竞争性选拔干部中的“高分低能”问题研究  

A Deficiency in Competitive Selection of Cadres: "High Scores but Low Abilities"

作　　者：山西省委组织部课题组 盛茂林[1,2] 张葆[2,3] 

机构地区：[1]中共山西省委 [2]中共山西省委组织部 [3]中共山西省委党建办

出　　处：《中国延安干部学院学报》2015年第5期71-77,共7页Journal of China Executive Leadership Academy Yan’an

摘　　要："高分低能"是竞争性选拔干部中的一个重要问题。"高分低能"干部能力欠缺的主要表现是组织协调能力偏弱、改革创新能力不足、解决实际问题能力欠缺、科学决策能力不强。产生"高分低能"的原因主要是资格条件设置不合理、测试测评环节本身在程序设计、内容设定、技术选配上存在的不规范、不科学、测试内容不够科学、考评队伍和题库建设重视不够、测试手段不够先进、对测试测评结果分析研判不够、跟踪管理培养不够。解决这一问题需要科学分析岗位需求、优化程序组合和设计、提高命题的科学性、构建科学的以人岗匹配为基础的胜任力测评方法、强化跟踪管理、加大培养力度等。A major deficiency in a competitive selection of cadres is that candidates with ＂high scores but low abilities＂ are likely to be selected. These types of cadres show low abilities in organization and coordination, reform and innovation, problem solving, and scientific decision - making. The causes of the problem lie in the following ： the qualifications for candidacy are not reasonably set; the test and assessment are not standard and scientific in procedure design, content layout and technical selection and matching; due attention fails to be given to the build- ing of assessment teams and test banks ; the means of testing are not very sophisticated ; there is no adequate analy- sis and evaluation for the results of the test and assessment ; and not enough is done on follow - up management and training of the selected cadres. To solve this problem, it is necessary to analyze rationally the requirements for a certain post, optimize the procedure and design for the selection, improve the scientific level of the testing, set up a scientific competency assessment based on person -post matching, strengthen follow -up management and train- ing of the cadres.

关 键 词：高分低能 人岗匹配 胜任力测评 

分 类 号：D262.3[政治法律—政治学]