post management

No matter what the reason, such as merger and reorganization, there may be various situations such as vague, overlapping and duplication of responsibilities in the organization, which will cause obstacles to the development of the organization. You will find that some people are doing repetitive things, and sometimes there will be prevarication and bickering. Ruiwei Consulting will help you find and solve such problems and clarify your job responsibilities. Everyone knows clearly what they should do. At the same time, we can help you reasonably grasp the challenge level of your job and assume appropriate job responsibilities.
As a business partner of the company, HR needs to know and pass on to employees well, what is the basis for the company to pay salaries, and how employees can further develop within the organization. So how to achieve this? We use a consistent and objective job evaluation system to analyze the organizational structure, evaluate job value, determine career development channels, formulate salary incentive plans, and effectively manage human resources.
In many project practices, we often see companies using fragmented and fragmented ways to manage work, using one job evaluation method to support salary decisions, another method for talent management, and even another method to set up jobs. But in fact, establishing a systematic post management system is a good way.
We will work with our customers to design a set of job management strategies that are suitable for us and can effectively integrate employees, positions, organizational structure, compensation and performance to implement corporate strategies to cope with the changing business environment and human resources goals. These solutions will be able to answer well, how are these positions classified and graded? How to manage the titles of positions? How to coordinate with other human resources functions? How to maintain the post system, etc.