What Are the Different Types of Industrial Relations Jobs?

The headhunter of the fire search company pointed out that job evaluation (also known as job evaluation, job evaluation) is a method of evaluating the value of a job.

Job evaluation

Job evaluation (also known as job evaluation, job evaluation) is a method of evaluating the value of a job. It is based on the job description, the characteristics of the position itself (such as the impact of the position on the company,

1. Means of determining job levels

Position levels are often used by companies to classify wage levels,

1. Provide evidence for human resource management

The information and results collected during the job evaluation can provide a basis for human resource management. If OK

Commonly used job evaluation methods include job reference method, classification method, ranking method, scoring method and factor comparison method. The classification method and the permutation method are qualitative evaluations, and the position reference method, scoring method, and factor comparison method are quantitative evaluations. In addition, here is a brief introduction to an internationally renowned job evaluation method, the Hay Group three-factor evaluation method.

1. Position reference method

The position reference method, as its name implies, uses other positions with existing salary levels to evaluate other positions. The specific steps are:

(1) Establish a post evaluation team;

(2) The evaluation team selects several representative positions that are easy to evaluate, and there are other ways to evaluate the positions of these positions;

(3) If the company has already evaluated the position, it is sufficient to directly select the position recognized by the employee for the value of the position;

(4) Set the positions selected by 2 and 3 as standard positions;

(5) The evaluation team classified similar other positions into these standard positions based on the job responsibilities and qualification requirements of the standard positions;

(6) Set the post value of all positions in each group to the post value of standard positions in the group;

(7) In each group, adjust the position value of these positions according to the job difference between each position and the standard position;

(8) Finalize the post value of all posts.

Taxonomy

The taxonomy is somewhat similar to the job reference method, except that it does not have a standard job for reference. It divides all positions of the enterprise into different categories according to different requirements of job content, job responsibilities, and qualifications. Generally, it can be divided into management work, business work, technical work, and marketing work. Then determine a range of job values for each category, and rank the posts of the same category to determine the different job values of each job.

3.Permutation

The ranking method is a position evaluation method that sorts all positions according to different levels of requirements such as job content, job responsibilities, and qualifications. The more scientific post arrangement method is the dual post contrast arrangement method. The specific steps are:

(1) Establish a post evaluation team;

(2) Comparison of all positions in the company;

(3) In a pairwise comparison, a "1" point is calculated for a relatively high-value position, and a "0" point is calculated for another position.

(4) After comparing all positions in pairs, the scores of each position are summarized;

(5) The position with the highest total score has the highest position value, and in order, the value of all positions can be evaluated;

4.Scoring method

The scoring method is currently the most popular job evaluation method. Domestic well-known consulting companies, such as Hejun Ventures and Peking University, etc., use this method for job evaluation when consulting. It refers to measuring each job by measuring it. Judging, and finally the method of value of the position. The specific approach is:

(1) Establish a post evaluation team;

(2) Sort out all the duties and requirements of all positions in the enterprise;

(3) Score the value of each clause;

(4) The total score obtained for each position is the value of the position.

5.Factor comparison method

The factor comparison method does not need to care about the job responsibilities and qualifications of specific positions, but abstracts the content of all positions into several elements. Each position has different requirements for these elements, and the value of the position is derived. A more scientific approach is to abstract the content of the job into the following five factors: intelligence, skills, physical strength, responsibility and working conditions. The assessment team first divided each factor into multiple different levels, and then matched different levels of different factors according to the content of the position. The sum of the level values is the position value of the position.

6.Hai's assessment method

Hai's evaluation method evaluates and evaluates the positions evaluated according to the above three elements and corresponding standards, and obtains each position evaluation score, that is, the position evaluation score = knowledge score + problem solving score + responsible score. The knowledge score, the responsible assessment score, and the final score are absolute scores, while the problem-solving assessment score is a relative score (percentage value). After adjustment, the final score is the absolute score.

When assessing the different scores of the three main pay factors using the Hai's evaluation method, the shape composition of each post must also be considered to determine the weight of the factor, and then the total score of the relative value of each post can be calculated accordingly. Complete job evaluation activities. The so-called "shape" of the job mainly depends on the comparison and distribution of the influence of the two factors of knowledge ability and problem-solving ability on the factor of job responsibility.

From this perspective, there are three types of jobs in the enterprise:

"Uphill" type. Responsibility in this position is more important than knowledge and ability to solve problems. Such as company president, sales manager, production cadres and so on.

"flat road" type. Intellectual ability and problem-solving competence are equally important in this position. Such as accounting, personnel and other functional cadres.

"downhill" type. Responsibilities in such positions are less important than functions and problem solving abilities. Such as scientific research and development, market analysis cadres and so on.

