Enterprises should pay attention to these standards when implementing factor calculation and selecting incentive factors.

Enterprises should pay attention to those standards when implementing factor calculation method and choosing salary factors. A: When choosing salary factors, we should pay special attention to the following criteria:

1) The reward elements should have a certain logical relationship with the overall position value;

2) The elements of remuneration can be clearly defined and measured;

3) The salary elements must have the same gender in the established job evaluation system;

4) Salary elements must be able to cover all the main contents related to job requirements that living organizations are willing to pay;

5) The elements of salary must be closely related to the position being evaluated;

6) There should be no overlap and cross between salary elements;

7) The number of reward elements should be set according to the principles of necessity, appropriateness and easy management.

What factors should be paid attention to when purchasing hotel engineering lights? 1, safe.

2, cultural, whether the selected style conforms to the scene positioning. Otherwise, it is neither fish nor fowl.

3, budget .. According to the budget, choose lamps and lanterns.

The main consideration is the above aspects.

What elements should be paid attention to when selecting cylinders? 1. When the load changes during operation, cylinders with sufficient output should be selected;

2. Under the condition of high temperature or corrosion, the corresponding gas cylinders with high temperature resistance or corrosion resistance should be selected;

3. In the case of high humidity, dust or water droplets, oil dust and welding slag, the gas cylinder should take corresponding protective measures;

4. Before the cylinder is connected to the pipeline, the internal organs of the pipeline must be removed to prevent sundries from entering the cylinder;

5. The quality of gas cylinders should be filtered with a filter element of more than 40um before use;

6. The transverse load acting on the cylinder in the working process should not exceed the allowable value for maintaining the normal operation and service life of the cylinder;

7. Anti-freezing measures should be taken in low temperature environment to prevent water in the system from freezing;

8. When the cylinder is not used for a long time, the surface should be rustproof, and the air inlet and air outlet should be covered with dust-proof caps. Due to the high precision of product production and guidance, please do not disassemble the cylinder fixing block or cylinder head by yourself.

I hope I can help you. For other specific matters, please refer to Yin Tian Pneumatic. They make cylinders.

What elements should be paid attention to in translating passive voice? English is used to passive voice, and the subject (actor) is usually omitted. When translating into Chinese, add the subject. Because my ears hurt, I was given some chewing gum. The stewardess gave me some chewing gum. Translation should also understand the language background.

What is the factor counting method?

1. What sub-factors can be decomposed from the four major factors (skills, responsibilities, efforts and working conditions)?

2. How to assign a value (weight) to each factor?

Generally, each factor has several grades. How to grade (score) is easy to calculate, but some have seven grades and nine grades according to different factors. How to calculate this?

4. How to eliminate the influence of deviation from the obtained data? It is common to use variance, so should we calculate the variance of each factor in each position? Or just calculate the variance of the final score of the post?

5. How to apply the final position ranking results to the design of salary scheme?

Wonderful reply:

1. What sub-factors can be decomposed from the four major factors (skills, responsibilities, efforts and working conditions)?

The mode chosen by the landlord is relatively mature (divided into four elements: skill, responsibility, hard work and working conditions). I also thought about this model when I did related work, but I didn't do in-depth research. I don't know, how did you choose this model without knowing the sub-factors of this model? However, judging from the landlord's reply, it seems that the mode you choose is more in line with the company's situation.

I only talk about the sub-factors of responsibility (original model):

(1), responsibility for risk control

(2) the responsibility of cost control

(3) Responsibility of guidance and supervision

(4) the responsibility of internal coordination

(5) Responsibility for external coordination

(6), the responsibility of the work results

(7), organization and personnel responsibilities

(VIII) Legal liabilities

(9), decision-making level

2. How to assign a value (weight) to each factor?

Using analytic hierarchy process to assign values to factors, but I personally feel that it is not suitable for enterprises to do their own job evaluation, mainly for the following reasons:

First of all, AHP quantifies qualitative problems, so it is necessary to organize all aspects of the company to discuss and compare the importance of various factors when assigning values. This work is very time-consuming and labor-intensive, which requires a lot of training for the relevant participants in the discussion in advance, which is actually impossible. For example, it is difficult for the company's top management to have time to accept these trainings to understand this point, and there is still a problem in internal discussion because it is related to each other's interests.

Secondly, experts should be involved in error correction at any time, and this expert must be an external expert, because this can be more objective. No matter how high the level of insiders is, it is not appropriate, because the interests of insiders determine that no one recognizes your impartiality.

Third, it may have to be discussed many times, because the model made for the first time has to be tested by samples, and it has to be discussed again if it is not suitable. However, the general enterprise has a large amount of production tasks and it is impossible to invest too much time.

Fourth, it is unnecessary. Because the model you choose is already a mature model, it has been used by many consulting organizations in consulting cases, and the assignment is reasonable.

Fifth, the purpose of these calculations is to achieve fairness, but in fact, absolute fairness does not exist. Based on the principle that process fairness is more important than result fairness, personally, the key is to do a good job in process fairness.

