國際職位評(píng)估系統(tǒng)
綜合能力考核表詳細(xì)內(nèi)容
國際職位評(píng)估系統(tǒng)
國際職位評(píng)估系統(tǒng) International Position Evaluation
貝恩管理咨詢公司
bain
不清晰的職位等級(jí) Unclear Ranking of Positions
清晰的職位等級(jí) Clear Ranking of Positions
職位評(píng)估系統(tǒng)因素 Position Evaluation Factors
職位評(píng)估系統(tǒng)分?jǐn)?shù) The IPE Points
職位評(píng)估系統(tǒng)七個(gè)因素的比重 The Weighting of IPE Factors
因素一：對(duì)企業(yè)的影響 Impact on Organization
heavily weighted in the Position Evaluation
在職位評(píng)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(jī)構(gòu)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(gè)職位對(duì)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(jìn)行評(píng)估
機(jī)構(gòu)規(guī)模 Size of Organization
The impact of a position vary much depends on the size of the organization 職位對(duì)企業(yè)的影響隨著機(jī)構(gòu)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(jī)構(gòu)?
a line function (e.g. sales, production) + two support functions (e.g. finance, human resources)
一個(gè)前線功能組別 (例如:銷售,生產(chǎn))
+ 兩個(gè)支援功能組別 (例如: 財(cái)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(dòng)(兌美金)的因素, 機(jī)構(gòu)規(guī)模查表以
地方貨幣為單位,并且每年更新一次
機(jī)構(gòu)的性質(zhì) Nature of the organization
對(duì)企業(yè)的影響 Impact on Organization
對(duì)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(bào)告的和通過下屬間接報(bào)告的人也計(jì)算在內(nèi)
when subordinates clearly have two reporting lines, then the number of such subordinates should be divided by two
當(dāng)下屬清楚地向兩方上級(jí)報(bào)告, 將這類下屬的人數(shù)除二
下屬類別 Kind of Subordinates
因素三：責(zé)任范圍 Area of Responsiblity
廣度 Diversity
獨(dú)立性 Independence
獨(dú)立性 Independence
營業(yè)知識(shí)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(duì)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(duì)整個(gè)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(xué)歷
the minimum education normally required by the organization 機(jī)構(gòu)要求的最低學(xué)歷
“Mandatory” normally is defined as at least 9-10 years of education 接受最少九至十年的義務(wù)教育
Experience 經(jīng)驗(yàn)
relevant practical experience 相關(guān)的實(shí)際經(jīng)驗(yàn)
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(píng)估, 而依據(jù)按職位所需的知識(shí)和技巧程度
解決問題的創(chuàng)造性 Innovative Problem Solving
解決問題的復(fù)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(yīng)
difficult 非正常 - governed by technical tools and/or mental process and/or requires physical effort
技術(shù)設(shè)備因素及/或精神程序及/或需要體力勞動(dòng)
Risk
normal 正常 - only unpredicted events may interrupt the normal course of action 基于一些不能預(yù)測(cè)的事件妨礙正常運(yùn)作
difficult 非正常 - constantly faces political uncertainty or industrial risk
經(jīng)常面對(duì)政局不穩(wěn)或工業(yè)風(fēng)險(xiǎn)
分?jǐn)?shù)轉(zhuǎn)換表
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
清晰的職位等級(jí) Clear Ranking of Positions
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Salary Structure - Company Z Z 公司工資結(jié)構(gòu)
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
Clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Position Evaluation 職位評(píng)估
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
The Position and The Incumbent 職位和任職者比較
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Promotion and Consequences 提升和結(jié)果
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Position Evaluation 職位評(píng)估
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Your Position vs. Market
評(píng)估原則 Evaluation Rules
1. Evaluate Top Down職位評(píng)估由上至下
2. No one may evaluate own position不可評(píng)估個(gè)人職位
3. Check internal equity檢驗(yàn)內(nèi)部平衡
Rank all positions evaluated according to size
按照被評(píng)估職位的級(jí)別排列
Compare across all divisions or departments
跨部門對(duì)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(píng)估步驟 Evaluation Process
1. Select benchmark positions 選擇標(biāo)準(zhǔn)職位
2. Gather data on benchmark positions 標(biāo)準(zhǔn)職位信息收集
3. Select position analysts 挑選職位分析員
4. Form evaluation committee 建立評(píng)估委員會(huì)
5. Communicate the process to those involved
與評(píng)估參與者進(jìn)行溝通
6. Train evaluation committee 培訓(xùn)評(píng)估委員會(huì)
7. Evaluate positions 職位評(píng)估
8. Put the evaluation results to use 應(yīng)用評(píng)估結(jié)果
國際職位評(píng)估系統(tǒng)
國際職位評(píng)估系統(tǒng) International Position Evaluation
貝恩管理咨詢公司
bain
不清晰的職位等級(jí) Unclear Ranking of Positions
清晰的職位等級(jí) Clear Ranking of Positions
職位評(píng)估系統(tǒng)因素 Position Evaluation Factors
職位評(píng)估系統(tǒng)分?jǐn)?shù) The IPE Points
職位評(píng)估系統(tǒng)七個(gè)因素的比重 The Weighting of IPE Factors
因素一：對(duì)企業(yè)的影響 Impact on Organization
heavily weighted in the Position Evaluation
在職位評(píng)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(jī)構(gòu)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(gè)職位對(duì)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(jìn)行評(píng)估
機(jī)構(gòu)規(guī)模 Size of Organization
The impact of a position vary much depends on the size of the organization 職位對(duì)企業(yè)的影響隨著機(jī)構(gòu)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(jī)構(gòu)?
