中英文對(duì)照-國(guó)際職位評(píng)估系統(tǒng)

1、國(guó)際職位評(píng)估系統(tǒng)International Position EvaluationPresented by不清晰的職位等級(jí)Unclear Ranking of PositionsLL-1L-2L-2L-3L-3L-1L-2L-2L-1L-2L-2L-1L-2L-2清晰的職位等級(jí)Clear Ranking of PositionsL-1LL-1L-2L-2L-3L-3L-1L-2L-2L-1L-2L-2L-2L-2Organization組織 Function / unit部門(mén)Position職位+Size 規(guī)模Impact 影響Supervision 監(jiān)督管理Area of responsib

2、ility職責(zé)范圍Interaction 溝通技巧Qualification 任職資格Problem solving 解決問(wèn)題Environment 環(huán)境職位評(píng)估系統(tǒng)因素Position Evaluation Factors職位評(píng)估系統(tǒng)分?jǐn)?shù) The IPE Points12345675105101010154681051901809030130 SIZE OF RESPONSIBILITY 職責(zé)規(guī)模SCOPE OF RESPONSIBILITY 職責(zé)范圍對(duì)企業(yè)的影響Impact on organization監(jiān)督管理Supervision責(zé)任范圍Area of responsibility 溝

3、通技考Interaction 任職資格 Qualification 解決問(wèn)題難度Problem solving環(huán)境條件Environmental conditionsJOB COMPLEXITY 工作復(fù)雜程度人數(shù)Number類別Kind影響Impact規(guī)模Size營(yíng)業(yè)知識(shí)面 Business understanding廣度Diversity獨(dú)立性Independence內(nèi)外用處Organization frame技考Ability頻率Frequency學(xué)歷Education經(jīng)驗(yàn)Experience創(chuàng)造性Innovative復(fù)雜性O(shè)perational 風(fēng)險(xiǎn)Risk環(huán)境Environment職位

4、評(píng)估系統(tǒng)七個(gè)因素的比重 The Weighting of IPE Factors解決問(wèn)題難度任職資格溝通技巧環(huán)鏡條件對(duì)企業(yè)的影響監(jiān)督管理責(zé)任范圍總分?jǐn)?shù)Total Points:65-1193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,職位的影響那

5、么越小measure the influence the position has on organizations result both in the short- and long-term 量度一個(gè)職位對(duì)企業(yè)短期及長(zhǎng)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

6、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 a

7、ccount 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 Semi Finished 半完成Raw Materials原料Finished 完成Wholesale 批發(fā)Final Customer 顧客Value-added Chain 增值鏈Table ATable CTable BIdeas 構(gòu)思Concepts 概念Solutions 方案S

8、ystems 系統(tǒng)Application 應(yīng)用Packages 包裝Delivery to Network 通過(guò)銷售網(wǎng)絡(luò)Final User 最終用戶對(duì)企業(yè)的影響 Impact on Organization Organization Size機(jī)構(gòu)規(guī)模Head of Organization 機(jī)構(gòu)領(lǐng)導(dǎo)(A-level positions A級(jí)職位)Staff Function 功能組別(B-level positions B級(jí)職位)Function/ 功能組別Business Unit 業(yè)務(wù)組別(B-level positions B級(jí)職位)Job Area 工作范圍(C-level posi

9、tions C級(jí)職位)(D-level positions and below D級(jí)或以下職位)對(duì)企業(yè)的影響 Impact on Organization 機(jī)構(gòu)Organization職位Position121110 967893456B Level PositionsB級(jí)職位C Level PositionsC級(jí)職位D Level Positions D級(jí)職位功能/業(yè)務(wù)組別Function/Business Unit有限 Limited一些 Some相當(dāng)Significant主要Major有限 Limited一些 Some相當(dāng)Significant主要Major有限 Limited一些 So

10、me相當(dāng)Significant主要Major級(jí)別 Degree因素二：監(jiān)督管理 SupervisionSupervision 監(jiān)督Supervision 監(jiān)督Communication溝通 Communication溝通 Supervision=Recruit/Train/Develop/Control/Guide/Advise+Functional reporting 監(jiān)督=招聘/培訓(xùn)/開(kāi)發(fā)/控制/指導(dǎo)/輔導(dǎo). +功能報(bào)告Communication=Inform/Exchange ideas/Cooperate/Work in groups. 溝通=通知/交換意見(jiàn)/合作/團(tuán)體工作.Headc

11、ount 人數(shù) : 44Direct subordinates 直接下屬 : 9Indirect subordinates 間接下屬 : 34Total subordinates 總下屬人數(shù) : 43Headcount of subordinates : 43下屬人數(shù) : 43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

12、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(guò)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correct degree le

13、vel 下屬類別 Kind of Subordinates S: Subordinates with specialized activities: analyses, techniques . 下屬擔(dān)任專門(mén)的的活動(dòng):分析,技術(shù)H: Subordinates with homogeneous activities: current and basic 下屬擔(dān)任相似的活動(dòng):現(xiàn)今的,根本的42S123SSSHHHHHHHHSSHH因素三：責(zé)任范圍 Area of ResponsiblityThe diversity and ranges of activities required for the

