Four factors
knowledge is knowledge of the work to achieve goals and create value for the required level of knowledge, knowledge acquisition may be through formal education or work experience, first specify the depth of application knowledge, and then pointed out that the team members belong to the post , team leader or more than one team manager, to finalize the application of knowledge of the area. This factor is the required knowledge about the nature, to accomplish objectives and create value.
knowledge of factors measure the following three dimensions:
determine the level of knowledge
application to determine the width of the team to determine the role of
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one dimension: the knowledge required
definition: knowledge required to fulfill their duties refers to the essential knowledge needed. acquisition of knowledge through formal education / or work experience to obtain.
in determining this dimension, you need to pay attention to:
knowledge, taking into account the different dimensions of job knowledge requirements may focus on the depth or width
Here the concept of knowledge, including technical and professional knowledge, management of knowledge also includes knowledge of job requirements
essential post office requirements, the following explanation is not the most demanding
qualifications or experience in the use of text, This position usually requires only that the incumbent may be reached through which the process to determine the level of competence
dimension in the job description can refer to the requirements of the knowledge level of definition of the meaning of each dimension
1. limited work basic working knowledge
master the basics of practice and standards in order to perform tasks within a narrow range of jobs that require the incumbent to the availability of primary education level, only need short-term induction (several weeks or 1 to February within), you can master the jobs that require knowledge.
2.
basic working knowledge of the specific business need to know positions (business, trade) need to be proficient knowledge and skills or a particular technology / operators of such positions The incumbent is often required with specialist educational background, or lack of professional educational background in the case, with the terms of 3 years of experience, can master the job-specific skills.
3. broad working knowledge of
needs in a professional field, with many different aspects of a wide range of knowledge and theoretical academic positions require incumbents have the education, the need for a period of time (usually 1-3 years experience required) ability to understand the practice area after a more extensive aspects of knowledge, can qualified for this position. or, in secondary education with the practice adopted after a long time to master specific skills or operating methods.
4.
expertise with proficiency in a specific area of expertise and knowledge and the ability to integrate theory based on the actual job requirements of the company's incumbent with academic education, through long practice (and often take a long time of practice, such as 3 to 5 years), to reach proficiency in a specific area, you can actually Application of theory in depth. or posts requires the incumbent to a knowledge of many aspects of the field with a broad understanding of principles, and the need for guidance in this application and the ability of others can be used as business experts.
5. the broad functions of the domain knowledge / expertise
experienced in all aspects of a functional with a deep and broad knowledge and ability; for specific areas of expertise within the enterprise experts have worked in the degree of job requirements with academic education, through long practice (such as the need 5-8 years). qualified for this post within the functions needed in a number of different aspects of professional knowledge with a deeper, practical experience, can guide the functions of each area. or in a position requires the incumbent functions with specific aspects within profound professional knowledge, is the industry expert.
Determine Knowledge determine the level of knowledge
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Dimension II: the definition of team roles
: team role is the manner in which application of job requirements knowledge: the knowledge to their work, leading a team through the use of knowledge, or more than the leadership team through the use of knowledge.
dimension at all levels to explain the definition of points
1.
independent team members work, there is no direct responsibility for the leadership position of others who simply serving their expertise to work independently.
asked if the position requires coordination of related project activities or instruct others in the team, you can give a score of 1.5 (eg project manager).
If the job is a chamber director, but the direct reports under 3 who were treated with 1.5 score. (for example, director of business management). no leadership responsibility to others
2.
leadership team team leader (at least 3) work, distribution, coordination, supervision and team work required to lead a team, a team must have at least three team members (personal assistants and secretaries are not counted.) lead a team, the team at least three or more individuals within the
3.
guidance of team manager more than 2 team, decided to team structure and team members over the role of team leader job requirements, each team managed by a team leader.
jurisdiction if the position is directly responsible for a team, and indirectly, to govern the other team (by another team, leadership and management), then given a score of 2.5.
