國際職位評估系統(tǒng)International Position Evaluation(ppt)
國際職位評估系統(tǒng) International Position Evaluation
貝恩管理咨詢公司
bain


不清晰的職位等級 Unclear Ranking of Positions
清晰的職位等級 Clear Ranking of Positions
職位評估系統(tǒng)因素 Position Evaluation Factors
職位評估系統(tǒng)分數(shù) The IPE Points
職位評估系統(tǒng)七個因素的比重 The Weighting of IPE Factors
因素一：對企業(yè)的影響 Impact on Organization
heavily weighted in the Position Evaluation
在職位評估中占很大比重

the more positions there are on the same organization level, the less impact the positions have
在機構的同一層次,職位越多,職位的影響則越小

measure the influence the position has on organization’s result both in the short- and long-term
量度一個職位對企業(yè)短期及長期的影響

evaluating the impact from the top of the organization downwards 由上而下進行評估



機構規(guī)模 Size of Organization
The impact of a position vary much depends on the size of the organization 職位對企業(yè)的影響隨著機構的規(guī)模不同,而有明顯的不同
What do we consider as an organization? 如何定義組織機構?
a line function (e.g. sales, production) + two support functions (e.g. finance, human resources)
一個前線功能組別 (例如:銷售,生產(chǎn))
+ 兩個支援功能組別 (例如: 財政, 人力資源)
The size of organization tables are in local currency and are updated each year, taking into account local inflation and exchange rate fluctuations (in relation to US$)
考慮地方通脹率和匯率浮動(兌美金)的因素, 機構規(guī)模查表以
地方貨幣為單位,并且每年更新一次

機構的性質(zhì) Nature of the organization


對企業(yè)的影響 Impact on Organization
對企業(yè)的影響 Impact on Organization

因素二：監(jiān)督管理 Supervision
下屬人數(shù) (直接和間接的) Number of Subordinates (direct and indirect)

gives an indication of the management qualifications required
明確管理者所具備的資格
consider the total number of employees for which the postion is responsible, both directly reporting and those reporting through subordinates
包括所有監(jiān)督的職員,直接報告的和通過下屬間接報告的人也計算在內(nèi)
when subordinates clearly have two reporting lines, then the number of such subordinates should be divided by two
當下屬清楚地向兩方上級報告, 將這類下屬的人數(shù)除二


下屬類別 Kind of Subordinates

因素三：責任范圍 Area of Responsiblity
廣度 Diversity
獨立性 Independence
獨立性 Independence
營業(yè)知識面 Business Understanding

因素四：溝通技巧 Interaction
Interaction Ability 溝通技巧
1 Normal Basic courtesy & exchange of information
普通 一般性禮節(jié)和交換信息的交流
2 Important More demanding nature吃力的交流
重要 Cooperation & influencing people
要求與人合作,對人施加影響
Negotiations, interviews, sales and
purchasing decisions
談判,面試,銷售,說服等
3 Maximum Negotiations and decisions of high
極大 importance for the WHOLE organization
對整個公司有重大影響的談判和決策
Which degree of Contact Frequency? 溝通頻率

因 素 五：任職資格 Qualification
Education 學歷
the minimum education normally required by the organization 機構要求的最低學歷
“Mandatory” normally is defined as at least 9-10 years of education 接受最少九至十年的義務教育

Experience 經(jīng)驗
relevant practical experience 相關的實際經(jīng)驗
should not be evaluated in terms of number of years, but in terms of the extent of knowledge and skills acquired for the position
不按工作年數(shù)評估, 而依據(jù)按職位所需的知識和技巧程度



解決問題的創(chuàng)造性 Innovative Problem Solving
解決問題的復雜性 Operational/Administrative Problem Solving

因 素 七：環(huán)境條件 Environmental Conditions

Environment 環(huán)境
normal 正常 - no/ limited adaptation 不需/有限的適應
difficult 非正常 - governed by technical tools and/or mental process and/or requires physical effort
技術設備因素及/或精神程序及/或需要體力勞動

Risk
normal 正常 - only unpredicted events may interrupt the normal course of action 基于一些不能預測的事件妨礙正常運作
difficult 非正常 - constantly faces political uncertainty or industrial risk
經(jīng)常面對政局不穩(wěn)或工業(yè)風險



分數(shù)轉(zhuǎn)換表
IPE 系統(tǒng)的應用 Applications of IPE System
A clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison
市場比較的手段
清晰的職位等級 Clear Ranking of Positions
IPE 系統(tǒng)的應用 Applications of IPE System
A clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison 市場比較的手段
Salary Structure - Company Z Z 公司工資結(jié)構
IPE 系統(tǒng)的應用 Applications of IPE System
Clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison 市場比較的手段
Position Evaluation 職位評估
IPE 系統(tǒng)的應用 Applications of IPE System
A clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison 市場比較的手段
The Position and The Incumbent 職位和任職者比較
IPE 系統(tǒng)的應用 Applications of IPE System
A clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison 市場比較的手段
Promotion and Consequences 提升和結(jié)果
IPE 系統(tǒng)的應用 Applications of IPE System
A clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison 市場比較的手段
Position Evaluation 職位評估
IPE 系統(tǒng)的應用 Applications of IPE System
A clear ranking of positions 明確分出職位的級別
A reliable base for an equitable salary structure 作為一個公平的工資結(jié)構的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點
A database for career planning and succession 職業(yè)發(fā)展和繼承的數(shù)據(jù)庫
An objective reference to solve titling issues 解決職稱問題的客觀參考
A means of market comparison 市場比較的手段
Your Position vs. Market
評估原則 Evaluation Rules
1. Evaluate Top Down職位評估由上至下
2. No one may evaluate own position不可評估個人職位
3. Check internal equity檢驗內(nèi)部平衡
Rank all positions evaluated according to size
按照被評估職位的級別排列
Compare across all divisions or departments
跨部門對比職位
Calibrate to ensure equity across the board
校正異常職位以確保內(nèi)部平衡

評估步驟 Evaluation Process
1. Select benchmark positions 選擇標準職位
2. Gather data on benchmark positions 標準職位信息收集
3. Select position analysts 挑選職位分析員
4. Form evaluation committee 建立評估委員會
5. Communicate the process to those involved
與評估參與者進行溝通
6. Train evaluation committee 培訓評估委員會
7. Evaluate positions 職位評估
8. Put the evaluation results to use 應用評估結(jié)果

國際職位評估系統(tǒng)International Position Evaluation(ppt)