对岗位评价进行数据统计和分析工作（Conduct data statistics and analysis on job evaluation）.docVIP

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对岗位评价进行数据统计和分析工作（Conduct data statistics and analysis on job evaluation）.doc

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对岗位评价进行数据统计和分析工作（Conduct data statistics and analysis on job evaluation） Data statistics and analysis of post evaluation: the date of publication of the website: 2010-08-15 08:44:9 people visited [the] [middle] [middle] [small] As is known to all, due to historical reasons, many enterprises in our country, the value of human resources are not appropriate and reasonable pay and reward, many enterprises in salary the low is low, the high is not high, such as the unreasonable phenomenon. This situation greatly weakens the employees enthusiasm and the competitiveness of the whole enterprise. The evaluation of job value scientifically has become a basic work of establishing the compensation system of modern enterprises. Post evaluation it is through a more scientific method to evaluate the enterprise in the relative value of each job, have a relative value, according to the human resources market salary level and the actual situation of the companys revenues, can determine with relatively reasonable pay structure and level. Specifically, post evaluation is on the basis of job descriptions, is to position itself (such as post impact on enterprise, responsibilities, qualifications, environmental conditions, etc.) to evaluate, to determine the relative value. The process of post evaluation can be divided into the following stages: First, the preparation stage Qing dynasty. Organize the organization structure and position of the company, determine the position of participation evaluation. Complete the job description. Through interview and questionnaire investigation, data analysis methods such as job analysis, determine the responsibilities of each position, qualifications, permissions, collaboration, basic content and the work environment, writing job description. Determine the job evaluation method. At present, there are four kinds of job evaluation methods commonly used in management circles: job ranking, job classification, factor comparison and factor counting method.