14、 position. 職位所要求的活動(dòng)范圍和多樣性 The degree of independence required to make decisions and influence own and subordinates work. 對(duì)職位自身和下屬工作作出決定和影響的獨(dú)立程度The degree of knowledge required regarding the company / the market. 公司、市場(chǎng)所要求的知識(shí)程度。廣度 Diversity!Contact=Activity=Responsibility/接觸 活動(dòng)責(zé)任Diverse activities wit

15、hin a function/unit 在同一功能組別內(nèi),擔(dān)任不同的工作Several similar activities within a function/unit 在同一功能組別內(nèi),擔(dān)任幾個(gè)相似的工作Same activities within a function/unit 在同一功能組別內(nèi),擔(dān)任重復(fù)性的工作Similar activities within a function/unit 在同一功能組別內(nèi),擔(dān)任相似的工作Diverse activities within different functions/units 在不同功能組別內(nèi),擔(dān)任不同的工作Leads an organ

16、ization 領(lǐng)導(dǎo)機(jī)構(gòu)Leads a function/unit 領(lǐng)導(dǎo)一個(gè)功能組別Leads several function/unit 領(lǐng)導(dǎo)幾個(gè)功能組別87654231 Organization 機(jī)構(gòu) 功能組別 Function 責(zé)任范圍 Area of Responsibility Position 職位 Position 職位 Position 職位 Position 職位 功能組別 Function 業(yè)務(wù)組別 Business Unit級(jí)別Degree獨(dú)立性 IndependencePosition holder plans how to attain the goal set an

17、d is responsible for independent implementation of results 主管制定目標(biāo)后,任職人獨(dú)立實(shí)施和負(fù)責(zé)實(shí)施的結(jié)果Superior decides what- and when to do, and checks at certain stages 主管制定作什么和何時(shí)作并在主要環(huán)節(jié)進(jìn)行監(jiān)督 What-, why-,when-,where- and how to do the job are clearly defined and supervised 工作過(guò)程清楚-作什么,為何作, 何時(shí)作,那里作,如何作都很清楚說(shuō)明并受監(jiān)督Superior

18、decides what-, when- and how to do, and control from time to time 主管制定作什么,何時(shí)作和如何作并在每一環(huán)節(jié)進(jìn)行監(jiān)督Position holder decides what-, why-,when-,where- and how to do within the function 在功能組別內(nèi), 任職人制定作什么,為何作, 何時(shí)作,那里作和如何作Position holder decides what-, why-,when-,where- and how to do for the organization 任職人為機(jī)構(gòu)制定作

19、什么,為何作, 何時(shí)作,那里作和如何作Position holder sets overall targets and policies for the corporation in consultation with the Corporate Board 諮詢集團(tuán)董事會(huì)后, 任職人為集團(tuán)制定全面的目標(biāo)和政策 7654231級(jí)別 Degree 獨(dú)立性 Independence Corporate Board of Directors control 集團(tuán)董事會(huì)控制X7645321outside the organization 公司外 Corporate CEO control 集團(tuán)總裁控制

20、Strategic achievement control 戰(zhàn)略目標(biāo)成就控制XXXXXXXXXXXXXXXXXXwithin the organization 公司內(nèi)Control after delivery 以效果控制Control through checkpoints 檢查控制Step by step control 一步一步控制Permanent control 時(shí)時(shí)刻刻受控制級(jí)別 Degree營(yíng)業(yè)知識(shí)面 Business UnderstandingMarket 市場(chǎng)Organization 機(jī)構(gòu)1234345/correct degree levelBusiness underst

21、anding=Professional understanding營(yíng)業(yè)知識(shí)面專業(yè)知識(shí)面!因素四：溝通技巧 Interaction溝通CommunicationAbility 技巧Frame 范圍Frequency 頻率談判Negotiation決策Decision 31 2每天Daily偶爾Occasional時(shí)常Frequent321321321121212121212121212每天Daily偶爾Occasional時(shí)常Frequent每天Daily偶爾Occasional時(shí)常FrequentInternal 內(nèi)部External 外部Internal 內(nèi)部External 外部Inter

22、nal 內(nèi)部External 外部Internal 內(nèi)部External 外部Internal 內(nèi)部External 外部Internal 內(nèi)部External 外部Internal 內(nèi)部External 外部Internal 內(nèi)部External 外部Internal 內(nèi)部External 外部Interaction Ability 溝通技巧1NormalBasic courtesy & exchange of information普通一般性禮節(jié)和交換信息的交流2ImportantMore demanding nature吃力的交流重要Cooperation & influencing p

23、eople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(shuō)服等3MaximumNegotiations 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Daily天天A few times a week時(shí)常A few times a month偶爾 因 素 五：任職資格 QualificationEduca

24、tion 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 a

25、nd 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Should not consider position holders own education and experience since that is not always that same as what is required for job. 不應(yīng)考慮任職者個(gè)人的學(xué)歷和經(jīng)驗(yàn),因?yàn)檫@些通常不等于工作所需! 因 素 六： 解 決 問(wèn) 題Problem SolvingAnalytical and creative abilities required for p

