Is your organization facing the following issues?
It is impossible to objectively measure the value of the position, and it is impossible to achieve differentiated and accurate incentives.
The qualifications based on job clarification and job value are not clear, and it is difficult to improve the degree of matching between people and posts.
The company lacks talent development channels based on job value and job requirements, resulting in increasingly prominent talent echelon problems.
At present, the company does not have a unified rank system as a benchmark for the basis of the compensation structure.
Your organization needs to conduct a job evaluation.
Job evaluations focus on the "position", not on the "how" or "how" of the job.
Job appraisal can provide an objective quantitative analysis tool for organizations to measure the relative value of different positions in an organization, and systematically determine the "job value" in the enterprise under conditions that are as consistent as possible, so as to confirm the process of relative ranking of positions.
The job evaluation system provides a set of standards to measure all positions, and a good job evaluation system can greatly reduce the subjective judgment of job evaluation.
Job evaluation provides the premise and basis for the design of the compensation system to achieve internal fairness, so as to ensure effective talent incentives.
Mercer International Job Evaluation (IPE) systemIt is a constantly updated method of job evaluation, which contains the necessary elements to compare various industries and positions. IPE is often referred to as the objective assessment method, also known as the factor scoring system. Mercer's IPE divides the positions into:Four factors, ten degrees of latitudeScoring is taken and then aggregated into an overall score that corresponds to the level of the position. These four factors and the measurement standards of ten latitudes are consistent in all enterprises, which means that we use the same scale ruler and the same standard to measure different positions, so the results are fair and referential.
Mercer IPE has the following characteristics:
Verified sufficient:IPE is developed by Mercer's R&D center in Geneva in collaboration with world-renowned companies, and has been used and validated by thousands of large institutions, and is known as an enterprise-oriented evaluation system.
· YesSexuality:IPE is suitable for a wide range of positions in businesses of all sizes and across all industries, making it possible to compare jobs with the outside world.
· YesWith a wide range of:IPE is the most widely used job assessment method in Europe, Asia and China. In China, there are thousands of companies that are officially authorized to use IPE.
· FineHigh Accuracy:IPE is one of the most accurate job assessment tools on the market, divided into 48 job levels, which can accurately distinguish the differences between different levels of positions compared to other tools.
· UpdateTimely:IPE's expert R&D team continuously tracks the global use of the tool and the development trend of global organization management, so that it is always in line with the latest ideas in the market.