areas and solve the problems of "difficulty in recruitment" and "difficulty in retention" in grass-roots units in these areas, it is necessary to start from the root of the problem, improve the treatment, moderately lower the recruitment threshold, broaden the channels of job promotion, and eliminate the worries of talents taking root at the grass-roots level and serving remote areas. At the same time, it is necessary to strengthen the incentive assessment so that outstanding talents can "come in""stay" and "do a good job".
出处
《中国人事科学》
2019年第2期53-62,共10页
Chinese Personnel Science
基金
<艰苦边远地区机关事业单位人员招录招聘问题研究>课题研究成果之一
参与本课题研究的成员有李文争
商莉新
杜晓洁
韩文军
张建珍
关键词
艰苦边远地区
机关事业单位
人员招聘
问题分析
解决措施
Difficult and remote areas
Organs and institutions
Personnel recruitment
Problem analysis Solutions and measures
