本文把层次分析法应用于岗位价值评估中的评价因素权重的确定，具有很强的操作性，为企业的科学管理提供了可靠的依据。
This text applies AHP to appraisal factor weights assessing problem in the job evaluation, has very strong operation and offer the reliable basis for scientific management in the enterprise.
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。
Job evaluation can be defined as' a method of determining the relative worth of a job to an organisation '.
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。
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.
评估各个职位时，只是以能够完全的发挥该岗位的职能来测评其对公司的价值，而不是过高地要求，或从宽就低。
The value of the job to the organization is assessed as if it were being carried out in a fully acceptable manner (no more, and no less).
了解目标人群认可程度较高的价值要素，可结合组织实际情况，制订岗位评估工具，指导岗位评估工作的开展。
It is helpful that fully understanding of compensable factors with high degrees of approval can formulate a job evaluation tool as a guide in accordance with the whole situation of an organization.
了解目标人群认可程度较高的价值要素，可结合组织实际情况，制订岗位评估工具，指导岗位评估工作的开展。
It is helpful that fully understanding of compensable factors with high degrees of approval can formulate a job evaluation tool as a guide in accordance with the whole situation of an organization.
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