State Grid Zhangye Power Supply Company: Choose Xian Renren to activate the cadre team "Source Living Water"

From July 17th to 21st, the State Grid Zhangye Linze Power Supply Company organized the qualifications of the fifth level, deputy and sixth staff, director of power supply office, and deputy director positions in 2022. Immediately after a new job. The whole game was impartial, open, and exciting, and achieved the management goals of the post "capable and down", which further stimulated the vitality of the employee team.

Competitive selection, eclectic selection of talents

This public competition is a key step and key move for the company's party committee to implement the "three systems" reform. It is related to the company's endogenous motivation and the company's reform and development. The company's party committee adheres to the principles of openness, fairness, and fairness, and takes qualifications for middle -level management positions as a major political task. It attaches great importance to it, carefully plan, repeatedly prepares, coordinate the actual situation, combine job needs and cadre team building requirements, formulate details The work plan, clearly compete for qualification positions, scope of personnel, the conditions for competition, the process and requirements of the qualifications and requirements of the job, and point out the direction for scientific and efficient competition. Study and formulate job qualification operation plans for job qualifications, focus on regulating the operation process of all aspects of the competition work, and ensure that the competition work is successfully carried out.

The competition is divided into four links: written test, competition speech, interview, and polls. The entire process of supervision and the results of the test scores will be announced. The written test session strictly puts out the "out of the question" and "exams", focusing on the evaluation of theoretical level, professional skills, and comprehensive quality. The company's leadership was drawn on the on -site monitoring. The staff members were printed on the spot. Essence

The interview session is divided into two parts: the speech speech and interview question and answer. The interviewer is the member of the company's leading group, which is closely accurately issued by the job responsibilities and professional directions. , Logical thinking and management innovation ability, etc., conduct comprehensive evaluation and on -site scores. After the interview, the staff and supervisors calculated the total scores on the spot, submitted the competition leadership group for review, and announced the interview results of the applicants. The public opinion evaluation is organized by the Office of the Leading Group for the Competition. Employees and units who have not participated in the competition are the ideological and political quality, ability level, work performance, style of work style, integrity and self -discipline, etc. For polls, the evaluation score was announced on the spot.

"Can be up and down", break the "lifelong system" of the post

In order to comprehensively enhance the company's sustainable development capabilities, deepen the "three systems" reform, and achieve the goal of "capable and down" of management personnel. In recent years, the company has continued to make efforts to accelerate the transformation from identity management to job appointment management, broaden Vision, focusing on optimizing the allocation of human resources, establishing an employment mechanism and job management mechanism of equal competition, selection and recording, and rational flowing, and realizing the full coverage of the team leader and personnel of personnel or above, breaking the "lifelong system" of the original position. The channels of unblocked management personnel "up" and "below" form a benign mechanism of the ability of those who can go up and mediocre.

Since Liu Wenjun, who participated in the deputy director of the deputy director, has worked hard and studied hard, not only to learn from the master with an open mind, but also good at summing up and promotion. He quickly mastered professional skills and became the pillar of the team. This time, this time He was reserved carefully and calmly, and was selected with excellent results. He frankly said: "This post is fair, fair, and open to each new employee for each of us. The job we want greatly inspire our young people's hard work. "Job competition is an important way for the company to discover talents and select talents. It is an important means to achieve the optimization of human resources. Essence This post competes for the shining stage for every sage and talented person who dares to go to the platform and dare to unveil the list. After layers of selection, more than 10 younger employees of the 80s and 90s became a proposed candidate for the company's middle managers, which played a positive role in optimizing the structure of the cadre team and promoting the youthfulness of cadres. The post appointment, formulate a downward "hard standard", the company establishes a distinctive orientation of the capable, mediocre, and inferiority. In the future, the organization will sign the job appointment agreement for middle management personnel. At the level, the standards that can be measured, compared, and operable.

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