前不久,在上海首次厂长经理人才招聘洽谈会上,几位参与交流的正副厂长恰在现场巧遇已经调离本系统的原公司领导,竞全都下意识地“脸红”起来,厂长们既想交流,遇人却又脸红,这委实是个发人深省的现象. 市场竞争归根结蒂是人才的竞争,这一点,恐怕时下已经没有多少人会持异议了,有人才竞争就有人才的流动,这纯属情理中事,人才这股“水”从曾经的“死水一潭”到眼下的“流水不腐”,不能不说是生产力的一个解放,不过,要求所有的人时人才流动都能具有这等认识,则未免过于天真了.实行了几十年的“人才部门所有制”,指望通过几年的人事制度改革就会更新人们的观念,这无疑是不切实际的,不要说有些执掌着部门权柄的人物,横竖看不惯本单位人才的流动,就连渴望流动的人才本身,也未必看得到流动的合情合理,甚至也会觉得“流”出去是不安心现职而愧对了本单位,否则,上述几位厂长大可以堂而皇之参加招聘,大可以不“希望保密”而公开供职单位和电话号码,大可以面对领导谈笑自若,又何“脸红”之有? Not long ago, at the first factory manager recruitment fair in Shanghai, several directors and deputy directors who had participated in the exchange had just met the original company leaders who had been removed from the system. The competition all subconsciously “blushed”. Want to communicate, but people are blushing, this is actually a thought-provoking phenomenon. The root cause of market competition is the competition for talents. I am afraid that not many people nowadays will disagree, and there will be competition for talented people. It is purely reasonable that the “water” of the talented person has changed from the “dead pool” to the “flowing water”. It cannot but be said that it is a liberation of the productive forces, but it requires that all human resources flow from time to time. This kind of understanding is too naive. We have implemented “manpower sector ownership” for decades. We hope that people’s ideas will be renewed through several years of personnel system reform. This is unrealistic, don’t say that you are somewhat in charge. People with authority in the department can’t even see the flow of talents in this unit. Even the talents who are eager to move themselves may not necessarily see the flow being reasonable and reasonable. They may even feel that it is not safe to go out with the flow. However, if the above-mentioned plant managers can participate in the recruitment process, they may not open their service units and telephone numbers “hopefully to keep secret”. They can easily laugh at the leaders and how can they “blush”?