岗位评估方法大全(国外英文资料).doc

岗位评估方法大全(国外英文资料) The commonly used job evaluation methods include post reference method, arrangement method, classification method, factor comparison method and scoring method, etc.. Among them, classification method and arrangement method belong to qualitative evaluation. Post reference method, scoring method and factor comparison method belong to quantitative evaluation. In addition, it also introduces two famous international position evaluation method, namely, Heidegger (Hay Group) three factor evaluation method (Mercer) and Mercer international position evaluation (IPE). 1. post reference method The post reference act, as the term suggests, is the evaluation of other positions with an already paid post. The concrete steps are: Setting up a post evaluation team; The evaluation team selects several representative and easy to evaluate positions, and has other methods for post evaluation; If the enterprise has already evaluated the post, then directly selects the post which the staff agrees with the value; 2. The post chosen as the standard post; The evaluation team classifies similar other positions into these standard positions according to the job responsibilities and qualifications requirements of the standard position; 6 all the positions in each group is set to the standard value of job post value; In each group, according to the difference of each position with the standard position, adjusted for these job value; We identified all of the job value. 2. position arrangement method The post arrangement is a specialized agency of relevant personnel qualification, such as post evaluation committee; according to the post survey data or the job description is easy to make comparison concise, job description; evaluation standard is determined, for each post scoring; summary evaluation results, calculate the average score, then obtains the relative order of comprehensive posts. This method tends to be subjective and should be trained to improve the value judgment of