To sum up, I think we can do this, according to the original distribution (skill 30%, responsibility 40%, effort 20%, working conditions 10%), and then do a small sample test to see how reasonable it is, and then communicate with relevant leaders and make some adjustments.

Generally, each factor has several grades. How to grade (score) is easy to calculate, but some have seven grades and nine grades according to different factors. How to calculate this?

Hehe, this is very interesting. I looked for almost all the books I could find at that time, but I couldn't find a satisfactory statement.

I later analyzed the consulting cases of many companies and found a more reasonable way, that is, referring to the original model, and then doing it at several levels according to the actual situation, without being rigid or divided into several levels. That is to say, in the classification description, the existing positions and the positions to be set up in the company are actually included, which makes people clear at a glance, and related positions can be listed in the future. At the same time, it also solves a problem, that is, after the job evaluation model is completed, it is very easy to put all the jobs in. The score is calculated by rounding, and then finally we will see if it matches the total score, and then make some minor adjustments. Personally, I have always thought that it is meaningless for this Dongdong to pursue too scientific calculation, of course, because I have never been able to find other people's practices. But after reading a lot of cases made by others, it seems that they all use the method of narrowing the gap between the two ends. I don't know what the reason is, it may be the adjustment when the deviation is eliminated, or it may be some experience. I personally have some ideas in this regard, so I won't talk about them for the time being, because I haven't done in-depth research and verification.

4. How to eliminate the influence of deviation from the obtained data? It is common to use variance, so should we calculate the variance of each factor in each position? Or just calculate the variance of the final score of the post?

This is to calculate the variance of each factor, and the variance of the final score should also be calculated, mainly to see if it is reasonable. This process is also a process of finding out unreasonable information, then finding out the reasons and doing some corrective work.

5. How to apply the final position ranking results to the design of salary scheme?

There are some steps:

(1) Draw a position value curve.

(2) According to the evaluation score, determine the number of new salary levels of the company and the new salary channels of each position.

(3) Calculate the value, salary grade and standard annual salary of standard posts at all levels according to the set number and channels of salary grades.

(4) Using the standard position values and actual scores at all levels, draw up the salary path map of each position in the company.

In this way, the results of job evaluation are applied to the salary scheme. Regarding the adjustment of the payroll, it is suggested that the landlord find a broadband payroll.

The above information is purely,,,, don't trace it! !

What is factor counting method+factor counting method? It is a scientific and quantifiable evaluation method to determine the post grade in salary design. Factor counting method, also known as post-event scoring method, is a widely used quantitative evaluation method. The so-called factor counting method is to select several key salary elements, define different grades of each element, and give each grade a certain score, which is called "score". Then, according to these key salary elements, the position is evaluated, and the total score of each position is obtained, so as to determine the position level and salary level. Use the operation steps of factor counting method (1) to carry out job analysis and prepare job description. (2) Establish a job evaluation committee. (3) Select the main factors of job evaluation. (4) Determine the job evaluation project. (5) Determine the evaluation grade. (6) Set the integral of each grade. (7) Give the weight coefficient according to the importance of each item in the whole. (8) After the above steps are completed, it is necessary to select representative positions, simulate the above evaluation factors, the setting of evaluation items, and the selection of evaluation points and weight coefficients to test whether the evaluation results are correct and reasonable. If problems are found, re-adjust the relevant evaluation factors, evaluation items, scores and weight coefficients. (9) Evaluate each post (10) and determine the post level. Luo Shuangping scientifically designs salary and effectively motivates employees.

What elements should be paid attention to when answering IELTS reading collocation questions? Candidates' answers to this question are as follows: 1. They don't know how to locate, and they can't locate correctly. 2. They ignore the meaning of the problem-solving stem and the new words in the problem-solving stem, which leads to the inability to find the position keywords and return to the original text for synonymous reporting. They don't understand the content of the article and can't do the problem. How to deal with the information matching problem 1 The crux of the latter two questions lies in vocabulary. Vocabulary is the basis of preparing for reading. Besides having enough vocabulary, we should also pay attention to explaining English in English, that is, the ability to distinguish synonyms. 2. The difficulty in locating locators is the key to matching the details of paragraph information. Find out how the proposer writes the question, so that he can go back to the original text purposefully to find the corresponding information. In solving problems, nouns, verbs and adjectives with special details are generally suitable for locating keywords. For more IELTS reading skills, you can also pay attention to the IELTS series courses of Beijing New Oriental, which I believe can help you.

What problems should be paid attention to when determining the development strategy of applying factor design in corporate image design? Even Google is studying colors. What about you? Megan, female editor of Forbes, an American financial magazine? Meghan Casserly recently said that Google's color research is still in the early stage, but it has been found that there is a clear correlation between color and employees' satisfaction with the working environment, and color can stimulate employees' creativity and productivity to a certain extent. And corporate brand image needs color research more! Pay attention to the research, development and application of color, and integrate brand colors, including brand logos, web pages, products and others, through three systems: MI (Mind Recognition), BI (Behavior Recognition) and VI (Visual Recognition) to maximize brand influence.

What etiquette elements should we pay attention to when watching the exhibition? Don't make a fuss, bring your business card and exchange it with the exhibitors!