摘要
本文针对目前岗位评价报酬要素权重确定方法中存在的问题,将层次分析法引入到岗位评价中,提出了可操作的确定岗位评价报酬要素权重的流程图,解决了以往凭经验确定报酬要素权重导致岗位评价失衡的问题。
This paper targeted an problems in the determining compensable factors wei ght,and led the analytic hierarchy process into job evaluation,It prenlentedan operational flow chart to determine the weight of compensable factors,and solv ed problems of determining compensable factors weight according to experience in the past causing job evaluation out-of-balance.
出处
《价值工程》
2004年第7期55-57,共3页
Value Engineering
