一种基于岗位对战略贡献的岗位评估体系.docxVIP

一种基于岗位对战略贡献的岗位评估体系 Not long ago, accepting a commission from one of the world，s top 500 companies required key positions to be screened from the company，s current positions? The basic work of the company human resources has been quite perfect, just hired a famous international professional human resources management consulting firm to conduct job analysis and job system and job evaluation, salary and performance evaluation system. But in a large number of posts at the same rank (especially below the Department Manager), the company is still unable to determine which of the positions is more critical, the companys strategic significance, and greater contribution. To compensate for lack of past job evaluation, and our customers formed a consensus, completely from the post work of the companys contribution to strategic assessment, no longer as traditional job evaluation as the importance of knowledge, skills, and other risk factors? After repeated discussions, the strong role of Balanced Scorecard in the implementation of the strategy, we established a set of evaluation system based on Balaneed Scorecard, and finally selected 15% key positions in the company，s existing positions, a total of nearly 50. The job value evaluation lays the foundation for the establishment of fair salary system in enterprises, and is paid more and more attention by enterprises? The commonly used job evaluation methods include post reference method, classification method, arrangement method, scoring method and factor comparison method. Among them, classification method and arrangement method belong to qualitative evaluation. Post referenee method, scoring method and factor comparison method belong to quantitative evaluation. The post reference act, as the term suggests, is the evaluation of other positions with an already paid post? The classification is somewhat similar to the post reference method, but differs from the standard position in which it is not referenced. It is required that al