岗位价值

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 ) .

最后，提出了薪酬体系改善的设计目标、原则和具体措施，并根据3P薪酬理论，经过岗位价值评估、业绩评价和能力等级鉴定等环节，设计改善了A公司的薪酬体系。

At last , the dissertation gives the goals , guiding principle and detail measures through , job evaluation , performance evaluation and the determination of ability . And designs the better compensation system based on the 3P compensation theory .

这部分为笔者在下面提出改进思路及其实施步骤提供了理论依据。第二章是现行岗位价值评估的分析及改进思路。

The second , the part is concerning theory of job evaluation .

团队价值在以岗位价值为基础的薪酬体系中的应用

Using Team Value to the Payment System Based on the Job value

岗位价值评价方法（因素评分法）。

The value of job evaluation ( Factor scoring ) .

岗位价值与工作业绩的统一&关于岗效工资制的个案分析

The mechanism , operation and reflection of Job-Based and Performance-Based Pay System

第一章是岗位价值评估相关理论综述。

Chapter ⅰ: The writer takes an overview of theory of job evaluation .

岗位价值是目前许多企业建立薪酬体系的基础。

The job value is the base of payment system in most enterprise .

把岗位价值评估和员工能力素质模型结合了起来，实现了人与岗位的匹配。

Thirdly , combine the post and person .

岗位价值的一种定量测算方法

A Quantitative Method for Post Value Evaluation

后建立岗位价值评估体系，变以人付薪为以岗付薪。

Then establish a job value assessment system that paid for the job and responsibilities .

薪酬分配制度公平性不足，缺乏科学的岗位价值评价。

Pay equity in the distribution system , lack of scientific evaluation of job value .

试论实施岗位价值精细管理的方法和途径

Discussion on the Methods and Paths for Carrying out the Fine Management Based on the Post Value

本文重点探讨了岗位价值评价、员工能力评价和薪酬结构设计的具体操作方法。

The keystone of the dissertation is position evaluation , ability evaluation and designing the structure of compensation system .

系统地阐述了如何提取有效的薪酬要素，构建了企业管理类岗位价值评价递阶层次结构模型；

This paper systematically illustrates how to extract effective compensable factors and establishes hierarchical structure model on managerial job evaluation .

在此基础上制定了以岗位价值评价为基础，计件工资为主体，年度绩效工资为辅助的薪酬方案。

Based on the post evaluation analysis , the salary program takes the piece rate as research point and the annual performance salary complimentary .

接着分析了株洲广播电视技术中心员工薪酬体系存在的问题，其中详细论述了三个方面的问题：缺乏战略导向、体现岗位价值弱和缺失动态管理，并且深入分析了这些问题的原因。

This paper then analysis the problems of current pay system , including lack of strategic orientation , weak positions value and lack of dynamic management .

这个方法首先对影响岗位价值的因素进行排序，然后对每个岗位进行模糊综合评价。

This method arranges an integrated prior order of the factors influencing the post value at first , and then carries on a fuzzy comprehensive evaluation to each post .

实际上，薪酬问题在很大程度上就是一个公平性问题，对于这个问题的解决就要从岗位价值评估开始。

In fact , the compensation problem is a fair problem to a large extent . Job evaluation is a means to achieve inner-justice and then to achieve external-justice .

本文把层次分析法应用于岗位价值评估中的评价因素权重的确定，具有很强的操作性，为企业的科学管理提供了可靠的依据。

This text applies AHP to appraisal factor weights assessing problem in the job evaluation , has very strong operation and offer the reliable basis for scientific management in the enterprise .

探讨了目前实施岗位价值精细管理存在的问题，提出了实施岗位价值精细管理的方法和途径。

This paper probes into the problems existing in the fine management based on the post value , and puts forward some methods and paths for carrying out the fine management based on the post value .

通过薪酬结构的优化，使薪酬与岗位价值、个人绩效，组织绩效等激励因素有效结合，提高员工工作积极性。

The optimization of salary structure can achieve an effective combination of salary and job value , personal performance and organizational performance . It can also make reasonable income difference and improve employees ' working enthusiasm . 4 .

新设计的薪酬体系综合考虑岗位价值、员工技能、个人绩效和市场需求等因素，按照非操作岗位与操作岗位性质的不同，分别引入宽带职级体系和窄带职级体系。

The new design system introduces the broadband and narrowband rank system according to the different characteristics between non-operating positions and operating positions by considering post value , staff skills , individual performance and market demand and other factors .

薪酬作为人力资源管理中的一环，对引进高技术人才，衡量图书馆岗位价值，体现绩效考评结果，建立以薪酬管理为核心的图书馆激励机制起着重要作用。

Salary compensation system as one missing link in HR management plays a crucial role in introducing high-tech talents , evaluating library post values , reflecting performance assessment results , as well as creating library motivation mechanism focusing on salary compensation management .

为了解决这些问题，本文从工作分析、岗位价值评估、员工能力素质评价、薪酬调查、薪酬体系设计、薪酬体系实施六个步骤设计了一套完善的薪酬体系。

In order to solve these problems , job analysis , job value assessment of the quality of the staff capacity evaluation , compensation survey , compensation program design and the implementation of the program are used to design a comprehensive pay system .

以本案例的实际数据以及相关调查数据为依据，定量分析了反映在岗位价值权重的层次分析的研究。研究过程中注重理论与实际结合，研究出符合中国外企特色的绩效管理体系。

Based primarily on the case of the actual data and others related data , quantitative analyze the position AHP weight research . It is focus on combining theory and practice through all paper , developed consistent with H branch specific characteristics of the performance system .

利用薪酬体系建立的模式与步骤，通过明确薪酬策略定位，运用工作分析、岗位价值评估、薪酬调查等手段建立新的薪酬结构体系，并建立针对不同层级人员的薪酬激励方案。

It concludes that we can establish a new salary structure system and salary-arousing scheme for different levels of staffs by using the pattern and procedure of salary system , making the salary strategy position clearly , applying work analysis , position value estimation , salary investigation .

XX市国家税务局岗位评估价值要素内在结构的研究

Studies of the Internal Structure of Compensable Factors of XX National Revenue 's Job Evaluation System

其中一种可行的方法，是对员工进行价值要素的问卷调查，了解员工认为哪些因素最能反映其所在岗位的价值。

In the job evaluation system , there are different kinds of methods to select compensable factors .