What is the job category of the enterprise?

Question 1: What are the 1 senior management positions in the company?

1. General Manager (President)

2. Deputy General Manager

3. Director of Human Resources 6

4. Chief Financial Officer

5. Marketing Director

6. Marketing Director (CMO)

7. Sales Director

8. Production Director

9. Director of Operations

10. Technical Director (CTO)

1 1. Assistant to the General Manager

2 human resources management positions

1. Human Resource Manager

2. Human Resources Assistant

3. Human Resources Commissioner

Recruitment Supervisor

5. Staff Training and Development Supervisor

6. Sports shoes

7. Training Commissioner

8. Performance evaluation supervisor

9. Salary and welfare supervisor

10. Salary Analyst

1 1. Human resource information system manager

12. Employee Record Manager

3 finance and accounting positions

1. Financial Manager

2. Finance Assistant

3. Budget supervisor

4. Financial cost control supervisor

5. Accounts receivable supervisor

6. Accountant in charge

7. Fund manager

8. Investment supervisor

9. Financing supervisor

10. Financial analyst

1 1. Budget Commissioner

12 investment analyst

13. Capital Market Analyst

14. Accountants

15. Tax Commissioner

16. Teller

17. Bookkeeper

18. Teller

4 administrative positions

1. Administrative Manager

2. Administrative Assistant

3. Executive Director

4. Secretary to the General Manager

5. Secretary

6. Translation

7. Archivist

8. Service Desk

9. Commissioner for Administrative Affairs

10. Property supervisor

1 1. Head of legal affairs

12. legal assistant

13. Legal counsel

14. Company lawyer

15. Head of Strategy Department

5 Marketing position

1. Marketing Manager

2. Marketing Assistant

3. Customer Development Supervisor

4. Customer maintenance supervisor

5. Customer Relationship Supervisor

6. Head of Market Research

7. Market research experts

8. Head of Market Planning

9. Market Development Manager

10. Promotion Director

1 1. Advertising planning supervisor

12. Media Promotion Specialist

13. Head of Public Relations

14. Public Relations Assistant

15. Customer representatives

16. Art design

17. Product supervisor

18. Product Assistant

6 sales position

1. Sales Manager

2. Sales Assistant

3. Regional Manager

4. Business Manager

5. Store manager

6. Channel Manager

7. Sales representatives

8. Sales Statistician

9. Telesales Representative

7 production position

1. Director

2. Deputy Director

3. Production supervisor

4. Manager of Manufacturing Department

5. Manager of Engineering Department

6. Process Engineer

7. Industrial Engineer

8. Supplier Management Engineer

9. Product Equipment Engineer

10. Workshop director

1 1. Production dispatcher

12. Quality control supervisor

13. Quality inspector

14. Quality and safety technicians

8 logistics position

1. Purchasing Manager

2. Purchasing Engineer

3. Procurement Commissioner

4. Logistics Manager

5. Logistics planning experts

6. Material management experts

7. Warehouse supervisor

8. Warehouse Manager

9. Commodity keeper

10. Freight supervisor

1 1. Commodity storage and transportation personnel

12. Commodity escort

13. High

9 technical positions

1. technical supervisor

2. Technical Support Manager

3.R&D supervisor

4. Director of Product Planning

5. Product Development Engineer

6. Product Development Technician

7. Product quality engineer

8. Quality Engineer

9. Safety Engineer

10. Safety Officer

1 1. packaging designer

12. Material Engineer

13. Mold Engineer

14. mechanical engineer

15. Process Engineer

16. Electrical Engineer

17. Electronic Engineer

18. food engineer

19. environmental test engineer

20. Environmental Governance Engineer

2 1. Communication test engineer

22. Communication Engineer

23.......& gt& gt

Question 2: What kinds of employees can be divided into? What enterprises value most is value. I divide employees into three types according to their creative value: value for money, balance of payments and loss. The employees here refer to everyone except the boss. )

Let me analyze these three types of employees by combining all levels inside and outside the company and the company pyramid structure.

The first one-value for money. Such employees can usually be divided into two categories:

One is that the overall quality is relatively general, and all aspects are outstanding. Such employees can generally create direct or long-term benefits for the company. They have a sense of responsibility, properly handle personnel relations, abide by the company system, have a sense of dealing with potential crises, and can maintain the company's corporate image at any time. In short, such employees are all-round talents in the eyes of others. Even at the bottom of the pyramid, they will develop slowly and steadily. With the growth of the company, their loyalty is relatively high, and they will generally become company veterans. The disadvantage is that it is too stable. The company is facing a transformation stage and needs a breakthrough. These employees can't break the deadlock.

