position evaluation meaning in Chinese
地位评价
Examples
- Set up position level standard by position evaluation
通过岗位评估建立了岗位归级标准。 - In the first chapter , the thesis introduce some business enterprise compensation theories and development trend . in the second chapter , this thesis introduce the general situation of yangtze river company . the third and fourth chapter are the thesis ’ emphasis : firstly , introducing the present condition of compensation system , including the principle of the compensation system , position evaluation and salary structure etc ; then analyzing the problems and formation reasons existing in this compensation system ; finally , stating some problems that should be pay attention to in this compensation system
第一章,本文分析了企业薪酬理论及发展趋势;第二章,介绍了长江公司的概况;第三章和第四章是本文的重点:首先,介绍了长江公司管理人员现有薪酬体系,包括薪酬定位与制订原则、岗位评估与定级、薪酬结构等;其次,对其存在问题及形成原因进行了分析;最后,对公司管理人员的薪酬体系提出了改进与完善的建议。 - The aim of job evaluation of position evaluation is to build up the structure of positions according the value in the organization . it is try to evaluate all positions and get the value of every position by the scientific method of evaluation . an efficiently job evaluation also need the right evaluation indexes , the good evaluation norm , the suitable proportion of each evaluation index
岗位管理中的岗位评价就是要试图通过科学的评价方法，基于岗位建立评价指标、确定评价标准，设立评价指标权重，以此对各岗位进行评价，并经过科学的数据处理确定各岗位的相对价值，最终在组织中建立按价值大小排列的岗位等级结构。 - According to the job features of different positions and qualification requirements of different positions , the position evaluation form is designed to evaluate the job values of different positions and the relative values of different positions , which lays good foundation for dirui ' s salary system design
根据不同岗位的工作特点，结合不同岗位任职资格要求，设计了岗位评价表格，评价不同岗位的工作价值以及不同岗位之间的相对价西安理工大学工商管理硕士( mba )学位论文值，为迪瑞公司薪酬体系设计奠定了基础。 - The keystone of the dissertation is position evaluation , ability evaluation and designing the structure of compensation system . in this dissertation , at first , a new compensation strategy is confirmed on the basis of developing stage and strategy objective of g company . and then , the relationship between the function of department and working position is definituded by position evaluation , the inner justice is ensured by position evaluation too ; in order to resolve the problem of competition outside , market research of compensation is carryed out . scientific and reasonable compensation structure is worked out in order to motivate the employees ; in order to ravele out the problems of single rising channel for the r & d employees , many rising channels is designed by marking off position and the title of a technical post ; the compensation of
首先,根据公司的发展阶段和发展战略,制订公司的薪酬策略;通过工作分析明确部门职能和职位关系;通过岗位价值评价来保证薪酬方案具有内部公平性;通过市场薪酬调查,解决薪酬的外部竞争力问题;通过基本工资、绩效工资、奖金等薪酬结构设计,既给员工一定的基本保障,又让员工的薪资与公司效益和个人业绩挂钩,以此来激励员工,提高员工的工作积极性;通过职类、职称等的划分为员工的发展设定多条晋升通道,解决研发人员晋升通道单一的问题;通过员工能力评价,确定每个员工的具体薪级和薪值,激励员工不断提高技能和知识,扩大知识面;通过薪酬评估与修订,使薪酬方案在实施过程中不断得到修正,通过配套措施和改进意见的提出,使薪酬方案更加合理和完善。