西南铝岗位设计关键技术研究与实践
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摘要
岗位研究是以企业单位中各类劳动者的工作岗位为对象，采用科学的方法，经过岗位调查，收集有关工作岗位的信息以及科学的岗位分析、评定，制定出岗位规范、工作说明书、岗位分类图等各种人事管理文件，为劳动力的招收、调配、考核、培训、升降、奖惩以及劳动报酬提供客观依据。
本文结合西南铝的实际情况，对企业岗位的性质、任务、职责、劳动条件和环境，以及职工承担本岗位任务应具备的资格条件所进行的系统分析和研究，并详细说明了制定出岗位规范、工作说明书等人事文件的过程。在进行岗位分析的基础上，阐述了岗位评价的内容、步骤、特点，提出了序列法、分类法、评分法、因素比较法等岗位评价方法。研究了时间研究，能量代谢测定、有害因素监测等技术方法对岗位的劳动强度、劳动环境所进行的综合测定，通过实地观察、测定劳动者在劳动中的工时消耗情况、劳动量的大小、工作地环境状况等，着重阐述了工作日写实、测时的工时研究方法，为岗位评价提供定量的信息。
最后论述了岗位设计在公司的应用，从劳动技能、劳动强度、劳动责任、劳动环境四个基本要素出发并具体量化，将诸因素划分为四类，又将四类划分为11个指标，每个指标再划分四级，划分岗位的等级。实施岗位制度改革，合并职能，精简机构，引入了竞争机制，激活了队伍，优化了人、财、物等资源的合理配置，为现代企业制度的建立打下了坚实的基础
Position study research on the different workers' position in the enterprise. By scientific means and position surveying it gather the information related to the position and analysis and assess the scientific position, then constitute the criterion of position, job explain manual, chart of position classifying and personnel management documents. It provides the impersonal rule for laborers' recruit, redeployment, checking, training, rewards and punishment.
This paper is based on the real situation of southwest aluminum (group) Co.LTD (SWA). It analyzes and investigates on the enterprise positions' character, task, duty, labor condition and circumstance and the qualification condition of the employee for this position. The process of establish criterion of position and job explain manual are particular explained. On the base of position analysis, this paper also expounded the content, step, characteristic of position valuation, and put forward some position valuation methods, such as sequence method, classify method, grading method and factor compare method and so on. Further more, this paper studied the technical method such as time study, energy metabolizing, nocuous factor inspection and synthesis mensuration on the labor intension and labor environment of position. By the locale observation, we mensurate consuming of man-hour, quantity of labor, environment of position when workers are laboring, and emphasized expound the realistically recordation of working day, man-hour method of measure time, which offer the ration information for position valuation.
At last, this paper discusses the application of position design in the corporation. It set out from the four basic factors (labor skill, labor intensity, labor liability and labor environment) and quantifies the four factors. The four factors are divided into four kinds and the four kinds are divided into eleven targets, then each target is divided into four levels. By the means of position grade division, innovation of position system, uniting employment and simplifying the institution, we can induct the competition mechanism, activate personnel and collocate the employees, finance and substance in reason, and establish the stability base for building the system of modern corporation
本文结合西南铝的实际情况，对企业岗位的性质、任务、职责、劳动条件和环境，以及职工承担本岗位任务应具备的资格条件所进行的系统分析和研究，并详细说明了制定出岗位规范、工作说明书等人事文件的过程。在进行岗位分析的基础上，阐述了岗位评价的内容、步骤、特点，提出了序列法、分类法、评分法、因素比较法等岗位评价方法。研究了时间研究，能量代谢测定、有害因素监测等技术方法对岗位的劳动强度、劳动环境所进行的综合测定，通过实地观察、测定劳动者在劳动中的工时消耗情况、劳动量的大小、工作地环境状况等，着重阐述了工作日写实、测时的工时研究方法，为岗位评价提供定量的信息。
最后论述了岗位设计在公司的应用，从劳动技能、劳动强度、劳动责任、劳动环境四个基本要素出发并具体量化，将诸因素划分为四类，又将四类划分为11个指标，每个指标再划分四级，划分岗位的等级。实施岗位制度改革，合并职能，精简机构，引入了竞争机制，激活了队伍，优化了人、财、物等资源的合理配置，为现代企业制度的建立打下了坚实的基础
Position study research on the different workers' position in the enterprise. By scientific means and position surveying it gather the information related to the position and analysis and assess the scientific position, then constitute the criterion of position, job explain manual, chart of position classifying and personnel management documents. It provides the impersonal rule for laborers' recruit, redeployment, checking, training, rewards and punishment.
