General steps for job evaluation

We all need to complete a job evaluation before we make a salary design.

So, how do we conduct job evaluations? The most common way is to use Heidegger's assessment method.

However, our corporate resources are different, our corporate culture is also different, and our business operations are also different. If we adopt the same evaluation method, there will definitely be a problem of evaluation distortion. Consultants with sufficient experience will make certain adjustments in this process, so that the final evaluation result can truly reflect the value of the position.

So, is there an evaluation method only for our own business? Of course there is. This needs to be designed by ourselves. Here we will introduce the specific evaluation implementation process.

The first step is to set up an evaluation leadership team and an evaluation team for each position sequence

Relative to the same job sequence, then, in fact, it is easy for us to obtain the evaluation elements and build an evaluation model.

The second step is to design the evaluation factors

The evaluation team of each position sequence lists the evaluation factors of the position sequence by the method of salon seminar, and then determines the evaluation rules. Different evaluation values ​​are designed in different situations.

Each position sequence is combined by the evaluation leadership team, and finally the company's evaluation factors and evaluation rules are obtained.

The third step is to unify the understanding of the leading group and the evaluation group on evaluation

The fourth step is to carry out evaluation and scoring, conduct statistical analysis on the scoring value, correspond to the sequence of positions, and design a correspondence table between ranks and positions.

In the fifth step, the leadership team fine-tuned to highlight the requirements of the company's strategic level.

In the evaluation, the most important thing is to give up the understanding of the importance of the current position due to the understanding of the individual performance of the personnel. We only care about the contribution of the position in the design, not the actual contribution at present.