浙江省组织人事部门运用系统分析和计算机技术对干部素质进行定性考核和定量考核相结合的科学测评法,引起了社会上多方注意。 四化建设需要成千上万优秀管理人才,这就要求干部管理制度和方法走向科学化、现代化,能大面积地、及时准确地选拔干部,开发人才资源。但是,我国现行的干部管理方法存在着一大弊病:对干部只有定性考核,没有定量考核,选拔、考察干部基本上以经验判断或少数领导人的意志为依据。比如,评价一个干部的工作能力,往往只有“较强”、“较弱”等评语,至于强到什么程度,弱到什么程度,则反映不出来。同样两个“能力较强”的干部中究竟哪个更强些,也无从比较,只能凭上级领导的经验作出判断,而领导人的个人素质、经验和视野等毕竟有局限性。所以,这种干部管理方法难以大面积、跨梯度地发现和考核人才。 Zhejiang Provincial Department of Personnel and the Department of Personnel, using system analysis and computer technology to carry out qualitative assessment and quantitative assessment of cadre quality scientific evaluation method, attracted a lot of attention from the community. The four modernizations require tens of thousands of outstanding management personnel. This requires that cadre management systems and methods should be scientifically and modernized, capable of selecting cadres on a large scale and in a timely and accurate manner and developing human resources. However, there is a major drawback to our current cadre management method: only a qualitative assessment of cadres, no quantitative assessment, selection and investigation of cadres are basically based on empirical judgment or the will of a few leaders. For example, evaluation of a cadre’s ability to work is often only “strong”, “weaker” and other reviews, as to what extent strong, weak to what extent, it does not reflect. The same two “more capable” cadres which are stronger, there is no comparison, only by the superior leadership experience to make judgments, and the leaders of the personal qualities, experience and vision, after all, have limitations. Therefore, this cadre management method is difficult to find and assess talents in a large area and in a gradient manner.