岗位评价

最后在岗位评价的基础上设计出新的W钢铁公司中层管理者薪酬体系。

Last onthe basis of job evaluation it designs a new payment system for middle managers .

这是以DZ研究院为对象，设计的一套完整的方案和实际实施的项目。主要介绍了项目背景和DZ研究院的概况、岗位评价的设计和实施。

This is a comprehensive scheme design and the implement of practical project , which takes the DZ Research institute , and the design and practice of job evaluation .

其中在岗位评价因素权重的确定问题上，提出借助模糊层次分析法（FAHP）的系统理论来规避主观因素的影响，使岗位评价体系的设计更趋科学化；

About the confirmation of the position evaluation factors scale , the thesis has put forward using the fuzzy analytic hierarchy process ( FAHP ) to evade subjective factor influence and make the position evaluation system more scientific .

人力资源岗位评价方法的研究与实践

Study and Practice on the Method of Position Evaluation for Enterprise

因素计点法岗位评价体系的有效性研究

Study on the Effectiveness of Point Method Model in Job Evaluation

基于岗位评价和绩效的宽带薪酬设计

Design of the Broadband Pay Based on Job Evaluation and Performance

基于层次分析法的管理岗位评价技术

Analytical Hierarchy Process Based Technology of Management Position Evaluation

岗位评价有效地解决了制定薪酬制度时所面临的内部一致性难题。

Job evaluation can solve the problem of drawing up the wage system .

本文在借鉴已有理论的基础上，设计出了适用于井筒公司的岗位评价技术。

That is the basis of the salary designing .

知识作业岗位评价方法的初步研究

Primary Study on Method of Job-Evaluation for Knowledge Work

岗位评价是薪酬设计的基础。

Job evaluation is the base of compensation design .

在岗位评价的实践中，报酬要素被认可的程度影响着岗位评价方案的可行性。

Degrees of approval of compensable factors influence the validity of job evaluation .

在岗位评价中应用因子分析与聚类分析

Factor Analysis with Cluster Analysis on Job Evaluation

科学合理的岗位评价，是薪酬设计的基础。

Scientific and reasonable evaluation of position is the foundation of the design of compensation system .

通过岗位评价，确定不同岗位间的相对价值。

Find out the relative value among different working positions through the evaluation of woking position .

岗位评价是指确定企业内每个岗位相对价值的过程。

Post evaluation is a process that determines the relative value of each post of the enterprise .

本文提出的方法、使用的数据均在企业的测评研究中得到验证，充分证实了岗位评价模型的有效性。

All the work is based on enterprise practice so the appropriateness of the method is testified .

岗位评价是衡量组织中各岗位相对价值的过程。

Job Evaluation is a systematic process to determine the organization in the relative value of each position .

浅谈岗位评价技术在事业单位内部分配制度改革中的运用

A Brief Introduction to the Post Evaluation Technique Used in the Reform of Distribution System inside the Nonprofit Institution

岗位评价是确定组织中每个岗位价值相对与其他岗位价值的系统化过程。

Job evaluation is systematic process in which the value of each position can be defined in comparison with the others .

薪酬管理必须考虑内部公平和外部公平，岗位评价有助于实现薪酬管理的内部公平。

Payment management must consider external and internal equity . Job evaluation contributes to the attainment of internal equity in payment management .

将专家评议法引入水力发电企业岗位评价体系设计中，解决岗位评价要素、因素的权重分配问题。

The Delphi is used to design the waterpower enterprises'job evaluation system to resolve the ratio problem of evaluated elements and factors .

本文较为详细地介绍了具有本企业特色的岗位评价体系、人员评价体系、绩效考评体系。

This texts appraises the method of setting up the post evaluation system , the personnel evaluation system and the performance evaluation system .

考虑到岗位评价的成本问题，在决策研究的基础上，本研究提出了在信度限制和成本限制条件下的两种评价者选择的最优决策模型。

On the basis of D study , the research submits two optimizing decision model under the limited condition of cost and reliability .

通过比较不同权重分配方法产生的岗位评价结果，研究报酬要素的相关性、岗位评价工具的特性。

The research compared results of alternative weighting approaches and studied the relevance of compensable factors along with the characteristics of job evaluation tools .

第二部分是论文的主体，描述了岗位评价的具体设计和实施。

For the second part , it is the body of the paper , which describes the detail design and practice of job evaluation .

报酬要素是影响岗位评价有效性的重要因素，它反映了岗位评价的内容和维度。

A compensable factor is crucial in determining degrees of approval of job evaluation as it reflects the contents and dimensions of job evaluation .

尽管岗位评价在薪酬管理中非常重要，国内却鲜有在此领域的研究。

Though job evaluation is very important in payment management , however , there are only a few researches into this field in our country .

岗位评价体系包括评价方法、评价指标及标准、评价指标权重、岗位评价及数据处理等方面。

Post evaluation system includes evaluation method , evaluation indicator and criteria , evaluation indicator weights , post evaluation and data processing and so on .

其次对薪酬设计的工具进行了多方面的研究和比较，主要采用因素计点法完成对电力医疗的岗位评价、岗位归级及岗位薪点工资等级表的设计。

Second on compensation design tools for a wide range of research and comparison , mainly uses the point method to complete post performance salary wage .