What Is Job Enlargement?

Job classification usually refers to the classification of jobs according to the nature of the job, the degree of responsibility, the degree of difficulty, the required qualifications, etc., divided into several categories and grades, in order to treat people with different nature of work with different requirements and methods of governance, Use uniform standards for the management of personnel of the same level to realize the scientific management of personnel management, achieve "appropriate talents and appropriate places", and fair and reasonable labor compensation.

Job classification

Right!

Job classification usually refers to job based on position

Job classification is generally classified according to the nature of the job, the degree of responsibility, the degree of difficulty, and the required qualifications. It is divided into several categories and levels, so that people with different nature of work can be governed with different requirements and methods. People of the same level and class are governed by a unified standard to realize the scientific management of personnel management, achieve "appropriate talents and suitable places", and fair and reasonable labor compensation, which is a type of modern personnel classification. In contrast to taste classification. The job classification is based on "things", focusing on the job title, duties and powers of the job. In organizations, the most commonly used job classifications are department classifications and hierarchical classifications. For example, the manager of the personnel department covers two categories.

The job classification system is mainly reflected in two aspects: one is the classification of job types, and the other is the job settings. It can be said

Job classification is a basic job in the human resource management process of an enterprise and therefore plays an important role. The specific performance is as follows:

It is the basis for remuneration on the basis of work. Employee compensation depends on the nature of their work, the degree of difficulty, and the amount of responsibility. The job classification clearly distinguishes employees' work according to this, and plays a role in unifying positions, qualifications, and remuneration, thus laying the foundation for remuneration according to work.

beneficial to

From the meaning of job classification, we can see that job classification has the following characteristics:

First, job classification is centered on "things", that is, "choose people based on things";

Second, the basic elements on which job classification is based are the job nature, difficulty level, responsibility level and required qualifications of the job;

Third, job classification does not prescribe what kind of jobs should be done, but it does objective analysis and evaluation of what each job does, so as to determine the position of the job in the job classification layout, so as to achieve classification governance. the goal of;

Fourth, the classification of positions is not fixed and can change with the change of position work, but does not change with the change of staff;

Fifth, job classification is not an end in itself, but a scientific method of personnel management.

Mainly manifested in: In the scope of application, job classification is more suitable for more professional jobs and positions, but not for senior administrative positions, secret positions, temporary positions and more general positions; The procedures for implementing job classification are cumbersome and complicated, requiring a large amount of manpower and material resources and the participation of experts with resumes, otherwise it is difficult to reach a scientific and correct level; , So the job quantity, quality and responsibility of each position are strictly restricted, and the promotion and transfer channels of personnel are strictly regulated, which is inconvenient

The reason is: set up people to avoid people

Job classification

China's civil service job classification system

The categories of civil servant positions are divided into categories of comprehensive governance, professional skills, and administrative law enforcement according to the nature, characteristics, and governance needs of civil servant positions. In accordance with this Law, the State Council may add other job categories to those posts that require special governance. The scope of application for each job category shall be specified separately by the State.

With the establishment of the market economy system in China, there is an urgent need to create a complete national civil service classification system to suit it. Therefore, the classification system of China's national civil servants must be suitable for China's national conditions. It is a national civil service classification system with Chinese characteristics after the "foreign" classification of foreign civil servant classification systems.

The job classification originated in the United States. It is a scientific personnel management method and personnel classification system that is generally adopted by many developed countries represented by the United States to meet the needs of modern economic and social development. In 1895, "Father of Scientific Governance" Taylor, in order to improve work efficiency, proposed a "work analysis" and "time and movement study" governance method through the study of the relationship between action and working time. This method quickly became popular in government departments. . In 1923, the United States Congress formally passed the first "Federal Government Job Classification Act."

The biggest feature of job classification is "setting people according to the situation", which emphasizes the duties and responsibilities of civil servants, not the civil servants who hold the position. A position, unlike a job title that emphasizes a person's professional skills and academic level, is "a job assigned to an official or employee that includes a position and responsibility." (Federal Government Job Classification Act). It is the foundation of job classification and layout. It consists of various grades and ranks of different levels. Job classification is to divide all positions of the employer into several grades according to their business nature and content, and then according to each position Responsibilities, difficulty level, labor intensity, working environment and required knowledge and skills and resume level, divide them into several levels, and make clear and specific provisions through job descriptions, and finally assign each position to the appropriate rank, Grade.

The main contents of the classification system of civil servants in China

First, the main content of the civil service job classification system. Including the criteria for the classification of job categories, the characteristics of the three categories of posts in general governance, professional skills, and administrative law enforcement, and the basis and requirements for the establishment of positions by various units.

Second, the main content of the job setting. Including the basis of the job sequence setting and related rules on job types, job levels, and job titles.

Third, the main content of the level setting. Including level connotation, role, basis for level determination and promotion, and the principle of corresponding positions and levels.

