因素计点法

其次对薪酬设计的工具进行了多方面的研究和比较，主要采用因素计点法完成对电力医疗的岗位评价、岗位归级及岗位薪点工资等级表的设计。

Second on compensation design tools for a wide range of research and comparison , mainly uses the point method to complete post performance salary wage .

因素计点法岗位评价体系的有效性研究

Study on the Effectiveness of Point Method Model in Job Evaluation

运用实例，展示了基于因素计点法和IAHP的岗位价值评价的具体操作过程。

The concrete operation process of the job evaluation based on the point-factor method and IAHP was introduced by case .

提出了基于因素计点法和区间层次分析法（IAHP）的管理类岗位价值评价方法；

It proposes managerial job evaluation method based on the point-factor method and the interval analytic hierarchy process ( IAHP ) .

在进行岗位和个人胜任特征评估时，选择了因素计点法作为评估方法。

For this program , we take point-method to conduct the job-evaluation work and personal competence character evaluation work .

在进行岗位评估时，选择了因素计点法作为评估方法。选择评估因素时，采用的德尔菲法，然后，使用层次分析法解决了因素权重确定的难题。

For this program , we take point-method to conduct the job-evaluation work , use Delphi-mehtod to select evaluation factors , and adopt Analytical Hierarchy Process method to allocate the weights the weights to very factor .

现有的岗位评价技术要么完全是定性的评价（排序法、分类法），要么完全是定量的评价（因素对比法、因素计点法、海氏评价法、主成份法）。

Up to now , the method of job evaluation is either completely qualitative ( eg. Ranking method , Classification method ) or completely quantitative ( eg. Factor comparision method , Point method , Hay guid chart-profile method , Principal component analysis method ) .