What is Job Evaluation?

什么是岗位评估？

This is the simplest form of job evaluation.

这是一种简单的职位评估方式。

A comprehensive job evaluation scheme is currently being introduced in the NHS.

NHS当前正在介绍一个全面的职位评估方案。

Job analysis and job evaluation is the basis for human resources management work.

岗位分析与岗位评价是企业人力资源管理的基础工作。

In response to such needs, the job evaluation system's design and development is imperative.

针对这种需要，职称评审系统的设计及开发便是当务之急。

Job evaluation is the foundation of the whole designation on position and compensation system.

工作评估是整个职位薪酬体系设计的基础。

Factor point method is a usual job evaluation method, the result of which is with more reliability.

目前应用最广的工作评估方法是要素记点法，它的评估结果具有较高的可靠性。

What is chosen will depend on the size of the organisation and the aim of the job evaluation exercise.

如何选择则是根据组织的规模和职位评估的目的去定义的。

Job evaluation can be defined as' a method of determining the relative worth of a job to an organisation '.

职位评估可以被定义为：使用一种方法去定义一个岗位在一个组织中的相关的价值。

It is essential to have clear, detailed and up-to-date job descriptions on which to base the job evaluation.

持有清晰的、具体的以及更新的岗位对需要进行职位评估的岗位是必要的。

But each organisation is different and the use of job evaluation techniques will depend on individual circumstances.

但是每一个组织都是有差异的，职位评估技术的用途和每个组织的相应的环境相关。

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

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。

The concrete operation process of the job evaluation based on the point-factor method and IAHP was introduced by case.

运用实例，展示了基于因素计点法和IAHP的岗位价值评价的具体操作过程。

The system is to facilitate the teaching and administrative staff job evaluation and design colleges and universities.

本系统便是为了方便高校教职工职称评审工作而设计的。

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

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。

With job analysis, job description and job evaluation methods, the formation of enterprise-level system, all the posts, post grades rank system.

借助岗位分析、岗位描述以及岗位评估等手段，可以形成企业全部岗位的层级体系、岗位职系职级体系。

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

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

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。

This article focuses on the value of job evaluation, employee pay system and the ability to evaluate the design of the specific methods of operation.

本文重点探讨了岗位价值评价、员工能力评价和薪酬体系设计的具体操作方法。

According to the basic fundamental of the job evaluation, take job evaluation to all the posts of the company, make sure the comparative values of them.

根据岗位评价的实施原则，对该公司的所有岗位进行了全面的岗位评价，确定了每个岗位的相对价值。

An organization use a job evaluation tool to make decision of compensable factors, that is, what kind of factors should be considered as payment factors.

组织采用岗位评估方案时需要决定价值要素，即决定组织根据什么因素付酬。

In this study, factor scores and through the Competency Model, combined with the actual preparation of the Hospital, "28 factor Job Evaluation Handbook."

本研究采用因素评分法，通过能力素质模型，结合研究医院实际编制《二十八要素岗位评价手册》。

As a rough guide, job evaluation, like many pay management techniques, tends to be desirable in organisations once the number of employees exceeds around 50.

粗略的理解，职位评估类似于许多的薪资管理技术，更像是在50个人以上的企业中的一种工作描述。

This paper systematically illustrates how to extract effective compensable factors and establishes hierarchical structure model on managerial job evaluation.

系统地阐述了如何提取有效的薪酬要素，构建了企业管理类岗位价值评价递阶层次结构模型；

Results There were only 4.5% nurses in two-level hospitals take part in scientific researches, among which 48.0% of nurses had the purpose of job evaluation.

结果镇级医院护理人员参加科研的比例仅占4．5％，48．0％的人员参与科研的目的是为了评定职称。

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.

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。

The third chapter focuses on the specific role of job evaluation factors in the job evaluation as well as the determination of the principles and job evaluation system.

第3章本文重点分析了职务评价因素在职务评价中的特殊地位、选择原则及职务评价因素体系的确定。

Most industrial relations specialists recommend that employees participate in job evaluation, although many employers think that employee participation is not desirable.

大多数的劳资关系专家都推荐员工参与工作表现的考核，虽然许多顾主认为员工参与并非良策。

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

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。