This paper is based on the real situation of southwest aluminum (group) Co.LTD (SWA). It analyzes and investigates on the enterprise positions' character, task, duty, labor condition and circumstance and the qualification condition of the employee for this position. The process of establish criterion of position and job explain manual are particular explained. On the base of position analysis, this paper also expounded the content, step, characteristic of position valuation, and put forward some position valuation methods, such as sequence method, classify method, grading method and factor compare method and so on. Further more, this paper studied the technical method such as time study, energy metabolizing, nocuous factor inspection and synthesis mensuration on the labor intension and labor environment of position. By the locale observation, we mensurate consuming of man-hour, quantity of labor, environment of position when workers are laboring, and emphasized expound the realistically recordation of working day, man-hour method of measure time, which offer the ration information for position valuation.
At last, this paper discusses the application of position design in the corporation. It set out from the four basic factors (labor skill, labor intensity, labor liability and labor environment) and quantifies the four factors. The four factors are divided into four kinds and the four kinds are divided into eleven targets, then each target is divided into four levels. By the means of position grade division, innovation of position system, uniting employment and simplifying the institution, we can induct the competition mechanism, activate personnel and collocate the employees, finance and substance in reason, and establish the stability base for building the system of modern corporation
引文
[1] 安鸿章.岗位研究理论与实践. 天津：南开大学出版社，1999.10
[2] 郑晓明，吴志明.工作分析务实手册.北京：机械工业出版社,2002.2
[3] 梁钧平.人力资源管理.经济日报出版社，1997
[4] Jayaram, Jayanth, Droge, Cornelia, Vickery, Shawnee K. Impact of human resource management practices on manufacturing performance. Journal of Operations Management. V 18 n 1. Dec 1999. p 1-20
[5] 刘帆，黄蕾.岗位满意度论.武汉交通管理干部学院学报.2000,2(3),49-5
[6] 左仁淑，殷秀梅.试论人力资源管理理论发展的阶段性.管理科学.1999.(3).19-22
[7] Grundy,Tony. Human resource management - a strategic approach. Long Range Planning .V 30 n 4. Aug 1997 .p 507-517
[8] Squillante,Marks. Analysis of job arrival patterns and parallel scheduling performance. Performance Evaluation.1999(8),p36-37
[9] 唐军.现代人事心理学.北京：北京经济学院出版社，1997
[10] 张一驰.人力资源管理教程.北京：北京大学出版社，1999
[11] E.麦克纳.N.比奇著，丁帆译。人力资源管理.中信出版社，1998
[12] 萧灵政.现代人事考评考评技术及应用，北京：中国人民大学出版社，1997
[13] Molleman.E, Van Delft. the application of an empowerment model. Human Factors and Ergonomics In Manufacturing, v 11 n 4 Fall 2001 p 339-354
[14] Vargas Cortes,M.G, analysis of middle management work in non-steady conditions, Computers & Industrial Engineering 31 1-2 Oct 1996 p 53-57
[15] 黄学军,丁激文,王艳.人力资源管理发展新趋势.2001(9),14-21
[16] 邓宝山.引入人力资源管理理论与知识：构建企业人事劳资管理新制度.中国劳动.1999.(1).26-27
[17] 涂台良.现代人力资源管理手册.北京：清华大学出版社，2000
[18] 李剑.人力资源管理务必手册.北京：中国语言出版社,2000
[19] 西蒙.d罗伦,兰多.舒尔乐著，董克用译.人力资源管理.北京：中国劳动社会保障出版社，2000
[20] 曲庆.人力资源管理案例.北京：清华大学出版社，2000
[21] 秦志华.人力资源管理.北京：中国人民大学出版社，2000
[22] 冯虹.现 代人力资源开发与管理.北京：经济管理出版社，1997
[23] 西南铝业（集团）有限责任公司岗位结构工资方案
[24] 中国有色金属工业总公司劳动定额文件
[25] Jim Greenhaus.Self-service,Web-based HR benefits both employers and employees. Employee Benefits Journal, Jun 2002; Vol. 27,p 24-26.
