Briefly describe the advantages and disadvantages of job classification? Key points of the answer: Advantages: ① The phenomenon of fabricating things for others is avoided because of people's design; (2) It can make the examination criteria objective, which is conducive to getting the right place and giving full play to people's talents; (3) It is convenient to implement a fair and reasonable salary and employee training plan; (4) It can clarify responsibilities, reduce unnecessary disputes, help to obtain the best candidate for the position, solve the problems of overlapping institutions, too many levels, unclear authorization and overstaffed personnel, improve the scientific and systematic level of the organization, and make the organization always in a reasonable and efficient state. Disadvantages: ① In the scope of application, job classification is more suitable for professional jobs and posts, but not for senior administrative posts, confidential posts, temporary posts and general posts;
② The procedure of job classification is complicated, which requires a lot of manpower and material resources and experienced experts to participate, otherwise it is difficult to achieve scientific and accurate status; (3) The job classification emphasizes "everyone is equal before the job", so it strictly limits the quantity, quality and responsibility of each job, and strictly stipulates the promotion and transfer methods of personnel, which hinders the all-round development of people and the flow of talents, and it is not easy to give full play to individual enthusiasm; (4) Job classification pays too much attention to openness and quantitative indicators in assessment, which makes people feel cumbersome and rigid and difficult to implement. (One point, three points, two points, disadvantages)
What is the theoretical basis of the Job Analysis Questionnaire (PAQ)? The job analysis questionnaire (PAQ) is a well-structured job analysis questionnaire and the most common and popular personnel-oriented job analysis system at present. It was designed and developed by Purdue University professors E.J. McCormick, P. R. Jeanneret and R.C. Mecham in 1972. The original intention of the designer is to develop a general method based on statistical analysis to establish a position competency model, and at the same time compare positions by statistical reasoning to determine the relative salary. At present, foreign countries have expanded its application scope to the fields of career planning and training, so as to establish the position information database of enterprises.
(1) Job Analysis Questionnaire Item.
PAQ contains 65,438+094 items, of which 65,438+087 items are used to analyze the characteristics of employees' activities (work elements) during the completion of work, and the other 7 items are related to salary issues.
All projects are divided into six categories: information input, thinking process, work output, interpersonal relationship, working environment and other characteristics. PAQ gives the definition of each project and the corresponding grade code.
? Information input-including information source items used by workers in the process of completing tasks;
? Thinking process-psychological process needed in work;
? Work output-determine the "output" of the work;
? Interpersonal relationship-the relationship between work and others;
? Working environment-the natural and social environment to complete the work;
? Other characteristics-characteristics of other jobs.
② Scoring standard of job analysis questionnaire.
PAQ gives six scoring criteria: information usage, time consumption, applicability, importance to work, possibility of occurrence and special scoring.
Classification of work elements in PAQ questionnaire
The number of neutron working elements in a class.
Information Input Where and how do employees get information at work? How to get text and visual information 35
Thinking about how to reason, make decisions, plan and how to deal with the reasoning difficulty of solving information problems in the process of work 14.
What physical activities are needed for work output? What tools and instruments are needed? Use keyboard instruments and assembly lines.
Who are you related to in interpersonal work, guiding others or contacting the public and customers?
What is the natural and social environment in the work environment? Do you work in high temperature or in conflict with other insiders 19?
Other characteristics What are other activities, conditions or characteristics related to the job? What are the working hours, remuneration methods and job requirements? 4 1.
PAQ gives consideration to both employees and positions, and lists the basic skills and behaviors required by each position in a standardized way, providing a basis for personnel inspection and salary standard formulation. Most tasks can be described by five basic scales, so PAQ can divide tasks into different levels. Because PAQ can get the skill value and grade of each job, it can also be used for job evaluation and personnel selection. In addition, PAQ method can be used in different organizations and different jobs without modification, which makes the work between organizations easier and makes the job analysis more accurate and reasonable.
[Edit] Using Job Analysis Questionnaire (PAQ)
1. Scoring method. When applying this method, the position analyst should measure each work element according to six scoring standards and give a score. These six scoring criteria are: the degree of information utilization, the time required for work, the applicability to various departments and units within each department, the importance to work, the possibility of occurrence, and special scoring.
2. When using PAQ, check the position that needs to be analyzed by six evaluation factors. When checking each factor, we should determine the score of the work in the work elements according to the scoring standard given by PAQ (see the table below for specific examples).
