What is the general content of the conversation before taking office

The incumbency talk mainly refers to the fact that before being promoted or selected to take up a post at or above the deputy section level, the inspection team will put forward requirements for the incoming person to be competent, honest, united, and mass line.

Appointment talks are a mandatory procedure required by the regulations on the selection and promotion of leading cadres.

The pre-appointment conversation is generally the content of the ideological situation, the communication of the organization's intentions, and the requirements for strengthening education and guidance.

1. Talk openly and honestly about your intentions.

The purpose of the job talk is to let new employees and cadres clarify the intention of the organization, treat the organizational arrangement correctly, know themselves and responsibilities, lift their spirits, dare to take responsibility, be good at taking responsibility, and be a good leader who reassures the organization and satisfies the masses in their future work. Therefore, the content of the conversation must be carefully prepared, targeted, and accurate, so that the interlocutor understands the requirements of the organization, is encouraged, and increases motivation. Among them, openly and honestly tell the interlocutor about the organization's intention to appoint him, so that he knows the organization's trust, support and expectations, and knows himself.

Feeling the weight of the burden is an important and necessary content. In actual work, the delay of individual new cadres in entering the role is not obvious, which is closely related to their failure to accurately understand the organization's intentions. Only when the new cadres understand the reasons for the organization's promotion and the purpose of using themselves can they find the right position

Find the right goal, find the right direction, enhance courage and strengthen confidence.

2. Seek truth from facts and talk about evaluation.

He is not wise that is not wise for himself. "If you don't know enough, then you can be self-reflective; Knowing the difficulty, and then being able to improve yourself". During the conversation, it is appropriate to give feedback to the new cadres about the comprehensive evaluation of the inspection and evaluation, inform the organizational evaluation to themselves, affirm the advantages, point out the shortcomings, and clarify the direction of efforts, which is very beneficial to their future work and growth.

Although its moral performance has been recognized by the organization, it does not mean that it is perfect and impeccable, "no one is perfect, no one is perfect", everyone has their own shortcomings, the key is how to discover, how to overcome. Talking about taking up posts is an effective way to give play to the party's advantages in ideological and political work and help the newly appointed cadres to carry forward their strong points, overcome their shortcomings, and improve their quality and ability. However, in reality, due to various reasons, the talk on taking up posts often becomes a matter of reporting good news but not bad news, planting flowers without picking thorns, and only drawing on forms and not seeking practical results, with the result that the positioning of the new cadres after they arrive at their posts is not accurate, and there is little progress, and the shortcomings are still shortcomings, problems are still problems, and the quality and ability of the posts have been promoted, but their quality and ability have not been improved.

It is necessary to put an end to these phenomena, and when talking about their appointments, they should not only affirm the merits and achievements of the new cadres, but also point out their shortcomings and problems objectively, to the point, and to the point, help them clearly recognize themselves, find out their gaps, and make clear the areas that should be improved and strengthened in the future, set strict standards on themselves, and devote themselves to new work with higher quality, so that they can develop their strengths and avoid their weaknesses in their new posts!

The contents of the speeches made by leading cadres before taking office include: formally issuing a notice of taking up their posts, affirming their achievements in the previous work, giving an explanation of their future work, and asking them about their own shortcomings and the direction of their efforts.

Precautions for leading cadres to talk about their appointments:

1. Grasp the timing of the conversation. Appointments shall generally be conducted after the issuance of the notice of appointment or after the completion of procedures such as elections, appointments, and decision on appointments.

2. Determine the person to talk to. Generally, it is carried out by the responsible person of the Party committee (Party group), the person in charge of the relevant leadership and the organization (personnel) department.

3. Determine the content of the conversation. It is necessary to clearly explain the overall consideration of the organization, briefly affirm the merits of the cadres, emphatically point out the shortcomings of the cadres themselves, and put forward the requirements and problems that need to be paid attention to, so that they can see the gaps and make clear the direction of their efforts in the future.

4. Pay attention to the method of conversation. Attention varies from person to person, from thing to thing, and from place to place. For the interlocutor's request or the problem reflected, can be on the spot; If it cannot be on the spot, it can be properly handled after the conversation is over, and feedback can be given to the interlocutor according to the situation.

