The role of the negative selection activities in securing the competence of an organization belonging to SEN units

The transformation and the accommodation of National Power System (SEN) units to a new management system, own to a decentralized economy and having financial support from both native capital and foreign capital, in uncertain proportion at the moment and being in a continuous adjustment determined by the reasons and the motivations first of all political, generated conceptual changes in the so-called modern management theory. The accommodation of this theory to the concrete situation from SEN units imposed the concept of negative selection. It is a concept which represents author's desire to be created as an original contribution to the contemporary management theory. Unlike the selection at the hiring (or positive selection), the negative selection is achieved on personal already employed, in the conditions of activities of a decreased number of personnel and also of a redistribution of personnel on the other side. The negative selection, much more than the positive selection activity in this period in the SEN units (recording a drastic decrease from 90.000 employees counted by the energetic system at the end of 9th decade of the past century, to a little over 30.000 who at the moment work in the societies became independent), determines the specialist in human resources to ensure a judicious training and high competence. It concerns the knowledge of the standard systems and is also related to the method of knowledge and valuation of behavior of the organizational employees. This subject was developed on basis of the documentation and the analyses of documents but also on the basis of a set of studies and researches that were made during 1996-2006 in the SEN units. The work methods and models of negative selection used in the SEN units were analysed. This work concerns four companies which constitute currently the SEN nucleus at present at which the nuclear units with a particular status were added. One finds out that these methods and models of negative selection are still specific to a rationalistic management, i.e. the forms of management own to centralized economy. They are, on the other side, a devoted mirror of the mode and the rhythm of evolution of the management in the SEN units. And an analysis in depth shall put in evidence the necessity of innovative methods according with the management specific to informational revolution. (author)