If both the direct management of two or more teams, but the team work between the same nature, they are given 2.5 points score. leadership more than two teams to determine
Example
Determine Context example
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three dimensions: Application Width
Definition: Application of the width is the width of job requirements or the application of knowledge environment, reflecting the position to apply the knowledge of the geographical scope of coverage.
dimension at all levels to explain the definition of points
1. Local
a country, or similar positions in neighboring countries the business environment requires only a national context of knowledge and skills. If the jobs have similar coverage of the business environment for the neighboring countries (such as Singapore and Malaysia), the score of 1. If the job needs of countries in a continent (such as Southeast Asia) use of knowledge, the score for the 1.5. The terms of reference positions in a country
2.
Intercontinental Intercontinental regions (Europe, Asia, Latin America) Requirements in a number of countries within the region using the knowledge and skills. If Post coverage of 2 regions (such as Europe and Asia), the score was 2.5. Job requirements responsible for a number of countries within continents, the operation of the business
3.
all regions of the world jobs require all the world Regional use of knowledge. Job requirements for all areas of global business operation
Determine Breadth determine the width of
Or, Simply Choose from Definitions or, simply choose from the definition of job evaluation
Position Evaluation Summary Summary
Sample Evaluation Example
Impact Assessment of: 177
Communication Communication: 50
Innovation Innovation: 50
Knowledge Knowledge: 105
PointsScore: 382
So, what do these points mean the points mean What
Position Class Conversion Tab job evaluation conversion table
Evaluation Process evaluation process
Select benchmark positions selection criteria for jobs
Gather data on benchmark positions data collection standards for the post assessment
Select position analysts choose Analysts
Form evaluation committee Organizational Assessment Committee
Communicate the process to those involved to communicate
Train evaluation committee assessment of job training
Evaluate positions
Put the evaluation results to use to use job evaluation results
Selection of Benchmark Positions choice of standard post
Benchmarks should be representative standard position requires a representative
Job-holder should be representative who is the representative office
The higher up, the more unique the more jobs high, the more unique
Benchmarking standards with post
Position Data Gathering collection of job data
Gather data collection
n Review company materials auditing firm material
n Review existing Position Descriptions audit existing posts Description
n Interview key personnel and key personnel interviews
Confirm positions confirm the position
n Use existing Position Descriptions, or use an existing job description, or
n Use position analysis questionnaire, or use of the questionnaire or
n Modify Position Descriptions, or modified job description or
n Write new Position Descriptions write new job description
The Evaluation Committee Evaluation Committee
Cross functional experience is a plus need for inter- sector experience
Credibility integrity
Members should be same level and status should be equal among the members of
Communication Communication
Looking at Position; not Position-holder concerned about jobs, rather than incumbents
Need to know market position similar position on the need to understand the market situation
Using well tested evaluation methodology using a proven assessment methodology
n Fairly and consistently evaluates jobs fair and systematic assessment of the post
n Can compare all types of jobs you can compare all the jobs
Those that know the jobs do evaluations to understand the talent to do job evaluation
JDs is the major source of job data job description is the main source of job information
Training Training < br> Learning by practice learning by
No training, no participation without the training, assessment
Getting motivation can not be inspired to
Evaluation Assessment
All evaluations are tentative until validation has not been confirmed in all assessments the former are tentative
Evaluating Position not Position-holder rather than the assessment of job incumbents
Considering competent, acceptable performance considered competent, acceptable performance
Evaluating current or the nearest future situation assessment of the post state of status quo or in the near future
Committee members represent the management job evaluation committee on behalf of the management
Evaluations are grouprs decision job evaluation is a collective decision
n Group must defend it together to defend the collective results of the assessment must be consistent
n No dissenting opinion is no different point of view
Evaluations correct when evaluated assessment, once completed, the assessment results within the organization and authoritative
n When changes and reorganizations take place, evaluations
redone when changes and reorganization, the redo assessment
assessor's role in the assessment process:
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