a line function (e.g. sales, production) + two support functions (e.g. finance, human resources)
一個(gè)前線功能組別 (例如:銷售,生產(chǎn))
+ 兩個(gè)支援功能組別 (例如: 財(cái)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(dòng)(兌美金)的因素, 機(jī)構(gòu)規(guī)模查表以
地方貨幣為單位,并且每年更新一次
機(jī)構(gòu)的性質(zhì) Nature of the organization
對(duì)企業(yè)的影響 Impact on Organization
對(duì)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(bào)告的和通過下屬間接報(bào)告的人也計(jì)算在內(nèi)
when subordinates clearly have two reporting lines, then the number of such subordinates should be divided by two
當(dāng)下屬清楚地向兩方上級(jí)報(bào)告, 將這類下屬的人數(shù)除二
下屬類別 Kind of Subordinates
因素三：責(zé)任范圍 Area of Responsiblity
廣度 Diversity
獨(dú)立性 Independence
獨(dú)立性 Independence
營業(yè)知識(shí)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(duì)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(duì)整個(gè)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(xué)歷
the minimum education normally required by the organization 機(jī)構(gòu)要求的最低學(xué)歷
“Mandatory” normally is defined as at least 9-10 years of education 接受最少九至十年的義務(wù)教育
Experience 經(jīng)驗(yàn)
relevant practical experience 相關(guān)的實(shí)際經(jīng)驗(yàn)
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(píng)估, 而依據(jù)按職位所需的知識(shí)和技巧程度
解決問題的創(chuàng)造性 Innovative Problem Solving
解決問題的復(fù)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(yīng)
difficult 非正常 - governed by technical tools and/or mental process and/or requires physical effort
技術(shù)設(shè)備因素及/或精神程序及/或需要體力勞動(dòng)
Risk
normal 正常 - only unpredicted events may interrupt the normal course of action 基于一些不能預(yù)測(cè)的事件妨礙正常運(yùn)作
difficult 非正常 - constantly faces political uncertainty or industrial risk
經(jīng)常面對(duì)政局不穩(wěn)或工業(yè)風(fēng)險(xiǎn)
分?jǐn)?shù)轉(zhuǎn)換表
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
清晰的職位等級(jí) Clear Ranking of Positions
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Salary Structure - Company Z Z 公司工資結(jié)構(gòu)
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
Clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Position Evaluation 職位評(píng)估
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
The Position and The Incumbent 職位和任職者比較
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Promotion and Consequences 提升和結(jié)果
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Position Evaluation 職位評(píng)估
IPE 系統(tǒng)的應(yīng)用 Applications of IPE System
A clear ranking of positions 明確分出職位的級(jí)別
A reliable base for an equitable salary structure 作為一個(gè)公平的工資結(jié)構(gòu)的可靠依據(jù)
A global overview of relations between positions 宏觀的了解職位的相互關(guān)系
A starting point for position/person profiles 職位、任職者形象描述的出發(fā)點(diǎn)
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(chǎng)比較的手段
Your Position vs. Market
評(píng)估原則 Evaluation Rules
1. Evaluate Top Down職位評(píng)估由上至下
2. No one may evaluate own position不可評(píng)估個(gè)人職位
3. Check internal equity檢驗(yàn)內(nèi)部平衡
Rank all positions evaluated according to size
按照被評(píng)估職位的級(jí)別排列
Compare across all divisions or departments
跨部門對(duì)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(píng)估步驟 Evaluation Process
1. Select benchmark positions 選擇標(biāo)準(zhǔn)職位
2. Gather data on benchmark positions 標(biāo)準(zhǔn)職位信息收集
3. Select position analysts 挑選職位分析員
4. Form evaluation committee 建立評(píng)估委員會(huì)
5. Communicate the process to those involved
與評(píng)估參與者進(jìn)行溝通
6. Train evaluation committee 培訓(xùn)評(píng)估委員會(huì)
7. Evaluate positions 職位評(píng)估
8. Put the evaluation results to use 應(yīng)用評(píng)估結(jié)果
國際職位評(píng)估系統(tǒng)
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