[26] 西南铝业（集团）有限责任公司劳动定额资料
[27] Yaakob, shamshul Bahar. Worker's placement in an industrial environment. Fuzzy Sets and systems, 1999,3(106),p 289-197
[28] 西南铝业（集团）有限责任公司岗位劳动评价资料
[29] Raphael Amit, Monica Belcourt. Human resources management processes: a value-creating source of competitive advantage. European Management Journal. V 17, Issue 2. April 1999. P 174-181 lamabad; May 13, 2002; pg. 1
[30] 西南铝业（集团）有限责任公司工作日写实资料
[31] 西南铝业（集团）有限责任公司工人工作标准
[32] Susan Schneider, Rosalie Tung. Introduction to the international human resource management special issue. Journal of World Business. V. 36, Issue 4. 2001. P. 341-345
西南铝业（集团）有限责任公司配套改革综合资料
[2] 郑晓明，吴志明.工作分析务实手册.北京：机械工业出版社,2002.2
[3] 梁钧平.人力资源管理.经济日报出版社，1997
[4] Jayaram, Jayanth, Droge, Cornelia, Vickery, Shawnee K. Impact of human resource management practices on manufacturing performance. Journal of Operations Management. V 18 n 1. Dec 1999. p 1-20
[5] 刘帆，黄蕾.岗位满意度论.武汉交通管理干部学院学报.2000,2(3),49-5
[6] 左仁淑，殷秀梅.试论人力资源管理理论发展的阶段性.管理科学.1999.(3).19-22
[7] Grundy,Tony. Human resource management - a strategic approach. Long Range Planning .V 30 n 4. Aug 1997 .p 507-517
[8] Squillante,Marks. Analysis of job arrival patterns and parallel scheduling performance. Performance Evaluation.1999(8),p36-37
[9] 唐军.现代人事心理学.北京：北京经济学院出版社，1997
[10] 张一驰.人力资源管理教程.北京：北京大学出版社，1999
[11] E.麦克纳.N.比奇著，丁帆译。人力资源管理.中信出版社，1998
[12] 萧灵政.现代人事考评考评技术及应用，北京：中国人民大学出版社，1997
[13] Molleman.E, Van Delft. the application of an empowerment model. Human Factors and Ergonomics In Manufacturing, v 11 n 4 Fall 2001 p 339-354
[14] Vargas Cortes,M.G, analysis of middle management work in non-steady conditions, Computers & Industrial Engineering 31 1-2 Oct 1996 p 53-57
[15] 黄学军,丁激文,王艳.人力资源管理发展新趋势.2001(9),14-21
[16] 邓宝山.引入人力资源管理理论与知识：构建企业人事劳资管理新制度.中国劳动.1999.(1).26-27
[17] 涂台良.现代人力资源管理手册.北京：清华大学出版社，2000
[18] 李剑.人力资源管理务必手册.北京：中国语言出版社,2000
[19] 西蒙.d罗伦,兰多.舒尔乐著，董克用译.人力资源管理.北京：中国劳动社会保障出版社，2000
[20] 曲庆.人力资源管理案例.北京：清华大学出版社，2000
[21] 秦志华.人力资源管理.北京：中国人民大学出版社，2000
[22] 冯虹.现 代人力资源开发与管理.北京：经济管理出版社，1997
[23] 西南铝业（集团）有限责任公司岗位结构工资方案
[24] 中国有色金属工业总公司劳动定额文件
[25] Jim Greenhaus.Self-service,Web-based HR benefits both employers and employees. Employee Benefits Journal, Jun 2002; Vol. 27,p 24-26.
[26] 西南铝业（集团）有限责任公司劳动定额资料
[27] Yaakob, shamshul Bahar. Worker's placement in an industrial environment. Fuzzy Sets and systems, 1999,3(106),p 289-197
[28] 西南铝业（集团）有限责任公司岗位劳动评价资料
[29] Raphael Amit, Monica Belcourt. Human resources management processes: a value-creating source of competitive advantage. European Management Journal. V 17, Issue 2. April 1999. P 174-181 lamabad; May 13, 2002; pg. 1
[30] 西南铝业（集团）有限责任公司工作日写实资料
[31] 西南铝业（集团）有限责任公司工人工作标准
[32] Susan Schneider, Rosalie Tung. Introduction to the international human resource management special issue. Journal of World Business. V. 36, Issue 4. 2001. P. 341-345
西南铝业（集团）有限责任公司配套改革综合资料
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