How Do I Choose the Best Supervisor Position?

Position management The so-called position management is to take a single position as the management object, and use position analysis to clarify the roles and responsibilities of different positions in the organization and the corresponding qualifications; then use analysis tools such as position evaluation to determine the position in the organization Relative value in the form of position value sequence within the organization. The organization's human resources management system also uses position management as a platform to establish corresponding salary, recruitment configuration, training and development systems. Let's start with some elements that are closely related to the position, and briefly analyze how position management is applied to the human resource management system.

Position management

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Position management (position management)

The dual-track development of technology and management, and the determination of department levels, job content, and job value according to the company's long-term business strategy are the guiding principles of job management.

The dual development of technology and management is to provide enterprise employees with two different and interoperable "H" types.

Position management, including

The basic content of job management can be divided into four major pieces. One is

Here is a brief analysis of how position management is applied

Take the process of setting up new positions and adjusting positions in headquarters departments as an example:
(1) The department head fills out the Application Form for Newly Created and Adjusted Posts, detailing the reasons for the newly created and adjusted posts. Prepared according to company regulations and formats

1. The establishment, adjustment, and change of positions should be related to the company's

In western countries, after decades or even hundreds of years of industrial economic development, Western companies have been in a relatively mature period. The internal structure and operations of enterprises and the external market environment of enterprises are relatively stable and mature. The company meets the above assumptions. So, can this human resource management system based on the idea of position management be applicable in China?

We first analyze the Chinese enterprise market:

1. Enterprise external environment: China is in a period of reform and opening up. The original planned economy is changing to a market economy. Chinese enterprises are in a very unstable market environment.

2. The internal environment of enterprises: Compared with foreign enterprises, the development of Chinese enterprises is mostly in the early stages of development. The rapidly changing external market and the development of enterprises have determined the uncertainty of corporate strategy and structure, and irregular job settings. Sex.

3. "People" of the enterprise: Relatively low capacity, and the mismatch between positions and people is common.

From the understanding of Chinese enterprises, it can be seen that due to the market environment, the stage of development of the enterprise, and human differences, the human resource management system based on job management that is suitable for western enterprises cannot be directly applied to the current Chinese enterprises.