Implementation methods for job classification

Implementation Measures for the Classification of National Civil Service Posts

This implementation method is formulated in accordance with the "Interim Regulations on State Civil Servants" and the relevant provisions of the "National Civil Service Implementation Plan."

I. Conditions of job classification

The classification of posts included in the scope of national civil servants must be carried out after the unit's institutional reform plan has been approved and its functions, institutions, and staffing have been formally determined.

Basic content of job classification

According to the "Interim Regulations of the National Civil Servants" and related regulations, the basic contents of job classification include: first, setting up positions; second, setting up job descriptions; third, determining positions; fourth, determining levels.

Requirements for position setting

(A) determine the job responsibilities

Positions must be set up within the scope of functions approved by the government on the basis of functional decomposition. From top to bottom, from the department to the internal institutions, to each position, the responsibilities are clearly defined at all levels.

(B) determine the level of setting

The setting of posts must be in accordance with the specifications of the organization, and the posts must not exceed their organizational specifications or be upgraded in disguise.

(Three) determine the number of job settings

The number of posts should follow the principles of strictness, efficiency, and leanness, and must be strictly implemented in accordance with the approved number of posts, establishment, and the "Measures for the Establishment of Non-Leading Positions of National Civil Servants".

(D) determine the job title

The name of the position must be concise and standardized, which can reflect the characteristics and level of the position.

4. Items and descriptions of job descriptions

The job description includes the following seven aspects:

(1) Position title. For example: Chief Information Officer of the Secretariat of the General Office.

(2) Position code: Refers to the representative number of each position. It consists of three parts (××× ××× ×××). The first part is the codes of the various working departments of the State Council (local refers to the provinces, cities, districts, and counties where they are located), which adopts national standards. The second part is the code of the organization within the department where the job is located (local refers to the working department in the location). The third part is the sequence number of positions in each internal organization (or each work department). The second and third parts are compiled by personnel departments at all levels.

For example: The code of the head of the International Customs Division of the Customs Department of the General Administration of Customs is: 415-03-07

415 is the code of the General Administration of Customs specified in the national standard

03 is the code of the customs department specified by the General Administration of Customs

07 is the sequence number of the post in the customs department

(3) Work items: List all work items that the post should bear in accordance with its responsibilities.

(IV) Work overview: Briefly explain the work content, procedures, responsibilities and authorities in accordance with the work items.

(5) Required Knowledge and Ability: The knowledge, talents, skills and experience required to complete the job. It must be based on the job needs of the position, not on the basis of existing personnel.

(6) Direction of transfer and promotion: The direction in which the incumbent can be transferred and promoted according to the general requirements of the business.

(7) Working standards: the basic standards of quality and quantity that should be achieved for each work item.

V. Fill in the scope of the job description

(1) Non-leadership positions at all levels;

(2) Director-level positions in the various departments of the State Council and below;

(3) Deputy heads of administrative leadership of various working departments of local governments and their posts.

6. Preparation and review of job descriptions

(1) The requirements for compiling and examining job descriptions are concise and practical.

(2) In principle, the job description should be filled out by the person in charge of the position in accordance with the responsibilities of the position. In special cases (such as missing positions), it can also be filled by the direct leadership of each position or the personnel department.

(3) The post's direct leaders and superior leaders review the job description.

(4) The personnel department of the unit reviews the job description and submits it to the department's leaders for approval. The job description can be used as one of the basis for personnel recruitment, assessment, training, and promotion after being reviewed and approved by department leaders.

(5) To increase or decrease positions or change the content of work due to job requirements, a job description must be re-developed in accordance with the above procedures and principles.

Identify non-leadership positions

(1) The determination of non-leadership positions must be strictly implemented in accordance with the "Measures for the Establishment of Non-Leadership Positions of National Civil Servants", the prescribed proportion limit must not be exceeded, and the establishment plan must be approved by the higher-level personnel department.

(2) The names of non-leading positions shall be implemented in accordance with the provisions of the "Interim Regulations on State Civil Servants." If there are special needs, other names must be used. The departments of the State Council need the consent of the Ministry of Personnel, and the local governments at all levels need the consent of the provincial personnel department. They must be clearly written in the setting plan.

(3) Existing non-leadership posts at or above the deputy division level (inclusive) and above, and non-leadership posts at or above the sub-department level (inclusive) or above at the municipal (prefecture), or county-level government or below In accordance with the terms and quotas of non-leadership positions of civil servants, they shall be re-determined and perform their duties.

Determination of civil service rank

(1) The grade system of civil servants shall be determined in accordance with the "Reform Plan for Staff Wage System Reform" and "Implementation Measures" issued by the State Council, and set corresponding salary standards.

(2) After the completion of the institutional reform, the organs implementing the civil service system must determine the leadership or non-leading positions of each civil servant according to the identified functions and positions, and determine the rank according to the determined positions.