Efforts should be made to strengthen the planning and design. In the development of security personnel, individuals do not design the path of promotion, but the units and departments should design the growth line, otherwise the human resources and team construction work will lose the foreseeable, systematic and scientific. The five year plan for the construction of the leading body, the research and reserve of the reserve cadres are the organizational designs. The unit should find out the base number, focus on the future, improve the quality, optimize the structure, have a plan, a echelon, construction and system to train and select the young security backbone, and can never get to the job before or in urgent use.
We should strengthen the guidance of education. If the young security cadres are not pure and lack of motivation, they should strengthen ideological and political education. If the young security backbone is unrealistic and stamina is not enough, the unit should strengthen encouragement and supervision so as to make it brave and willing to devote. If the young security personnel are not strong enough and the quality is not complete, the organization should strengthen guidance and assistance, provide training and learning opportunities, and make them accumulate over a long period of time, transform and upgrade. In particular, many young people are now "three men", lack of basic level experience, and the units should actively create the opportunities for grass-roots submissions, on-the-spot attendations, posts, and exchanges, including the opportunities for internal rotation of units, to make it more difficult, to see the world and to practice the internal work, and to change the policy of selecting and recruiting cadres from the system. Ensure that security leaders generally come from grass-roots units to grass-roots units.
Efforts should be made to strengthen management and supervision. Good cadres are managed and good style of work is ruled out. If the security leaders have a large area of problems, including many young cadres can not stand on the Internet "sun", and its problems are not a temporary, not accidental, then the unit is hard to blame. If young talents are promoted or wrongly promoted or corrupted after promotion, they will be harmful to the image of the Department. The management should be the alarm bell and the alarm. The young cadres should be tightened with the "total switch" and the "tight hoop mantra". The intrinsic value of the unit is recognized and solidified into the external behavior habit.
Organizations are made up of human beings. Organizations are empty without people, especially leading cadres. Needless to say, at present, the weight of leading cadres, especially leading cadres, has increased in training and selecting outstanding young security cadres. Power is responsibility. Training and selecting cadres is the core content of human resources construction. The leaders of the security units should have the heart of love, the desire to seek talents, the wisdom to understand, the capacity to accommodate talents, the ability to educate talents and the courage to use them.
Correct understanding. The leader should look at the problem of training and selecting outstanding young security personnel from the moral height of the security cause, and deeply realize that ideas and cadres are the main responsibilities of the leaders. It is an important yardstick for testing leadership awareness and ability level.
Open your mind. The leadership should be all Sichuan, inclusive and virtuous, to educate talents for pleasure, to use human beings first, and not to seek full blame and even jealousy of imbalances for outstanding young security personnel.
Care for subordinates. The reason why some leaders are not determined to choose outstanding young security personnel is one of the important reasons for the lack of care for young cadres, the lack of knowledge, and the lack of understanding. Leading cadres should understand and care about professionals as a daily required course.
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