Seek job descriptions and rank standards for small electronics enterprises

The process of writing a job description.

How to write a job description.

Design and evaluation of job order and rank.

1. Steps to determine the rank and rank.

1. Determine the position setting in the organization.

According to the organizational structure design, determine the specific position setting and responsibility relationship in the organizational unit.

According to the needs of organizational changes, the establishment of mediation positions.

Job setting plan and job description.

2. Determine the company's job sequence.

According to the characteristics of the company's business and the characteristics of the positions set up, the promotion sequence of different types of positions is determined.

Classification of job sequences.

3. Determine the correspondence between the position and the rank and rank.

Through the specific evaluation of the company's existing positions, the corresponding relationship between the specific positions and the company's job order and rank is determined.

Correspondence chart between position and rank order.

Second, the main basis for the division of ranks.

1. Sequence division:

Nature of work. Areas of Expertise.

2. Rank division.

Be responsible. The contribution of the position to the company.

Knowledge, skills.

3. Commonly used job sequence series.

1. Auxiliary personnel sequence.

Divided according to the level of proficiency in the operation.

2. Professional sequence.

Graded according to skills and qualifications.

3. Sequence of procurement personnel.

Graded according to skills and qualifications.

4. Salesperson sequence:

Graded according to skills and qualifications.

5. Salesperson sequence:

Graded according to skills and qualifications.

Fourth, through the analysis of the post rating elements, to determine the correspondence between the post and the rank of the rank.

1. Knowledge. At least theoretical and professional knowledge is required for the position.

2. Experience. The minimum amount of work experience required to qualify for the position, excluding knowledge as assessed in Factor 1.

3. Scope of activity.

The degree to which the position drives the company's internal resources (human, material, financial, etc.).

4. Decision-making responsibility.

The position requires independent judgment and the importance of decision-making, and the extent to which decisions can be made from established policies, regulations and precedents.

5. The consequences of work mistakes.

The mistakes that may be made by the position in making decisions, judging problems or making recommendations, and the extent to which these mistakes affect the company.

6. Internal contact.

The degree of interpersonal difficulties encountered when dealing with other people within the company in order to effectively achieve work goals.

7. External contact.

The difficulty of interpersonal relationships encountered in contact with the outside world in order to effectively achieve work goals.

8. Supervision responsibilities.

The responsibilities of the position in training, managing and leading others (subordinates).

9. The number of employees supervised.

This position directly and indirectly supervises the number of employees.

10. Research and analysis.

The responsibilities of fact-finding, research, and analysis of the job required by the position in the course of its work.

Job rank design steps:

1. Determine the position setting in the organization.

According to the design of the organizational structure, determine the specific position setting and responsibility relationship in the organizational unit, and adjust the position setting according to the needs of organizational changes.

Job setting plan and job description.

2. Determine the company's rank sequence.

According to the characteristics of the company's business and the characteristics of the positions set up, the promotion sequence, job sequence sequence and classification of different types of posts are determined.

3. Determine the correspondence between positions and ranks.

Through the specific evaluation of the company's existing positions, the corresponding relationship between the specific position and the company's job order and rank is determined.

How to divide the company's salary system and ranks.

a. First of all, the position should be analyzed, and each job position should be described reasonably, standardly, and comprehensively, and finally a systematic description should be formed. Knowing the level of difficulty of each job, the skills required, etc., can lay the foundation for job evaluation, and you can't jump to conclusions about a position without a systematic analysis.

B. The next thing is to carry out job evaluation, there are many methods of job evaluation, such as job ranking method, classification method, factor comparison method, LZ mentioned the element point method as far as I understand is currently widely used.

Regardless of the assessment method, an evaluation team needs to be set up before the assessment, and the evaluation is not a one-person process behind closed doors on his or her own subjective consciousness. At the same time, the opinions of employees can also be referred to in the evaluation process, and the evaluation results can also be made public according to the situation, giving employees a way to express their views on whether the job evaluation is reasonable. More on.

Steps of the post referencing method for job evaluation:

Establish a job evaluation team.

The evaluation team selects positions that are representative and easy to assess, and uses other methods to evaluate them.

If the company already has an evaluated position, it can directly select the position that is recognized by the employee.

The selected positions will be designated as standard posts.

The evaluation team classifies other similar positions according to the job responsibilities and qualifications of the standard positions.

Set the job value of all positions in each group as the standard job value of this group.

Adjust the value of the position according to the difference between the work of each position in each group and the standard position.

Determine the job value of all positions.

Corporate compensation performance management consulting.

The rank system is a scientific system for employee career development, the core of which is: first, to establish a channel for employee rank development; secondly, establish the standards of the corresponding ranks; Thirdly, it is necessary to establish a broadband salary system that matches the rank system, and finally, to formulate the rules for salary adjustment, mainly based on the overall model of rank evaluation and specific rank standards.

M sequence bai = management post m1: supervisor m2: manager du m3: director.

The management positions start from M1, and the highest position is M8, followed by the chief DAO manager, economic manager, director, vice president, executive president, vice chairman, and chairman.

