Research On The Evaluation Of Post Setting And Its Relationship With Work Input

Public service unit, a special organization in our country, who plays a very important role in improving people’s livelihood and economic development is the main provider of service. As a result of the outdated human resource management system, the worker of public service unit is inefficiency. Since the 1990 s, our country try to reform and Ministry of Labour and Social Security of the People’s Republic of China release implementation of the pilot measures for the management of positions establishment for public service unit, classified employees as three types of general positions which are workers, management position, technical position and rule the position level, position structure ratio, position establishment procedures and authority, etc.. After that, whole of the public service unit have started the position establishment. Based on the above background, I will investigate in different position categories the evaluation of employees on the post setting and explore the factor that can predict work engagement. On the basis of reading a lot of literature and combing the policy content and corrected by the worker of Bureau of human resources and social security, I compiled evaluation of position establishment questionnaire and select the work engagement scale. XC Bureau of human resources and social security sent the electronic questionnaires to more than 20 institutions. The study found that the work engagement is in the medium level with a slightly. The evaluation on degree of reasonableness and clarity for position setting is above the middle level. The evaluation on the degree of reasonableness of work load is below the middle level. The evaluation on the promotion and career development is in the middle level. The evaluation is nearly in the same level, except the dedication, which is different according to different education background. The evaluations on the positions establishment are different in different gender, age, seniority, education and industry. A further argument, the work engagement has significant correlation with some of evaluation. The promotion or career development route of clarity can predict on work engagement of workers and technical position. The degree of reasonableness of qualifications and consistency of the rights and responsibilities can predict on work engagement of management position, technical position. The responsibility of clarity can predict on work engagement of management position. At last, according to the different prediction factor, I make a suggestion on optimizing the position setting to improve the level of work engagement.