Research On The Identifying Index System Of Key Positions

With the development of open-reform policy, Chinese economy has developed so quickly in the past thirty years that our enterprises have got a lot of opportunities. The scale of our enterprises becomes larger and larger, the structure of organizations becomes more and more compressed, and the amount of equivalent positions increases very quickly today. In so many positions, some key positions are the carriers of organization strategic objective and leading operations. Core human resource will devote their intelligence and abilities to realizing strategic objective through these key positions. In the 21st century, which is the period of knowledge economy and high development of globalization economy, excellent human resource is the column of the development of enterprises and countries. Consequently, identifying key positions exactly as well as confirming core employees can give a standard to the differentiation management of human resource. After that, companies can pay more attention to the management of key positions so that they can choose, use and manage the core employees better. Besides, they can maintain their competitive advantages and develop more quickly. However, nowadays there isn't any professional identifying index system of key positions. Therefore, seeking an index system, which can identify key positions exactly and reasonably, is a problem that should be solved immediately.The thesis adopted literature search method to review the researches of job evaluation and analyzed the deficiency in using these researches to identify key positions. Then it used questionnaire research and enterprise visitation to analyze circumstance of identifying key position in our companies. According to the research, many companies have still counted on the subjective consciousness of managers when they identify key positions. Although some of them use job evaluation system to identify key positions, the veracity is quite low because of unreasonable evaluation factors and lack of dynamic adjusting rule. Based on the theoretical analyses and enterprises research as well as depending on Snell model of strategic human resource management and value-chain management, the paper established an identifying index system of key position, which consists of strategic contribution, unique position condition, responsibility significance, responsibility complexity four major indexes and twelve secondary indexes. In addition, it also recommended using the Analytic Hierarchy Process to confirm the weight of each index in this system. At last, in order to introduce procedure of use this index system and prove its feasibility, the writer used this index system to research on the project about identifying key positions in Guangzhou Shipyard International Co., Ltd. (GSI).The innovations of this article are as follows: based on the present research, it gave a professional identifying index system of key positions, and improved the research on position evaluation. Besides, it also showed the procedure of how to use this index system.