(1) The mechanism for outstanding talents to stand out has not really formed. The degree of democratization of cadre and personnel work is not high, the channels for mass participation are not smooth, and the vision of selecting and employing people is not broad. The phenomenon of "selecting people from the minority and selecting people from the minority" still exists in many places, and the mechanism of "openness, equality, competition and merit selection" has not yet been fully formed.

(2) The situation that cadres can be promoted or demoted has not changed significantly. Except for retired cadres, it is difficult to adjust and replace incompetent and incompetent cadres in time, and the cadre team lacks the vitality and vitality it deserves. The mechanism of survival of the fittest has not really formed.

(3) The quality of selection and employment is not high, and employment mistakes occur from time to time. First, the phenomenon of employing people with personal decisions still exists seriously in some places and units; Second, the selection of cadres lacks a scientific assessment system and evaluation index system; Third, the accountability system for personnel errors has not been generally established.

(D) the lack of effective supervision and management of leading cadres, especially the supervision of the "top leaders" is even weaker. The problem of emphasizing selection and appointment over supervision and management is more prominent and common. There are many systems that only stipulate what to do, without specifying what not to do, how to deal with violations, and who will deal with them. Some systems are good in themselves, but they are ineffective and ineffective.

(5) Corruption and unhealthy practices in employing people have been repeatedly prohibited. The phenomenon of cronyism, selecting cadres according to personal likes and dislikes, and cultivating personal power exists to varying degrees; The phenomenon of evading officials, buying and selling officials and cheating officials spread, and even several murders occurred. One of the reasons is the lack of effective institutional constraints.

(six) the incentive mechanism for cadres is not perfect, and the creative potential of all kinds of talents has not been fully released. The brain is upside down, the price and value of talents are seriously deviated, and the enthusiasm, initiative and creativity of all kinds of talents are far from being released.

Countermeasures:

1, implement metabolic mechanism 2, implement diligent and clean government guarantee mechanism 3, and implement management system according to law.

4. Implement competitive incentive mechanism.