离职分析的理论和实现(下)（The theory and implementation of demission analysis (Part Two)）.docVIP

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2017-08-04 发布于河南
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离职分析的理论和实现(下)（The theory and implementation of demission analysis (Part Two)）.doc

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离职分析的理论和实现(下)（The theory and implementation of demission analysis (Part Two)） 5. post and post, post and post Class also refers to the competent department, according to their character difficulty and importance and the required qualifications of different, but the set of all fully similar to the nature of work. The job class is an important index to distinguish the different knowledge contents of different positions in the enterprise. Personnel administration, financial accounting, software development and marketing are common categories. Generally speaking, the supply and demand of qualified personnel in the human market will be implemented in specific categories. For example, in the late 90s of last century, software R D talent was a hot spot in the human market, and the current market sales talents are the markets favorite, and so on. The market situation of supply and demand of human society depends on the macroeconomic situation and the trend, if the labor market is greater than the supply of a service demand, this class will enhance the market average salary, on the other hand, decreased this class market average salary. As an employer of the enterprise, its operating conditions is not possible and the macro economy is completely consistent, but, as labor personally, the flow ability has been the market supply and demand considerable influence. As a result, the concern about supply and demand in the labor market has become an important issue for HR managers to investigate, recruit and leave. A more general approach is that human resource managers regularly (six months or a year) average salary class compared with the average salary and enterprise vocational secondary market, determine the annual increases according to the human condition and market status of enterprises in the same industry in the proportion and magnitude. At present, major recruitment websites and human resource management consultants provide information about social average wages. The posi