摘要
海氏评价法具有一套完整又封闭的岗位评价要素体系,在国外是一种成熟且应用广泛的岗位评价技术,因受文化和岗位内涵差异化影响,此技术在国内企业实际推广和应用中存在较大难度,企业在引入海氏评价法时需进行适宜性、本土性的取舍和修改。本文在分析海氏评价法国内应用现状及存在问题的基础上,结合企业案例提出了评价要素融合法、基准岗位平衡法、评价量表简化法等三种本土化基本方法和策略。
The Hay evaluation method has a set of complete and closed job evaluation system, As an evaluation technique generally recognized and accepted by foreign enterprises. It is very difificult In China because of the popularization and application of the enterprise culture connotation and position differential effect. This paper analyzes the method applied and existing problems in the domestic status, and points out that In the use of health assessment method, must to choose and modify the appropriate local. Combining the business case, put forward the evaluation factors of fusion method, benchmark jobs balance method, assessment method and Other three kinds of the basic methods and strategies.
出处
《中国人力资源开发》
北大核心
2015年第8期32-39,共8页
Human Resources Development of China
基金
广州市教育系统创新学术团队项目"广东中小民营企业创新驱动机制研究"(穗教科〔2014〕14号文)资助
关键词
海氏评价法
本土化
应用
策略
The Hay Evaluation
Localization
Strategy
