岗位价值评估

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 .

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 .

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 .

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 .

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 .

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 .

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 .

通过设计销售人员柔性岗位，在工作分析和岗位价值评估的基础上，设计了以岗位价值为基础的销售人员薪酬层级结构，以岗位价值确定岗位工资。

Basing on the job analysis and post value appraisal , the paper design the structre of compensation layers which is based on the post value , and the post wage decided by the post value through designing the soft position of salesmen system .