What Are the Different Purchasing Agent Jobs?

The post system is a strategic human resource management tool. It categorizes posts and incumbents in an organization, and adopts different human resource management strategies according to the characteristics and needs of different categories, which greatly improves the effectiveness of management.

Job system

Right!

The post system is a strategic human resource management tool. It categorizes posts and incumbents in an organization, and adopts different human resource management strategies according to the characteristics and needs of different categories, which greatly improves the effectiveness of management.

Chinese name

Job system

Nature

system

Attributes

post

category

Housekeeping

designing process

The job system design process includes the four steps of dividing job sequences, dividing job levels, setting jobs, describing and managing the job system, as shown in Figure 3-1.

1. Division of job sequences (ie division of departments)

The job sequence is a general term for a class of jobs with similar job nature and job requirements. The division should be based on the company's strategy and also take into account the size of the organization.

Different organizations have different divisions of job sequences according to business characteristics and management needs. Generally, each enterprise has a sequence of high-level management sequence, middle-level management sequence, business sequence, functional management sequence, technical worker sequence, and operator sequence.

Some larger organizations further divide the business sequence into marketing sequence, procurement logistics sequence, quality management sequence, design R & D sequence, production management sequence, production technology sequence, engineering management sequence and engineering technology sequence, etc .; further divide functional management positions For administrative logistics sequence, financial audit sequence, human resources sequence, information support sequence, public relations sequence, etc.

2. Divide job levels

How many levels an organization has means how many layers report relationships, which directly affects the efficiency of the organization. Organizational levels are generally determined by the size of the organization and the extent of management by the managers. The larger the size of the organization, the greater the number of organizational levels; the greater the scope of management, the smaller the organizational level. The division of posts should take into account the existing personnel situation, while at the same time reserve space for future development.

Due to the widespread adoption of information systems, the traditional management model with a previous management range of 8 to 12 subordinates no longer meets the needs of enterprise development. With the improvement of management skills and the popularization of information systems, the management management range has greatly increased. . On the other hand, the intensification of market competition has put forward higher requirements for organizational response capabilities. Traditional hierarchical management cannot meet the needs of enterprise development. Under this background, flattening of corporate organizational structure is the main trend for future development.

The typical job level design of the company is chairman, general manager, deputy general manager, director, department general manager, department minister, supervisor, and employees. Many companies also include deputy directors, deputy general managers, and deputy department ministers. Wait for the middle level, so the company's job level is as low as 4-5, as many as ten or even twenty.

It should be noted that different job sequences may have different job levels, some functional job sequences may have fewer levels, and some business job sequences may have more levels.

3. Set up positions

Setting up positions according to the company's business processes and business characteristics should reflect a balance of professional division of labor and efficiency.

On the one hand, the trend of specialization has improved the quality of work, and on the other hand, it has also improved work efficiency. However, specialization inevitably means the division of labor and the increase of work coordination costs. From this perspective, it will bring about a trend of reduced efficiency. Position setting is to find a balance between professional division of labor and efficiency.

4. Post system description and management

After the post sequence, post level and post setting are determined, the post system should be described, the nature of the job sequence and the qualifications of each post sequence should be explained, and the common responsibilities, rights and qualifications of each post level should be explained .

The company should formulate different human resource management policies for different sequence personnel, which is embodied in all aspects such as recruitment, training, salary, assessment and career development. For example, many companies implement a remuneration policy with a large floating pay ratio for sales staff, and a small remuneration policy with a small floating pay ratio for functional personnel. In terms of salary competitiveness, different strategies are often adopted according to different sequences. Competitive salary, implement average market salary strategy for other positions; in terms of recruitment, training, assessment, etc., different post sequences are also different. ^[1]