The practicability of job value evaluation, how to evaluate the contribution of post value?

Help enterprises establish a unified standard for job value levels.

Establish a salary hierarchy chart of the company through job value evaluation. In an enterprise, there are many job names, and at the same time, in different enterprises, the same job may have different job titles, or the same job may be engaged in very different and different. For example, when determining the level of remuneration, enterprises need to know who has contributed more to the enterprise and who should get a higher salary.

Establish an objective basis for the distribution of salaries.

In the company, the employee will always compare his income with other employees, if he feels unbalanced. That is, there is a problem with the internal fairness of remuneration. Job valuation can help companies solve this problem. Provide guidance for employees' career development.

Job value evaluation can not only make all kinds of work within the enterprise and the remuneration paid by the enterprise to adapt, so that employees and employees, managers and employees tend to be consistent with the view of remuneration, post value evaluation enables the enterprise to establish a series of continuous levels, so that employees can understand the value standard of the enterprise, so that employees can clarify their career development and promotion paths, and guide employees to move towards higher goals.

Job valuations are highly practical, and here are some of the aspects that reflect their practicality:

1.Compensation management and fairness: Job value assessment provides a basis for determining the level of compensation and ensuring that the salary matches the value of the position. This helps organizations establish a fair and reasonable compensation system, avoid unfair pay and pay conflicts, and improve employee satisfaction and recognition.

2.Motivation and performance management: Through job value assessment, organizations are better able to identify and motivate the most valuable positions and employees.

This helps to motivate and motivate employees, improving work performance and performance levels. At the same time, job valuations provide the basis for performance management and help organizations set clear goals and expectations.

3.Recruitment and selection decisions: Job valuations can guide the recruitment and selection process.

By understanding the value and requirements of the role, organizations can more accurately determine the recruitment criteria and selection process, recruit the right talent for the role, and improve the efficiency and success rate of recruitment.

4.Organizational Structure and Optimization: Job Value Appraisal helps organizations to analyze and optimize their organizational structure.

By understanding the value and relevance of different roles, organizations can redesign and realign roles, optimize organizational structures and processes, and improve efficiency and performance.

5.Development and career planning: Job value evaluation provides guidance for employee development and career planning.

By understanding their value in the role, employees are able to understand their strengths and areas for improvement, develop personalized development plans and goals, and improve their competitiveness and career development opportunities in the organization.

In the process of human resource management development, there are many methods of job value evaluation, and the commonly used methods include job classification method, simple sorting method, pairing comparison method, alternate ranking method, post reference method, score analysis method, factor scoring method, etc., which need to be selected in combination with the actual situation of the enterprise. Taking the more commonly used factor scoring method as an example, the implementation of job value evaluation needs to focus on the following aspects:

1. Design a job value evaluation model. The design of the job value evaluation model needs to be combined with the actual situation of the enterprise, on the basis of job analysis, the scope of influence of the position in the organization, the size of the responsibility, the intensity of the work, the difficulty of the work, the conditions of the position, the working conditions and other characteristics of the design, and around each factor to design specific scoring rules and weights, the evaluation rules should have a high degree of discrimination, so that in the follow-up implementation process can make a significant distinction between each position.

2. Design an evaluation plan. The design of the assessment plan shall consider the selection of assessment targets, the composition of the assessment team, the process of implementation of the assessment, the analysis of the assessment results, and the handling of abnormal data. For the selection of assessment objects, depending on the specific situation, the enterprise can evaluate all positions, or select some representative positions for evaluation, and then compare other positions with typical positions after the evaluation is completed to form the final result.

For the selection and determination of the members of the evaluation team, usually the senior and middle levels of the enterprise will participate in the evaluation, and some enterprises will also add employee representatives to the evaluation team, and the members of the evaluation team often need to set different evaluation weights.

3. The implementation process of job evaluation is the process of applying the job value evaluation model to determine the relative value of each position in the organization. It is necessary for a group of evaluators to analyze and quantitatively evaluate the extent of the value of each position to complete the job responsibilities and contribute to the enterprise according to the evaluation criteria of the post value model. For the members of the evaluation team, it is necessary to have a comprehensive understanding of the functions and responsibilities of the positions to be evaluated in advance to ensure a more objective evaluation of each position.

In addition, assessment team members should be trained to make it clear to all team members on how to use the assessment tools.

4. Statistics and analysis of job value evaluation results. It should be noted that abnormal data should be identified in all assessment results, and those data that are obviously centered, too wide, too strict, and obviously biased should be eliminated, otherwise the accuracy of the results will be affected. Finally, combined with the evaluation data to rank the relative value of each participating position, the results can be applied to the design of salary incentive system.

The above is only an explanation of the key aspects of job evaluation, there will be a large number of specific details to be balanced and considered in the actual operation process, it can be said that job value assessment is a very technical, involving a wide range of activities, a large workload, to do a good job in job value evaluation work needs to be done from the evaluation program, evaluation tools, evaluation implementation, results and other aspects of the work will be detailed and practical, any of which is not considered properly, may affect the final evaluation results. As a result, many companies tend to use external expertise such as consulting firms to carry out this work.

