天津市肿瘤医院自1987年以来，在职称工作中，坚持聘任制，严格考核，不拘一格选拔优秀人才竞争上岗，使一支具有较强竞争力的人才梯队初具规模。一、管理思路80年代末，医院人才梯队建设的状况评估表明：医院学科带头人年龄老化，当时享有盛誉的老专家多是50年代、60年代初毕 Since 1987, Tianjin Tumor Hospital has persisted in the appointment system, strict assessment, and arbitrarily selected outstanding talents to compete for posts. This has enabled a highly competitive talent echelon to take shape. I. Management ideas At the end of the 1980s, the assessment of the status of the hospital’s talent echelon construction showed that the age of the hospital’s academic leaders was aging. Most of the old experts who had a good reputation at that time were in the 50s and early 60s.