Can't only see the achievement while promoting in position

Can't only see the achievement while promoting in position
Promote and choose the talent, encourage the staff to have important function to enterprises in position. However, the position promotional practice that a lot of enterprises implemented now, select the superior according to staff's achievement size to enter choosing the way of position of a grade high the Jin Dynasty from leading, a lot of defects exist. This way neglects the uniqueness of the management on design philosophy, has sacrificed and organized efficiency. It is based on supposing as follows: One makes an outstanding achievement on the post at present, can unquestionably move ahead on higher post. However, promote the promotion which means administrative structure in position, and the management is different from the general technology work, focal points are different that the different levels administrator handles problem, demand to be also different to its skill. The top administrator's main task is seeking to enterprise's most favorable competitive position in order to realize the operations objective, require it to have ability to confirm fundamental policies with overall significance such as enterprise's developing direction and development strategy,etc. according to internal and external information; The middle level administrator is the bridge where information contacted between the superior and the subordinate, the focal point of work is the interpersonal communication, communicate with higher authorities in order to define their working intentions, and the communication at the same level, in order to cooperate, with the subordinate communication in order to improve its enthusiasm, finish the task smoothly; The administrator at the basic level mainly finishes the concrete work, guide, control and guarantee work quality the staff, therefore must possess relevant professional knowledge and skill. Therefore, the current promotional practice is that the person electing the operative skill to be optimum is engaged in the work of needing very strong people skills, and elect the person specializing in communicating to finish the task of decision. This kind of method, actually regard it as affirmation and approval of value of persons who stress to the achievement to promote in position, and to the basic goal of the work, the high position allocates the qualified talent respect that can move ahead, there is no great actual meaning more. Another assumption of this system is, according to examining the achievement and choosing talents, to persons who promote and other staff are all fair. In fact, with a superficial one being fair as the cost, cause the de facto unfairness, have sacrificed enterprise's efficiency. Unless in term of persons who promote, since what has been known very well, can have given play to by posted of specialty most,it transfer to one of getting more strange ones, will meet obstacle everywhere in work but might posts solve unable, whether to reward or is the outcome fined? Reward various forms, offer the good condition of work for the outstanding one, it is the best reward to impel it to have good job development prospect. Give scientific and technological the intersection of expert and one old scientific research project, often than give one of him break away from much greater benefit executive position produce of our bank their. By the look of this, the direct consequence of this system is, the capable person has been promoted to the post that can't give play to its ability normally in other respects, in this respect getting qualified because until achievement that does not make repel outside with the intersection of oneself and the intersection of ability and unmatched work. Everybody has not got one's own appropriate position, the final result is to make enterprises in bowing in manageral confusion, efficiency state on the whole. By the look of practical operation result, this system has still caused the administrator in order to fight for the rare position, produce taking and standard result of a short time of the administration behaviour at work. Such as paying attention to department's short-term achievement, ignore long-term development; Lack cooperation spirit that communicate with each other and cooperate between the department, consider interests under department and neglect the whole benefit only. " Youth Newspaper of Sichuan "

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