Job evaluation refers to the process of taking certain methods to evaluate the characteristics of the position in the organization, such as the scope of influence, the size of responsibility, the intensity of work, the difficulty of work, the conditions of the position, the working conditions of the post, etc., on the basis of the system of job repetition analysis, so as to determine the relative value of the post in the organization, and establish the post value sequence accordingly. Bert Information recommends the Hai's post value evaluation method:

The world's first systematic job evaluation method.

It can be used to compare the relative value of different functions in different departments More than 1 3 of the world's top 500 companies are applying the logic is rigorous, the structure is clear, and it has a self-test function.

More than 60 years of time.

1. Hai's post value evaluation method:

Second, the job value evaluation can solve the following enterprise problems:

1. Measure the relative value of each position to the enterprise, and ensure that the enterprise has a unified standard for the recruitment, assessment, promotion, reward and punishment management of employees;

2. Let employees clarify their career development and promotion paths, and improve their work efficiency;

3. Job value evaluation is the basis for establishing a reasonable salary system and better solving the fairness of internal salary.

3. Job value evaluation steps:

Bert Consulting has the answers

1.Introduction to Hai's post value evaluation method.

2.What problems can be solved by job valuation?

3.Job Value Appraisal Steps.

Content from user: Liu Xin.

What is Job Valuation?

Job value evaluation, also known as job value evaluation or job evaluation, refers to the process of evaluating the characteristics of the position in the organization, such as the scope of influence, the size of the responsibility, the work intensity, the difficulty of the work, the job conditions, the working conditions of the post, etc., on the basis of job analysis, so as to determine the relative value of the post in the organization, and establish the post value sequence accordingly. Characteristics of Job Valuations Job Valuations look at the best attributes of the people working in the position, rather than the situation of the people currently in the job. Job value assessment has the following three distinct characteristics.

1) Job value measures the relative value of all positions in the company, rather than the absolute value of a certain position, and if the result of job value is detached from the specific environment of the enterprise, it has no meaning. The job value evaluation is based on the pre-designed evaluation model, which is the main influencing factors of each position to measure and evaluate one by one, so as to obtain the relative value of each position. In this way, there is a basis for comparison between all positions in the company, and finally according to the evaluation results, the positions are divided into different levels.

2) The results of job evaluation have a certain degree of stability and comparability. Due to the company's development goals, organizational structure, job settings, etc., there is a certain degree of stability, therefore, the evaluation results of job value are also relatively stable. However, with the transformation of the company's development strategy, the company's process design changes, which in turn leads to changes in the company's organizational structure, job settings, and job content, and the value of the post will also change.

If the company only makes a small adjustment and results in the addition of individual positions, it can select a reference point based on the results of the previous job value assessment to specifically determine the job value of the new position without the need for re-evaluation. Generally speaking, the post.

The following takes a domestic company as an example to briefly introduce the whole operation process of its job value evaluation by applying the factor evaluation method.

1.Draw a job management system diagram, that is, determine the position setting according to the company's organizational structure and development goals, and clearly describe the interrelationship between each position.

2.Conduct job analysis and write job descriptions. When conducting job surveys, a combination of questionnaires, interviews and observations is used. After obtaining complete information about the job and organizing and analyzing it, the job description is prepared.

3.Establish a job evaluation team. The members of the evaluation team include external experts, senior management of the company, managers of the human resources department, other middle managers of the company, and representatives of the evaluated positions.

4.Select a standard position. Categorize the positions.

5.Formulate a job evaluation index system. On the basis of job classification, select job evaluation index for each grade, clearly define each index, and give it corresponding weight, then grade each index, assign score to each grade level of each index, wherein, the distribution of score adopts the equilibrium weight method, the sum of the lowest score of job evaluation is 100 points, and the sum of the highest score is 1000.

Taking management positions as an example, the job evaluation index system is shown in Table 3.

6.Evaluate and score standard positions. According to the definition and scoring criteria of each indicator in the job evaluation index system, the members of the job evaluation team independently score the standard positions.

7.Review scores are aggregated. After summarizing and averaging the scoring results of each evaluator for standard positions, the final score of each standard position can be obtained.

These final scores are ranked high and low, and according to a certain level of classification standards, such as 100-300 points for the first level, the first class in the 100-150 points for the first level, can be obtained in the position of each standard position in the enterprise post value system and the score deserved.

8.Evaluation of other non-standard positions. Compare other non-standard positions with standard positions to determine their position and deserving points in the job value sequence.

9.Feedback adjustments. Feedback the results of job scoring and grading to employees.

For positions with obvious deviations or unreasonableness, submit them to the job evaluation team for discussion, and re-score, give appropriate adjustments, and finally determine the complete job value sequence of the enterprise.

In the process of evaluation, it is also based on the position that each person is responsible for, as well as some of their advantages in the position, as well as the performance of some slowdowns, if the performance is better in the position, there will be some good benefits, and there are many opportunities for promotion, but there are some hard-working people, you can also give them some benefits.

I think we must seek truth from facts, and we should also conduct a simple evaluation for different positions, which must be carried out in line with the principle of fairness and fairness, and at the same time, we also need to understand the content and meaning of the work of the position, and then conduct the corresponding assessment and scoring.

To establish a unified standard, in the process of evaluation, we must be clear and targeted, so that each employee can get a reasonable evaluation, but also to understand the real situation of the lack of employees.