Through the factor evaluation method , offer firewood for the fact that the compensation is designed count , make position value in enterprise must use the quantity 通过因素评价法进行职位评价,为薪酬设计提供了薪点数,使职位对企业的价值得以数量化。
At the same time , we can get the speed value of motor by differential computing the position value , so it is possible to accurately control the speed of motor 同时对转子精确位置信号进行微分计算又可以获得精确的速度信号，故实现精确速度闭环又成为了可能。
If you have entered position values that cause elements to overlap , you can control which element appears on top of the other by assigning appropriate z - index values 如果所输入的位置值会导致元素重叠，则通过分配适当的z顺序值，可以控制哪个元素显示在其他元素的上面。
Under general circumstance , the business enterprise employee ' s salary encourages degree or satisfaction always hard observe directly , this needs us to calculate the business enterprise salary to encourage degree accurately more , it can ask for help from the position value for this problem resolve . it can reflect the difference among the staff rationally , and then the effective full play salary encourages the function 一般情况下,企业员工的薪酬激励程度或满意度总是难以直接观察,这就需要我们较为准确的计量企业薪酬激励程度,对于这个问题的解决可以借助于职位价值评估,合理体现员工间的差异性,进而有效地发挥薪酬激励功能。
But in recent years along with enterprise interior personnel structure change , postal service enterprise in salary system aspect contradiction day by day prominent , the wage level and the market price position come apart , the position wages cannot reflect the position value , the achievements system of examining and assessment lacked may operational , the assignment way still quite sole , different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent , neglects the different post to undertake the difference which the different work responsibility produced , still continued to use the tradition in the achievements inspection , take experiences judges as the main body achievements inspection method , the staff individual income and the contribution size is not close , the varying degree has the egalitarianism , 薪酬设计中既兼顾影响薪酬的各种因素,又突出重点。优化后的薪酬体系,以工作评价和工作分析为基础,通过对每一个岗位的职责、任职资格、工作成果进行清晰地界定,并确定与该职位相匹配的价值和报酬体系,为从事不同类属工作的员工设计相应的职业发展通道,同时根据员工业绩评估周期,将员工的薪酬与个人绩效和企业的持续发展紧密地联系在一起,体现了多劳多得的分配原则,实现同工同酬;建立一个能够激励员工不断奋发向上的心理环境;使员工能够与组织同分享因组织成长所带来收益。
