近期，多地陆续出台政策，推动整治国有企业中存在的“近亲繁殖”问题。所谓“近亲繁殖”，是指国企在招聘、晋升等人事安排中，优先录用或提拔领导亲属、熟人等关系人员，而非基于能力与公平竞争原则。这种现象不仅削弱企业活力与效率，还容易滋生腐败、损害公平正义，影响国企高质量发展。为解决这一问题，部分地区已开展专项排查，要求国企全面梳理员工招录、岗位调整及干部任用情况，重点核查是否存在违规安排亲属入职、虚设岗位、“萝卜招聘”等行为。同时，强化信息公开和监督机制，推动招聘流程透明化，并引入第三方评估与社会监督。此外，一些地方还明确要求国企建立回避制度，对关键岗位实行亲属任职限制。专家指出，整治“近亲繁殖”是深化国企改革、提升治理效能的重要一环。只有打破“裙带关系”，构建以能力和绩效为导向的人才机制，才能真正激发国企内生动力，实现市场化、法治化、现代化转型。
Recently, multiple regions in China have rolled out policies to address the issue of ‘nepotism’ within state-owned enterprises (SOEs). ‘Nepotism’ here refers to the practice of hiring or promoting relatives or acquaintances of executives over more qualified candidates, often bypassing fair and merit-based selection processes. This not only undermines organizational efficiency and vitality but also fosters corruption, compromises fairness, and hinders the high-quality development of SOEs.To tackle this problem, some local governments have launched targeted inspections, requiring SOEs to comprehensively review their recruitment, staffing adjustments, and leadership appointments. Key areas of scrutiny include improper hiring of relatives, creation of phantom positions, and so-called ‘tailored recruitment’ practices designed to favor specific individuals. Authorities are also strengthening transparency and oversight by mandating open hiring procedures and introducing third-party evaluations alongside public supervision. Additionally, several regions now require SOEs to implement conflict-of-interest policies that restrict relatives of executives from holding key positions.Experts emphasize that curbing nepotism is a critical step in deepening SOE reform and enhancing corporate governance. Only by dismantling entrenched patronage networks and establishing talent systems based on merit and performance can SOEs truly unlock their internal potential and achieve market-oriented, rule-of-law-based, and modernized transformation.
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