How does a company conduct job evaluations?
After clarifying the company's salary positioning and optimizing and improving the organizational design, we can conduct job evaluations.
In organizational design, we have optimized and improved the functions, responsibilities, tasks, and standards of each post. Salary reflects the value contribution of the post. Post evaluation is to evaluate the value of this post in organizational design. Then determine the role of the position in the process of completing the company's strategy and business goals, and show the value of the position through the means of payment.
Common job evaluation methods include job ranking method, factor evaluation method, comparison method, etc. Consulting companies often use factor evaluation method, and the most typical factor evaluation method is Hai’s evaluation method.
The advantage of using the mature evaluation method is that it has been proved to be effective, and the disadvantage is that the pertinence is relatively weak. So, if we want to evaluate ourselves, how should we do it? Generally there are the following steps:
Determine the evaluation method, such as determining the value of the post through the factor evaluation method;
Determine the elements of evaluation: The elements can be selected through brainstorming. Generally, the elements can be divided into several dimensions, such as responsibilities, skills, qualifications, etc.;
Determine the evaluation value of the element, that is, the importance of the element, which can be determined through several rounds of voting;
Classify each element, determine the classification standard, and determine the scores of different levels;
Determine the evaluation team and conduct voting evaluation;
Finally, analyze and sort out, and get the job evaluation value of each position.
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In the process of job evaluation, we also need to pay attention to a few misunderstandings:
For individual evaluation, we need to be right on the post and not in person, and cannot be evaluated based on the situation of an employee in the current position.
The relative accuracy of the evaluation results is only relative, not absolute. This is also the reason why broadband salary needs to be designed in the future salary design. The position also requires a job suitability assessment with the incumbent.
Different position sequences in the company need to compare and determine the relative position value. Even when evaluating different position sequences, we need to set different evaluation values and convert them through equivalent positions. in order to obtain a fair and just evaluation.
General job evaluations are carried out by consulting companies. As a third party, consulting companies are relatively fair and equitable, and the evaluation results are easy to obtain employees’ approval. When companies evaluate themselves, it is difficult to obtain employees’ approval due to various issues such as top-down communication.
Of course, when the company designs its own salary, it can simplify the job evaluation and determine it through the leadership's understanding of the position. Any management is relative. When you have made a certain evaluation of the position from the beginning, the time is long, and the employees will naturally Will agree, of course, the results of the evaluation should be careful not to remain unchanged. As the company grows, the importance of the position will change.