Knowledge demand

On the basis of job analysis, job evaluation measures and evaluates the complexity and difficulty of work tasks, the size of responsibilities and authority, the required qualifications and working environment. That is, the four elements of job evaluation: labor intensity, labor responsibility, labor skills and working environment.

First, the basic theory of job evaluation

(A) the characteristics of job evaluation

1. The center of job evaluation is objective "things" and "things", not existing personnel. Evaluate the job activities of post-based employees.

2. Job evaluation is a process of measuring the relative value of various jobs in the unit. (2009. 1 1 radio)

3. This is a process of measuring and evaluating the relative value of similar positions at different levels. The final result not only provides a premise for job classification and grading, but also lays a foundation for building a fair and just salary system.

(B) the principle of job evaluation

1. is a position, not an employee.

2. Let employees actively participate in the evaluation to gain their approval.

3. The evaluation results shall be made public.

(C) the basic functions of job evaluation

1. Provide the basis for realizing the internal fairness and justice of salary management. It is necessary to realize that "posts are determined by things, people are determined by posts, responsibilities are determined by posts, rights are determined by posts, basic salary is determined by posts, and salary is determined by performance".

2. On the basis of qualitative analysis, the factors such as the complexity and difficulty of post tasks, the size of responsibilities and authority, and the required qualifications are quantitatively evaluated to express the comprehensive characteristics of the post with quantitative values.

3. Be able to compare horizontally and vertically on the basis of objectively measuring its own value, and specifically explain its position and role in the enterprise unit.

4. A systematic and comprehensive post evaluation system has laid a foundation for the post ranking of enterprises and institutions. (20 10.5 radio)

Second, the information source of job evaluation (2008.6438+0 1 multiple choice)

Direct source: on-site post investigation

Indirect sources: job description, job specifications, rules and regulations, etc. -The main source.

Third, the relationship between job evaluation and salary grade.

1. Forms of job evaluation results: score form, grade form and ranking form. (broadcast in May 2007)

2. Correspondence between post and salary:

(1) linear relationship:

Line a and line b in figure 5-3.

The steeper the proportion line, the greater the salary gap and the greater the incentive effect. (Multiple choices in May 2007)

(2) Nonlinear relationship: (Note: multiple choice questions)

Curve m in Figure 5-3 reflects that the salary growth rate of people with low position level is slower than that of people with high position level.

The curve M commonly used by enterprises indicates that the salary level with low post level is low, and less salary increase can produce incentive effect; The salary with high post level is also high, and more salary is needed to achieve the incentive effect.