Recently, a video of a boy claiming that his grandfather is the president and his mother is the vice president has aroused widespread attention and heated discussions on the Internet. This incident has once again ignited thinking about the phenomenon of "inbreeding" in state-owned enterprises.
From "three generations of tobacco" to "good jobs passed down from generation to generation", this phenomenon seems to have been deeply rooted, so what aspects should we start from to really solve this problem? Xiaobian will analyze you from four aspects: system, evaluation standards, supervision mechanism and public supervision.
This phenomenon of "inbreeding" is closely related to the problems existing in the selection and appointment system of mainland state-owned enterprises. Although state-owned enterprises (SOEs) have introduced regulations to restrict relatives from working in the same enterprise, in practice, the enforcement of these regulations is often not strict and thorough.
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Some enterprises have a vague division of the scope of avoidance of kinship, and even have problems such as "approval monopoly", which provides an opportunity for relatives to "exploit loopholes". In addition, inadequate oversight and accountability mechanisms make it difficult to effectively enforce provisions. Power rent-seeking and personal connections also facilitate the phenomenon of "inbreeding".
Therefore, the relevant departments must strengthen the construction of the system, improve the clear rules for recusal, improve the supervision mechanism, and earnestly solve the loopholes in the implementation of the system.
Deficiencies in selection and evaluation criteria are also breeding ground for the problem of "inbreeding". At present, some enterprises attach too much importance to "network" and "network", and ignore fairness and talent quality. This provides an opportunity for relatives to go through the back door of their relationship.
Therefore, the relevant departments should pay attention to the fairness and transparency of selection and evaluation, and establish the principle of talent-oriented. We can learn from the successful experience at home and abroad, adopt the "dual-track selection" model, introduce the assessment and competition mechanism on a regular basis, and give talents more opportunities to display.
The lack of supervision by the government in this area is also an important reason for the existence of the phenomenon of "inbreeding". Once a culture of "inbreeding" has developed within a company, it is difficult to change it overnight.
Government departments should strengthen policy guidance, urge state-owned enterprises to carry out in-depth "de-family" reform, and establish a sound assessment and restraint mechanism. For example, relevant cases are regularly investigated every year, penalties are imposed on non-compliant enterprises, and rewards and encouragement are given to regulators.
The public should also be more aware of the issue. Through the exposure of cases by self-media and the supervision of public opinion, relevant issues have been widely valued. This will not only enhance the determination of institutional reform, but also help to establish a culture of "giving priority to qualifications and employing people responsibly". Only with the participation of all sectors can the forces of supervision and restraint be held together in a lasting way.
The problem of "inbreeding" is a long-term project, which needs to be solved from all aspects of system, mechanism and even culture. Only with the concerted efforts of all parties can state-owned enterprises truly realize the pursuit and realization of the dream of fair employment and ultimately benefit every talent. Those in charge must strengthen their own awareness, keep others accountable, and work together to build a brighter future.
To solve the problem of "inbreeding", the relevant departments can make improvements in system construction. First of all, state-owned enterprises should strengthen internal management and ensure the strict implementation of relevant regulations.
It is necessary to clearly stipulate the scope of recusal of kinship, explicitly prohibit relatives from serving in the same enterprise, and strengthen supervision and inspection of the implementation of the regulations. In addition, better monitoring and accountability mechanisms can be established to ensure that the system takes root.
In order to ensure fair selection and evaluation, a more transparent and open selection process can be introduced. Establish a scientific talent evaluation index system, pay attention to the evaluation of comprehensive quality and ability, and avoid relying too much on contacts and networks. At the same time, strengthen the training and introduction of talents, provide enterprises with more talent choices, and reduce the dependence on internal relatives.
Government departments also play an important role in monitoring and guiding. The government can intensify supervision of state-owned enterprises, strengthen penalties for violations, and establish a reward and punishment mechanism to encourage enterprises to operate in a standardized manner. At the same time, the government can increase support for enterprise reform, provide policy and financial support, and promote enterprises to achieve "de-familyization".
Public scrutiny and participation are also crucial. The public can provide clues to the relevant departments through the reporting channel to expose the existence of the problem of "inbreeding".
The media can intensify their reporting and exposure of such issues, arouse widespread attention, and promote public opinion to pay attention to and criticize the issues. The voice and power of the public can compel businesses and governments to take care of the problem and take action to address it.
To solve the problem of "inbreeding", the joint efforts of the whole society are needed. Only by strengthening system building, optimizing evaluation standards, strengthening supervision and guidance, and supervising and participating in the public can we gradually eliminate the existence of this problem, realize the fair employment of personnel in state-owned enterprises, and provide a broader stage for the development of qualified personnel.
Let us all work together to create a more just and equitable social environment and create more opportunities and possibilities for the growth and development of every talent.