The Construction Of Position System For H National Revenue In XX City

Chinese government is paying more attention to Officials management today, and officials whose position level under the section chief account for 92% among all the government officials. If the government officials could develop only by post -advanced channels,there will produce much difficulty in the government officials' capability growth,career planning,performance management and payment management etc,therefore these difficulties will affect the government officials' work enthusiasm and work performance. In order to sovle the problem of government officials' career development,we need to design corresponding career advacement channels to induct most government officials to set the direction to being an expert.Through position evaluation,we can build up a position system within an organization,which provides a ground for the government officials' career advancement channels.On one hand,this research focuses on how to build up a position system by position evaluation through empirical method.This reseach carries out by the following step:Step one,position analysis; Step two, make a questionnaire survey to probe into degrees of approval of compensable factors,and analyses the structure of compensable factors;Step three, evaluation of every factor's degrees;Step four, distribute weighting by AHP-GEM method; Step five, preliminary experiment of position evaluation, compares the realiability and validity of the result by alternative weighting approaches, therefore modifies the Position Evaluation Scale; Step six, formal experiment of position evaluation, compares the realiability and validity of the result by alternative weighting approaches,and finally find out the best weighting approach;Step seven,build up the position system for H National Revenue.On the other hand, This research finds out a position evaluation model for H National Revenue: F_综=0.76767F₁+0.09438 F₂+ 0.0559F₃ ,In that model, The first componant represents the sixteen compensable factors in the Position Evaluation Scale;The second componant represents the compensable factor called work environment;The third component represents the compensable factor called computer skill a position needed.This model distribute weighting by objective weighting approach, avoiding to organize experts to distribute weightings,therefore it can make position evaluation process more simple and convenient.