Sample table of job analysis questionnaire
As can be seen from the above table, written materials are rated as Grade 4, which means that written materials (such as books, reports, articles, manuals, etc. ) plays an important role in the work. PAQ classifies works according to seven basic fields, and provides a quantitative fractional order or sequence outline. In other words, PAQ can measure all work items with five scales. These five basic criteria are: having decision-making and communication skills; Ability to engage in technical work; Physical flexibility and physical activity; Ability to operate equipment and appliances; Ability to process data and related conditions.
According to these five basic scales, you can get the score of the quantitative outline of the work, compare the positions with each other, and divide the level of the work cluster. In other words, PAQ enables you to measure the quantitative score of each job with these five scales. So managers can use the results given by PAQ to compare jobs to determine which job is more challenging, and then determine the bonus or salary level of each job according to this information. It should be noted that PAQ can not replace job description, but the former is helpful to the compilation of the latter.
The concept of public key encryption technology and its advantages and disadvantages Public keys are usually used to encrypt session keys, verify digital signatures or encrypt materials that can be decrypted with corresponding private keys.
A public key is a key pair (that is, a public key) obtained by an algorithm, and one of the key pairs is public, which is called a public key. The key pair obtained by this algorithm can be guaranteed to be unique in the world.
Using this key pair, if a piece of data is encrypted with one key, it must be decrypted with another key. For example, data encrypted with a public key must be decrypted with a private key, otherwise decryption will not succeed.
Most public key algorithms are based on computational complexity and usually come from number theory. For example, RSA originates from integer factorization problem; DSA originates from discrete logarithm problem. Elliptic curve cryptography, which has developed rapidly in recent years, is based on mathematical problems related to elliptic curves and is equivalent to discrete logarithm. Because most of these underlying problems involve modular multiplication or exponential operation, they require more computing resources than block ciphers. Therefore, the public key system is usually compound, which contains an efficient symmetric key algorithm to encrypt information, and then uses the public key to encrypt the keys used in the symmetric key system to improve efficiency.
Its disadvantage is that the encryption speed of large-capacity information is slow, and its advantage is that it can be used as identity authentication, and the key transmission mode is relatively simple and safe. Common public key encryption algorithms include RSA, DSA, ECA, etc.
What are the characteristics, advantages and disadvantages of rank classification and position classification of civil servants? Concept; Grade classification is based on product (rank, grade) and position (job) as the basic elements of classification evaluation. As long as you have a certain rank, you can hold positions of different business natures corresponding to that rank and enjoy the corresponding level of treatment.
The so-called hierarchical classification refers to the personnel classification system that determines the treatment according to the position or level based on the qualifications of employees. In countries that adopt hierarchical classification for personnel management, it is usually roughly classified according to the nature of posts, and then widely classified according to the status, responsibilities and qualifications of posts, and its personnel framework structure is generally relatively simple. For example, France divides civil servants into four grades: A, B, C and D; Germany is divided into simple positions, intermediate positions, senior positions and senior positions. Because the classification of tastes is based on "people" and emphasizes people's qualifications, these countries attach great importance to the qualifications of civil servants, including academic qualifications, working years and other factors, especially academic qualifications. The job division of hierarchical classification is relatively simple, which makes the classification of civil servants relatively simple and easy to implement, and is also conducive to cultivating all-round civil servants; Paying attention to education level is conducive to attracting outstanding talents with high academic qualifications; Emphasizing qualifications is conducive to the stability of the team; The relative separation of official positions makes the transfer of civil servants' positions not affect their status and treatment, makes civil servants feel safe, and makes the civil service system flexible, adaptable and easy to adjust. At the same time, however, there are some shortcomings in the classification of taste, such as unsystematic classification, contempt for professional talents, limiting the development of people with low academic qualifications but strong ability, and people who are not active in work get promotion opportunities by accumulating qualifications. The main application countries are Britain, France and Singapore, which are different from the job classification. The biggest feature of hierarchical classification is that it depends on people. The tastes of civil servants are divided according to personal qualifications, abilities and other factors. People with different tastes are treated differently.
Job classification is based on official positions. Different ranks and levels of civil servants receive different treatment. Advantages and disadvantages; The biggest advantage of hierarchical classification is that it is conducive to the circulation of people. Because civil servants are divided into different grades according to their qualifications and abilities, when they are transferred, they can be transferred at the same level according to their grades. In addition, in an emergency (such as war or when some positions are missing), the ruling relationship between officials can be decided according to their tastes.
However, the classification of grades also brings the disadvantages of attaching importance to qualifications and ignoring other aspects.
Briefly describe the decision-making procedure of Delphi method and its advantages and disadvantages.