After the point factor method requires the establishment of an evaluation committee, he first determines the factors that affect all posts, classifies, defines and matches these factors, and establishes evaluation standards, thus forming a set of post evaluation tools. Then, through this element system, evaluate each position, evaluate all positions, and summarize the total score (score) of each position. Finally, the post evaluation score is converted into monetary amount, that is, wage standard or post wage rate. This method can avoid some subjective randomness, but it is cumbersome to operate.
Point factor integral method is a complex quantitative job evaluation technique. It needs to determine:
A. Multiple reward elements, each of which should be divided into several grades;
B. the level of these factors is the actual situation of the work.
Therefore, if your position includes five grades, and each grade of each position has a different score, then as long as the average committee determines the grade of salary elements (and responsibilities), you can add up the scores of each salary element to get the total score of each position. This result is the point value obtained by quantitative analysis of each position. The score method is obviously the most widely used job evaluation method.
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Steps of point coefficient method
1) Determine the job category to be evaluated.
Because the positions in different departments are very different, it is usually not used to evaluate all the positions in the organization with one integral evaluation scheme. So the step 1 is usually to divide professional groups, such as administrative positions and sales positions. For each occupational category, the Committee generally has to make a plan.
2) Collect work information
Including job analysis, job description and job description.
3) Select the reward element
The selected compensation elements, such as education, physical needs or skills (usually different occupational groups have different compensation elements).
4) Define the elements of salary
Carefully define each compensation element to ensure that the members of the evaluation committee are consistent in applying these elements. The following table gives some examples of definitions. It is usually defined by human resources experts.
5) Determine the level of the element
After determining the level of each element, the evaluator can evaluate the level or quantity of each position. Therefore, for "complex" elements, you may be divided into several levels, from "repetitive operation" to "creative operation". Each factor includes no more than 5 ~ 6 grades, and the actual number of grades mainly depends on the evaluators' evaluation needs. Therefore, if all employees work in quiet, air-conditioned offices or noisy, hot workshops, the "working conditions" factor may only need to be divided into two levels. Not every element needs to have the same number of levels, and the number of levels should be limited to a level that can clearly distinguish the location.
6) Determine the relative values of elements
This step is to determine the weight of each element. This step is quite important, because some elements are more important than others for different positions. Therefore, for administrative personnel, the right of "psychological needs" is much more important than "physiological needs"; For workshop jobs, it's probably just the opposite.
Therefore, the next step is to determine the relative value or "weight" of each element. This is usually done by the evaluation Committee. The evaluation committee carefully studies these elements and their grade definitions, and then decides the weight of each element in each occupational group. The following is a determination method:
Assign the value of 100% to the element with the highest sequence, then determine the assignment of the element with the second highest sequence according to the importance percentage relative to the first element, and so on. For example:
:: Decision 100%
85% of the problems were solved.
* Knowledge 60%
* Sum all the assignments (the ratio here is: 100%+85%+60% = 245%). Then convert 245% to 100%, as shown below:
* Decision 100 ÷ 245 = 40.8%
* solving problems 85 ÷ 245 = 34.7%
* Knowledge 60 ÷ 245 = 24.5%
7) Determine the point value of each element and each element level.
In step 6, the weight of each element in percentage form has been determined, and now it is necessary to determine the point value of each element, as shown in the following table. For example, if the total score of the plan is 500 and the weight of the "Decision" element is 40.8%, then its score is 40.8% × 500 = 204.
The next step is to allocate 204 points in the Decision element. This means that the point value of the highest level of decision-making ability is 204. Then the point values of the highest element and the lowest element are determined in the form of arithmetic difference. For example, divide 204 by grade number 5, and the tolerance is 40.8. So the lowest point value is 41; Grade two is 82, and so on. The integration value of the last stage, that is, the highest stage, is 204. Each element can be treated similarly.
8) Prepare the job evaluation instruction manual.
The last step in formulating the post point value scheme is to write the Point Value Guide or the Post Evaluation Guide Manual. This step is just to compile the definitions and point values of various elements and their grades into a convenient instruction manual.
9) ranking position.
Once the manual is written, the actual job evaluation can begin. Evaluators (usually job evaluation committees) usually use job evaluation manuals to rank jobs. According to the job description and job description, evaluate each position according to each salary element and determine its score. First, the evaluation committee decides how to sort the elements in each position. Then determine the corresponding point value of each class. Finally, add the point values of all elements to get the total point value of this position. Evaluators usually evaluate key positions first, then reach an agreement, and then evaluate the remaining positions in the position family.