M sequence = management post m1: supervisor m2: manager m3:

The management positions of directors start from M1, and the highest position is M8, followed by supervisor, manager, director, vice president, executive president, vice chairman, and chairman.

M sequence = management post copy M1: supervisor M2: manager M3: director management position starts from baim1, the highest position is dum8, followed by supervisor, manager, director, vice president, executive president, deputy director, chairman.

In the division of ranks, the meaning of the m1 m2 m3 and other levels is: m0 (currency zhi) = in circulation.

DAO cash, i.e., cash circulating inside and outside the banking system.

m1 (narrow currency) = (m0) cash in circulation + cheque deposits (and transfer credit card deposits);

M2 (broad money) = M1 + savings deposits (including demand and time savings deposits);

M3 = M2 + other short-term current assets (such as treasury bills, banker's acceptances, commercial papers, etc.).

Money in economics usually refers to m2, and m2 does not include quasi-money.

LZ believes that you are real and innocent, but Midland's garbage course is expensive to death, and no one will want it! Don't turn it around! ,

Rank is not the meaning of rank in a position. The specific analysis is as follows:

1. Position: position (position), it refers to the position of the organ or group to perform a certain task, that is, as long as the employee of the enterprise should have its specific position, it refers to a specific enterprise organization, in a specific time, by a specific person to undertake one or several tasks, simply put, the position refers to an employee of the enterprise needs to complete a task or a group of people, with the expansion of semantics, the position also represents the position.

2. Rank: A collection of grades with the same or sufficiently similar level of difficulty, responsibility, and required qualifications. Such as staff level, assistant level, intermediate level, deputy senior level, senior level.

Each position within the same rank may be expressed by the same title, and the qualifications required for each position within the same rank are the same, and the same standards of post, assessment and treatment may be adopted.

Jobs are also often referred to as jobs. Position refers to the organizational position corresponding to a certain incumbent who undertakes a series of job responsibilities, it is the basic unit of the organization, and the position corresponds to the incumbent one by one. At the same time, the number of positions is equal to the number of employees.

Rank is the rank of position. For example, the position of sales representative can be divided into three ranks: ordinary sales representative, intermediate sales representative, and senior sales representative.

Explain in the vernacular:

Position: Manager, Section Chief, Director, etc. That is, the position in the company.

Rank: It is the rank in the company.

This statement is inaccurate.

First of all, it should be made clear that the position refers to the title of the position, such as "chairman, manager, section chief", which are all job titles.

Rank refers to the grade, for example, the chairman is level 9, and the manager is level 7.

In most companies, one position corresponds to one rank, and of course it may correspond to multiple ranks.

Taking our company as an example, the "commissioner" is a position, which is divided into 3 ranks, 4 ranks, and 5 ranks.

Generally, the ranks are divided according to the salary system, and most state-owned enterprises are above the tenth level. Positions are divided based on job analysis.

The reason why the two can be easily confused is that they correspond in human resource management. Generally, one rank corresponds to one position, and one position corresponds to several ranks. In other words, the rank needs to be based on the premise that the employee has reached the corresponding position and skill level, and even the length of service.

It is the meaning of the position level of the company.

A job title is a collection or collective term for a series of positions within an organization that are of considerable number and importance. The title of a position in various industries, which mainly describes what kind of work is done, such as: office assistant, accounting department staff, etc., refers to the sum of several positions in an organization that have the same or similar responsibilities or job content, such as:

Sales Manager.

A job title is a group of positions with similar or identical responsibilities, which is also meant by the semantic expansion of positions. The term "position" was first used in Liang He Xun of the Southern Dynasty in "Resignation for Kong Dao Jian'an Wang Note".

A rank is a collection of grades with the same or sufficiently similar level of difficulty, level of responsibility and required qualifications. According to different classifications, each post in the same rank can be expressed by the same title, and the qualifications required for each post in the same rank are the same, and the same standards of appointment, assessment and treatment may be adopted.

Rank is the level corresponding to a certain job level. Rank is a comprehensive symbol that reflects the position, ability, education, performance and seniority, and is also an important basis for determining the salary and other benefits of employees.

Ranks are a uniform yardstick for a balanced comparison of different categories of jobs. The "coordinate system" with job level as the horizontal axis and level as the vertical axis can measure and identify the position of employees in different categories of positions in the organization.

This is used when the salary is fixed.

Positions are divided into leadership positions (department heads, division chiefs, etc.) and non-leadership positions (investigators, deputy commissioners, etc.).

A rank is a job level.

Civil servant salary = position salary + rank salary.

The position is the leadership level, and it is the level of the administrative title.

The rank is the technical title, the grading of the business level.

The position is the work you do, and the rank is the level of your position, just like a teacher has a first-level teacher and a senior teacher.

I'll use the vernacular.

Position: Manager, Section Chief, Director, etc. That is, the position position in the company: if it is a manager, section chief, director. The level of what he is responsible for in the company: that is, the rank in the company.