Level | + Graduated from high school, college, junior college. + Priority is given to those who have completed training courses in customer care. |
Experience | Have at least 01 year of experience in a similar position. |
Ability | + Good problem solving ability. + Ability to communicate and present issues clearly and easily understood. + Work well independently and in a team. |
Skill | + Handling situations. + Time management. + Computer literate. + Make report. |
Attitude | + Honest, open, sociable. + Respect colleagues, help each other progress. |
Other standards | + Good health to ensure completion of assigned work. + Ready, proactive and creative in assigned work. + Strictly comply with company rules and regulations. + Long term commitment to the company. |
Maybe you are interested!
-
Statistics By Job Position At Viet Duc Friendship Hospital -
What is your job position at the company? -
Innovation in Teacher Selection, Use and Transfer According to Job Position Project -
Solution 4 - Develop a Government Decree Regulating the List and Periodic Time Limit for Job Position Transfers for Certain Industries, -
Proposed Research Model and Job Satisfaction Assessment Index:
Normally, job descriptions and job standards are issued simultaneously in a document commonly called a job description. [3, pp.80-81] This document usually has the following main contents:
+ Job title.
+ Position in the business, including job title of the person reporting to and the person to whom the report is being made.
+ Location of the job.
+ Summary of the general nature and objectives of the work.
+ List of main jobs or tasks of the employee.
+ Standards for work performance.
+ After the job description is created, the HR department will send it to the corresponding departments for comments, additions, and revisions. Next, the HR department will complete the job description and submit it to the director for approval.
Table 2.4: Job description – Job standards for the position of “Talk room staff”
Van Son Joint Stock Company .
Address: Ngang Hamlet, Dai Mo Commune, Tu Liem, Hanoi Phone: (04) 37686916 Fax: (04) 37686915
JOB DESCRIPTION TALKER Title: Department: Room Talker. Employee Name: Direct Manager: Talk room | ||
JOB DESCRIPTION | ||
Job Purpose | + Receive calls from customers, choose suitable taxi for customers. + Enter transaction information into the table to track transactions that occurred during the day. + Receive and resolve requests from customers and the driving department. + Solve problems arising at work. | |
Level | High school, intermediate school, college. | |
Experience | 01 year or more. | |
Expertise
Understand the work process, know how to use computer [operating system] Windows operating system, Word text editor, Excel spreadsheet]. | |
Skill | Problem solving, communication, computer. |
Other requirements | Experience in customer service is a plus. an advantage |
Responsibility | + Strictly follow company rules and regulations. + Skillfully handle problems arising with customers and drivers to ensure business efficiency and not affect the company's reputation. + Periodically report to the department head on transactions. during the period, any problems that may arise and how to resolve them. |
Power | + Propose resources needed for the job. + Participate in contributing ideas and initiatives to improve and enhance the company's operational efficiency. + Enjoy rewards and disciplinary policies according to the company's reward and disciplinary regulations. + Allowed to require drivers to strictly comply with the company regulations |
Probationary period | 02 months. |
Benefits | Social insurance, health insurance, unemployment insurance, rice lunch. |
WORK STANDARDS | |
Level | + Graduated from high school, college, junior college. + Priority is given to those who have completed training courses in customer care. |
Experience | Have at least 01 year of experience in a similar position. |
Ability
+ Good problem solving ability. + Ability to communicate and present issues clearly and easily understood. + Work well independently and in a team. | ||||
Skill | + Handling situations. + Time management. + Computer literate. + Make report. | |||
Attitude | + Honest, open, sociable. + Respect colleagues, help each other progress. | |||
Other standards | + Good health to ensure completion of assigned work. + Ready, proactive and creative in assigned work. + Strictly comply with company rules and regulations. + Long term commitment to the company. | |||
SIGNATURE: | ||||
Full name | Title code | Signature | Day | |
Direct management | ||||
Approver | ||||
The person receiving the job | ||||
(Job descriptions of some personnel at Van Son Joint Stock Company are presented in the appendix).
2.5.3. Building basic salary scales and tables according to job positions (P1)
2.5.3.1. Determine the number of ranks in the salary scale
In the salary scale, salary grades explain that jobs with the same grade have equivalent value. Salary grades reflect the importance of jobs in the organizational structure of the enterprise. Salary grades are built for the following three basic reasons:
+ Salary scale allows job classification.
+ Salary scale allows calculating subjective factors in salary payment: Enterprises have different priorities in salary policy. This enterprise focuses on qualifications and seniority. While in other enterprises, those criteria are not important...
+ Salary grades allow to simplify the salary system because a grade usually includes a number of jobs of equal importance.