There is usually a formal notice of employment, and then congratulations on your position. And affirm your previous work, tell you what you did well, and that's what got you into this position. Tell you that your new location represents new challenges, thorns that lie ahead, and what you should be able to do with them.

And to say that the leader will always be your backing and will support your work.

Of course, it will also inform you of your shortcomings at this stage, what kind of effort you need to make if you want to be qualified for the job, etc.

In a word, affirm the past and look forward to the future.

The content of the pre-appointment conversation is a call that many companies will conduct before taking office in some key positions, then this conversation will basically revolve around the job responsibilities of this position and this position, and do things wholeheartedly to do talk, what you have to do is nothing more than to record the key points of the leader talking to you, if you are the leader to find Zhejiang Lu, like such a heartache entry of new colleagues, you should pay attention to mention such a sentence. , you have to pay attention to remind him that it is this post, you pay attention to it first and how, then and how to avoid some easy mistakes and so on.

Let's talk about what Qiaoqi should say in the organizational conversation before the leader is promoted, and what are the precautions and skills:

When the personnel of the organs and institutions are promoted or adjusted to important positions, the organization department will conduct a wide inspection according to the degree, including the evaluation of the conference, secret ballot, organizational talks and other links. Among them, the organization talks, the scope of its goals is basically the leadership team.

All members, most of the middle-level cadres.

and part of the general cadres.

Units with a small number of people, talk to everyone; Units with a large number of people will also organize group talks. This is only one part of the promotion and appointment process, and there is nothing special about it.

When the leaders of the unit are promoted, or the general personnel are promoted and appointed, and when the organization talks, everyone will say some good things, and basically no one makes trouble in this regard. The reason is actually very simple: the success rate of promotion and appointment is so high, and it is basically impossible for a unit to rely on one of these procedures to veto the entire promotion.

What's more, in the process of inspecting and appointing, organizing a conversation is basically the last link in the unit's activities, and there are no problems in the front, and it is even more unlikely that there will be an accident in the back. Besides, if the leadership has outstanding work ability and the mass foundation is solid, of course everyone will say yes, and Xi Chunling hopes that the leadership can have further development. If you don't have a good relationship with the leader, you will also say good things against your will, and let the leader leave quickly, otherwise you will stay and do the right thing with yourself?

The content of the conversation is nothing more than to understand the comprehensive ability, realistic performance and work performance of the subject of the investigation. Under normal circumstances, it can be divided into three aspects of organizational language, on the one hand, ideological understanding, comprehensive quality, on the other hand, work ability, performance, and finally integrity and self-discipline.

Dealing with people, etc.

It is necessary to use concise language to paint a portrait of the subject in just a few minutes, and to draw it well. It's best to start with a summary sentence or two, backed up with vivid examples.

Let the recorder have the content to write, so that the interlocutor feels sincere, real, and has a sense of substitution, and he can't be embarrassed and blush.

Legal analysis: Because the state publicity involves the interests of the majority of people and has a large amount of information, the publicity time is longer, generally more than 10 days.

Legal basis: "Regulations on the Work of Party Branches of the Communist Party of China (Provisional)" Article 21: The term of office of village and community Party branch committees is 5 years, and the term of office of Party branch committees of other grassroots units is generally 3 years.

The Party branch committee is elected by the Party branch Party member meeting, the Party branch secretary and deputy secretary are generally elected by the Party branch committee meeting, and the Party branch secretary and deputy secretary without a committee are elected by the Party member meeting of the Party branch. The elected members of the Party branch shall be reported to the higher-level Party organization for the record; The secretary and deputy secretary of the Party branch shall report to the higher-level Party organization for approval. Where vacancies arise in Party branch secretaries, deputy secretaries, and members, a by-election shall be held in a timely manner.

When truly necessary, the higher-level Party organization may appoint a Party branch secretary or deputy secretary.

Establish and improve the mechanism for reminding and supervising the party branch to change its term of office on schedule. According to the affiliation of the party organization and the authority of cadre management, the higher-level party organization generally reminds the party branch whose term of office has expired 6 months in advance in the form of a letter or a notice to prepare for the re-election. Where it is necessary to postpone or advance the term of office, it shall be carefully reviewed and strictly checked, and the extension or advance period shall generally not exceed 1 year.