The keystone of the dissertation is position evaluation, ability evaluation and designing the structure of compensation system.
本文重点探讨了岗位价值评价、员工能力评价和薪酬结构设计的具体操作方法。
The third part redesigns the structure and level of salaries for the employees in headquarter based on the job analysis, position evaluation and performance of achievement.
第三部分通过对总部员工的职务分析和岗位评价及绩效考评，重新设计了总部员工的薪酬结构和薪酬水平。
This model distribute weighting by objective weighting approach, avoiding to organize experts to distribute weightings, therefore it can make position evaluation process more simple and convenient.
该线性模型运用客观赋权法对价值要素赋权，避免了组织专家赋权的步骤，因此，可以更为简便地对被评岗位的相对价值做出评价。
Compensation; Performance Appraisal; Position Evaluation; Human Resource Management.
薪酬；绩效考核；岗位评价；人力资源管理。
Compensation; Performance Appraisal; Position Evaluation; Human Resource Management.
薪酬；绩效考核；岗位评价；人力资源管理。
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