To determine the number of ranks in the salary scale, we need to carry out the following tasks in turn: Determine the value of the job; Divide the salary; Specifically as follows:
- Determining work value: [3, pp.86-99]
Based on the organizational chart, we know the existing positions at Van Son Joint Stock Company. To determine the number of positions in the salary scale, we must build a set of KPI indicators to measure the value of work corresponding to each position. This set of KPI indicators is built based on quantitative standards of work value, these standards show what the enterprise bases on to determine the salary level according to the job position (according to P1); The work of determining quantitative standards of work is implemented in two steps:
+ Step 1: Determine the criteria for evaluating job value.
+ Step 2: Determine the evaluation scale (including the general scale and the weight of each criterion).
This KPI measurement index set includes the following elements: Evaluation criteria, weights, and scores for each criterion. Normally, we can use a scale of 1-10 or 10-100. The weight of each standard or criterion represents the level of contribution of the standard or criterion to the work. For Van Son Joint Stock Company, I use a scale of 10-100 for convenience when scoring evaluation items.
This set of KPI metrics is used to evaluate the value of work, not to evaluate the ability or performance of the individual employee holding that position.
In the process of determining standards for evaluating work value (corresponding to KPI indicators), we can base on many different criteria such as:
+ Professional knowledge;
+ Management level;
+ Problem solving;
+ The level of challenge of the decision;
+ Level of initiative in work;
+ Impact of location on final results;
+ Level of liability related to assets;
Table 2.5: Standard table for evaluating job value
Simple labor
Brain labor | |
Level | Level |
+ Education | + Education |
+ Experience | + Experience |
+Creative | |
Effort | Creative |
+ Strength | + Complicated work |
+ Thinking | + Level of supervision |
Responsibility | Responsibility |
+ Equipment | + Consequences of mistakes |
+ Materials, products | + Relationship |
+ Labor safety | + Confidential information |
+ With other people's work | |
Working conditions | Working conditions |
+ Working conditions | + Intellectual effort |
+ Risks at work | + Working conditions |
Monitor | |
+ The nature of supervision |
+ Management span
Once we have the standards and scoring scale, we can build a set of indicators.
KPI through building a questionnaire tool to evaluate work value. Below is a set of KPI indicators used to evaluate work value at Van Son Joint Stock Company built according to the above criteria.
Table 2.6: KPI measurement indicators used to evaluate work value at Van Son Joint Stock Company. [3, pp. 86 – 89])
Van Son Joint Stock Company .
Address: Ngang Hamlet, Dai Mo Commune, Tu Liem, Hanoi Phone: (04) 37686916 Fax: (04) 37686915
KPI INDEX SET FOR ASSESSING WORK VALUE JOB POSITION:………………………………. Reviewer: Department: | |||||
Title: Total rating: | |||||
Evaluation date:………………………. | |||||
Standard | Level | Weight number | Point | Point real | |
Knowledge | ◻ No education required. ◻ PTTH. ◻ Secondary, vocational training. ◻ College. ◻ University. ◻ Postgraduate. | 1 2 3 4 5 6 | 10 15 20 30 40 50 | 10 30 60 120 200 300 | |
Experience | ◻ 6 months. ◻ 1-2 years. ◻ 3-5 years. | 1 2 3 4 | 10 20 30 40 | 10 40 90 160 | |
◻ 5-7 years. ◻ Over 7 years. | 5 | 50 | 150 | |
Problem awareness | ◻ Can clearly understand commands and instructions related to work ◻ Can clearly understand commands and instructions related to the work of a group or department. ◻ Can grasp the essence of new information related to work | 1 2 3 | 10 20 40 | 10 40 120 |
Ability | ◻ The job does not require convincing people | 1 | 10 | 10 |
theory | other. | 2 | 20 | 40 |
serve | ◻ Need to convince team members, superiors | |||
below, customers with limited quantity. | 3 | 30 | 90 | |
◻ Need to convince team members, superiors | ||||
below, customers with medium quantity. | 4 | 40 | 160 | |
◻ Need to convince a large number of subordinates | ||||
or difficult customers. | ||||
Brightness | ◻ No need. | 1 | 10 | 10 |
create | ◻ Create small initiatives in your work | 2 | 15 | 30 |
group work | ||||
◻ Provide new ideas for quality improvement | 3 | 20 | 60 | |
service. | ||||
◻ Provide new ideas for improvement, openness | 4 | 25 | 100 | |
wide range of services ◻ Provide feasible service ideas | 5 | 30 | 150 | |
new. ◻ Provide new feasible ideas about the job | 6 | 35 | 210 | |
organization | ||||
Capacity | ◻ No need. | 1 | 10 | 10 |
leader | ◻ Small group leadership. | 2 | 15 | 30 |
◻ Department leader. | 3 | 20 | 60 | |
◻ Department leader. ◻ Business leaders. | 4 5 | 30 40 | 120 200 | |
Intensity | ◻ No special effort required. | 1 | 10 | 10 |
concentrate | 2 | 20 | 40 |