Usually, the job compensation design expert analyzes the shape and composition of various positions, and assigns different weights to the two factors of knowledge and ability to solve problems, and the responsibility factors. That is, the former two and the latter are assigned to represent their importance. A percentage of sex, the sum of the two percentages should be exactly 100%.

To give a simple example: For example, there is an enterprise that has an aptitude score of 941 for a position, a problem-solving score of 71%, and a responsible score of 1004. If the position's problem-solving ability and responsibility weight are 40% and 60%, the final evaluation score of this position is 1269 points.

Of course, the Hai's evaluation method also involves the evaluation standards and procedures for each factor, as well as the processing of the evaluation results and the formation of a company's job ranking system. Nearly one-third of the world's top 500 companies adopt this method.

Position evaluation is a systematic project. From the perspective of the entire evaluation system, it consists of evaluation indicators, evaluation standards, evaluation techniques and data processing systems. These subsystems are interconnected, interconnected, and restricted to form an organic whole with specific functions. It belongs not only to the enterprise labor management system, but also to the enterprise management system.

1. Post evaluation indicators

Job evaluation is a multi-factor quantitative evaluation system, so job evaluation factors are the basis of the system. The factors that determine the labor status and labor volume of a production job are complex and diverse, that is, it is not necessary or necessary to take all factors as factors for job evaluation. Therefore, only by properly selecting the appropriate factors can the purpose of comprehensive, scientific and evaluation of post labor be achieved.

In the process of labor, the use of intelligence and physical exertion by workers is affected by the working environment and other factors. In labor management

Position evaluation system

The impact of several aspects is summarized as follows: labor responsibility, labor skills, labor psychology, labor intensity, and labor environment, which are called the five elements of job evaluation. Post evaluation from these five aspects can more comprehensively and scientifically reflect the labor consumption of posts and the labor differences between different posts.

In order to facilitate the quantitative evaluation or measurement of the five factors in actual work, each factor is decomposed according to the actual situation of the production position and management status of the enterprise, and is divided into 24 indicators. Among the 24 indicators, according to the nature of the indicators and the evaluation methods, they can be divided into two categories:

The first category is the evaluation index, which is 14 indicators of labor skills, labor responsibility and labor psychology.

The other is the measurement index, which is 10 indicators of labor intensity and labor environment. Such indicators can be measured using instruments and other methods.

The five factors and 24 indicators for evaluating production positions more comprehensively reflect the labor conditions of workers in production positions in various industries. But specifically for each industry or enterprise, because the production and operation conditions are different, and the labor environment and conditions are different, therefore, when evaluating positions, they should specifically combine their actual conditions and choose appropriate evaluation indicators.

Job Evaluation Techniques

2. Post evaluation criteria

Position evaluation standards refer to the unified provisions made by relevant departments on the methods, indicators and indicator systems of position evaluation. It includes evaluation index standards and evaluation technical method standards. The comparison between any similar things must be based on a unified standard to ensure the correctness of the evaluation and the comparability of the evaluation results. Therefore, job evaluation must be evaluated using uniform standards. The relevant standards and industry standards promulgated by the state are used as the evaluation standards, and the methods and techniques specified in the national standards are used for evaluation. For the part that does not yet have a national standard, a unified evaluation standard is formulated based on the basic ideas and requirements for formulating a national standard.

Job Evaluation Development Strategy

3.Technical methods for job evaluation

There are many factors for job evaluation, covering a wide range, and multiple technologies and methods are required to accurately measure or evaluate multiple evaluation factors, and finally make a scientific evaluation. There are many methods of job evaluation. In summary, there are four methods of ranking, classification, scoring, and factor comparison.

4. Processing and analysis of job evaluation results

The post evaluation data is a complete work system from the design, evaluation and processing of the plan to analysis. The collation of post evaluation data is the work process of providing systematic and systematic comprehensive information for analysis and demonstration, and the main work of the entire evaluation analysis implementation stage. The process of data processing is to reveal the interrelationships between the covered phenomena, and through sorting, this inherent internal relationship can be clearly expressed in quantitative relationships, so that the differences between positions are clearly reflected. Differences and connections between different job natures, different job responsibilities, different working environments, and post labor in different workplaces in order to achieve the purpose of data data matching and standardization, and better complete the organic, complete, and standardized unified data data management task. The analysis and research of these processed data is an important part of the entire job evaluation. The analysis and research of evaluation results is the synthesis and analysis of the entire evaluation work. The quality of the analysis directly affects the rational use of evaluation results.

5.Specific functions and purposes

In summary, each subsystem of the job evaluation system has a specific function and purpose, and at the same time, they are interrelated, interacting, and interdependent. They use a variety of professional and technical methods to show the amount of labor in a comprehensive and accurate manner from different angles, and provide an objective scientific basis for the modern management of enterprises in advance.