26、roblem solving and developments 解 決 問(wèn) 題 所 需 的 分 析 力 和 創(chuàng) 造 性Complexity of operational and administrative problems 處 理 問(wèn) 題 的 復(fù) 雜 性解決問(wèn)題的創(chuàng)造性Innovative Problem Solving1No improvement necessary 不需要改良32Update - tools, techniques, methods related to a position 在工作范圍內(nèi),更新工具,技巧和方法Improve - tools, techniques, m

27、ethods related to a function 在功能組別內(nèi), 改進(jìn)工具,技巧和方法 76Unique development - new in the market市場(chǎng)上的新創(chuàng)造Invention - more scientific, technical科學(xué)和技術(shù)上的新創(chuàng)造45Create - new techniques, methods with internal support 源至內(nèi)部的幫助,創(chuàng)造新的技巧和方法Create - new techniques, methods with external support 源至外來(lái)的幫助,創(chuàng)造新的技巧和方法級(jí)別 Degree解決

28、問(wèn)題的復(fù)雜性O(shè)perational/Administrative Problem Solving7645321Routine - follow instructions 按常規(guī)工作 - 跟隨指示Choice - two options 二選一Alternative options - requiring analysis 有選擇的 - 需要分析Forecast - investigation of impact on outcome such as revenue, cost, reactions etc. 預(yù)測(cè) - 研究對(duì)結(jié)果的影響,例如,收入,本錢(qián)及反響Forecast with unce

29、rtain future variables - investigation of complicated variables and impact on outcome such as accuracy, predictions on revenue, cost, position, reactions etc. 預(yù)測(cè)未來(lái)不確定的因素 - 研究復(fù)雜因素和對(duì)結(jié)果的影響,例如,準(zhǔn)確性, 預(yù)測(cè)收入,本錢(qián),職位及反響 Across entire organization 橫跨整個(gè)機(jī)構(gòu)Across several organizations 橫跨幾個(gè)機(jī)構(gòu)The operational/administ

30、rative problem grow with the scope and size of the position whereas this is not the case with innovative problems. 復(fù)雜性問(wèn)題隨著職位的范圍和規(guī)模增加,但創(chuàng)造性問(wèn)題卻不一樣! 因 素 七：環(huán)境條件 Environmental ConditionsEnvironment 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 proce

31、ss 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)Risknormal 正常 - only unpredicted events may interrupt the normal course of action 基于一些不能預(yù)測(cè)的事件阻礙正常運(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 SystemA clear ranking

32、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(chǔ) 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)開(kāi)展和繼承的數(shù)據(jù)庫(kù)An objective reference to solve ti

33、tling issues 解決職稱問(wèn)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 PositionsL-1LL-1L-2L-2L-3L-3L-1L-2L-2L-1L-2L-2L-2L-2IPE 系統(tǒng)的應(yīng)用Applications of IPE SystemA 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 relat

34、ions between positions 宏觀的了解職位的相互關(guān)系A(chǔ) 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)開(kāi)展和繼承的數(shù)據(jù)庫(kù)An objective reference to solve titling issues 解決職稱問(wèn)題的客觀參考A means of market comparison 市場(chǎng)比較的手段Salary Structure - Company ZZ 公司工資結(jié)構(gòu) There is no Salar

35、y Structure 工資無(wú)結(jié)構(gòu) Salaries are decided case by case 工資隨機(jī)性 Obvious internal inequity 內(nèi)部無(wú)公平IPE 系統(tǒng)的應(yīng)用Applications of IPE SystemClear 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(chǔ) starting po

36、int 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)開(kāi)展和繼承的數(shù)據(jù)庫(kù)An objective reference to solve titling issues 解決職稱問(wèn)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 SystemA clear ranking of positions 明確分出職位的級(jí)別A rel

37、iable 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(chǔ) 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)開(kāi)展和繼承的數(shù)據(jù)庫(kù)An objective reference to solve titling issues 解決職稱問(wèn)題的客觀參考A m

38、eans of market comparison 市場(chǎng)比較的手段The Position and The Incumbent職位和任職者比較CRG 等級(jí)IPE 系統(tǒng)的應(yīng)用Applications of IPE SystemA 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(chǔ) starting point for po

39、sition/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)開(kāi)展和繼承的數(shù)據(jù)庫(kù)An objective reference to solve titling issues 解決職稱問(wèn)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VIVIIIIII290220170130100公司等級(jí)Internal Grading標(biāo)準(zhǔn)工資Reference Salary應(yīng)得的報(bào)酬 Recognition

40、挑戰(zhàn)Challenge風(fēng)險(xiǎn)Risk烏托邦Utopia提升的標(biāo)準(zhǔn)依照公司等級(jí)而定Promotion steps follow the internal grading標(biāo)準(zhǔn)工資隨公司等級(jí)變化而變化Reference Salaries (Pay for Position) are in line with internal grading提升是由技能決定，而非僅由績(jī)效而定Promotion is built on competencies, not on performance onlyIPE 系統(tǒng)的應(yīng)用Applications of IPE SystemA 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