ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 1996, Vol. 28 ›› Issue (4): 388-395.

• • 上一篇    下一篇

职务评价的方差分析法在制定职务等级中的应用

王二平;呼和少布;龚曾怀;刘学芬   

  1. 中国科学院心理研究所,中国人民银行人事司
  • 发布日期:1996-12-25 出版日期:1996-12-25
  • 通讯作者: 王二平

VARIANCE ANALYSIS METHOD OF JOB EVALUATION:ITS APPLICATION TO DETERMINING BANK JOB GRADES

Wang Erping;Huheshaobu;Gong Zenghuai;Liu Xuefen(Institute of Psychology, Chinese Academy of Sciences, Beijing,100012)(Personnel Department,People's Bank of China,Beijing,100800)   

  • Online:1996-12-25 Published:1996-12-25

摘要: 职务评价的方差分析法的技术核心是通过方差分析确定职务可比价值各成分的权重。此方法的有效性和实用性已在协助国有企业内部分配改革的制定工资标准中得到验证,并显示其普遍性的方法论意义:职务评价值是职务价值的线性映射:凡涉及职务价值差异的问题都可用此方法解决。本研究应用方差分析法为国有金融系统行员制改革中制定统一的职务等级标准提供技术支持和科学依据。评价程序中,职务分析、职务分类、计算职务评价值等前三个步骤与制定工资标准的作法相同。然后,推算各类职务评价值的变异范围(以95%置信区间代表),再将各类职务按管理层次合并为大类。最后,寻求一个合理划分各管理层次大类变异范围的约数,划分整个评价值变异范围。对某银行系统452种职务的841个样本评价的结果,所确定的职务等级数、各职务大类的等级跨度、位次,都符合该银行系统的人事管理经验及改革设想

关键词: 职务评价的方差分析法, 职务等级, 金融系统人事管理

Abstract: One aim of the personnel management reform in Chinese state-owned banking organizations is establishing a unique job grade system to replace the present executive and professional ones. Determining the number of grades and assigning them to job categories are two critical problems to the reform.Lack of job standards and job classification in present personnel management would make the solution of these problems difficult if popular job evaluation methods were applied. Variance Analysis Method (VAM)of job evaluation developed by the first author is selected to solve the problems.The procedure is as follows.1) Job analysis.The Position Analysis Questionnaire(PAQ)is selected to obtain the descriptive data of positions by interviewing job incumbents individually,2) Job classification,Ward's hierarchical clustering method is selected to cluster positions and to generalize job characteristics based on the descriptive data.3) Evaluating jobs,F statistic of a comparable worth component is converted as the weight of the component.Job value is the linear combination of all the components.4) Calculating variety intervals of job cluster values, 95%confidence interval of each cluster values is determined as the variety interval.5)Determining grade numbers and assigning them to job categories.Job clusters are merged into several categories according to organizational hierarchies.A category interval is the merged intervals of those included clusters.A divisor is sought for dividing all category intervals with the fewest discrepancies. Grades are then determined and assigned to job categories.This procedure was applied in one banking organization,841 samples of 452 jobs were evaluated. 31 job clusters were determined then merged into 6 categories with the assistance of banking personnel experience.16 job grades were determined and assigned to job categories, The effectiveness and applicability of the VAM for determining job grades was substantiated by the results.

Key words: variance analysis method of job evaluation, job grades, banking personnel