The other is that one aspect is particularly prominent, such as interests, and one person may gain particularly great benefits for the whole company; Or the social relationship is particularly hard, and there are three religions and nine streams. Or personnel management is particularly prominent, which can lead the company team to play its greatest potential. This kind of employees will generally be at the middle and upper end of the pyramid and are very talented in the eyes of others. If the company loses such talents, there will be no replacement for a while. But the disadvantage is that although the company can get out of the predicament, it is difficult for itself to break through, and its loyalty to the company is not very high, because their talents are their capital, and they can choose where to get the highest income.

The second is the balance of payments. The characteristics of this kind of employees are very common, that is, the middle and lower levels of the pyramid gather people. Most of these people are average in comprehensive quality or outstanding in one aspect. The biggest feature of these employees is stability, easy management and large number. They are the main executors of the company system and have greater responsibilities, but they will make the responsibilities dispensable because of their harmless selfishness. These people are indispensable, but no one is irreplaceable. They constitute the most stable force in the company. However, it can hardly exert its influence in the initial stage, transition period and crisis period.

The third category-loss. This kind of employee is great. They can be at almost any level except the top of the pyramid. The main feature of this kind of employees is that they have great defects in some aspects, such as no sense of responsibility at all, which leads them to completely disregard the interests of the company. They just care about whether they are at leisure, as long as they can cope with the immediate tasks of the leaders. Another example is the mess of personnel issues, which can make the internal personnel of the company disunited and unable to get along with customers externally. Or have special personality problems and so on. When such an employee comes to the company, the boss can only ask him to leave as soon as possible ~

Question 3: What kind of job does the manager of enterprise planning department belong to? According to the nature of civil service positions, civil servants are divided into different categories.

Law enforcement category

Refers to the positions in administrative organs that directly perform on-site law enforcement duties such as supervision, punishment and inspection. This is the essential feature of administrative law enforcement posts. Compared with the comprehensive management and professional and technical posts of * * * organs, administrative law enforcement posts have the following characteristics: First, they are purely executive. There is only the right to enforce laws and regulations, not the right to interpret them, and there is no responsibility to study and formulate laws, regulations and policies. This is particularly different from the comprehensive management position. The second is on-site enforcement. Direct supervision, punishment, coercion and inspection of specific management objects on site according to laws and regulations. Administrative law enforcement posts are mainly concentrated in public security, customs, taxation, industry and commerce, quality inspection, drug supervision, environmental protection and other departments, and only exist in the grass-roots units of these departments.

Setting up administrative law enforcement posts is conducive to providing career development space for grass-roots law enforcement civil servants and encouraging them to do grass-roots administrative law enforcement work with peace of mind. The grass-roots administrative law enforcement team, with nearly 2 million people, is the direct executor of social management and market supervision functions, the window of the image of * * *, and the specific civil servant group that the people have the most contact with. The institutional specifications of grass-roots law enforcement departments are low, mostly below the department level. According to statistics, about 70% of grass-roots first-line law enforcement civil servants have only two career development steps: clerk and clerk, but the base of civil servants is much larger than that of other departments, which leads to narrow career development space for first-line law enforcement civil servants and affects their enthusiasm. The establishment of administrative law enforcement posts is also conducive to strengthening the management and supervision of front-line law enforcement civil servants. Standardizing the responsibilities of law enforcement posts and strictly standardizing the qualifications of law enforcement posts can better standardize law enforcement behavior, better improve the professional level of front-line administrative law enforcement teams and better implement the law enforcement responsibility system.

It is feasible to set up administrative law enforcement posts. Some law enforcement systems have relatively sound post responsibility system and increasingly mature information management means, which provide basic conditions for setting up administrative law enforcement posts. The unique management system of administrative law enforcement personnel such as the system of holding certificates also creates conditions for the special management of administrative law enforcement personnel.

web technology

Refers to the positions that engage in professional and technical work, perform professional and technical duties, and provide professional and technical support and technical means guarantee for the implementation of public management. Compared with other types of posts, professional and technical posts have the following three characteristics: first, they are purely technical and only responsible for the professional technology itself. Second, professional and technical posts are irreplaceable compared with other posts. The third is technical authority. This kind of authority is embodied in the technical level, which provides reference and support for the decision-making of administrative leaders, and the final administrative decision-making power still belongs to administrative leaders. Such as forensic identification, trace inspection, physical and chemical inspection, imaging technology and voiceprint inspection in public security departments, special technology and special translation in national security departments, and advanced translation in foreign affairs departments. It should be pointed out that most office work requires certain professional knowledge, and many positions also require certain professional technical knowledge, but not all positions that require professional technical knowledge are professional technical positions. Professional and technical posts and posts requiring professional and technical knowledge are not the same concept.

Dividing and setting up professional and technical posts is mainly to provide a career ladder for civil servants engaged in professional and technical work, attract and stabilize indispensable relevant professional and technical talents, and encourage them to stand on their posts and become experts in their jobs. Setting up professional and technical posts is also an inherent requirement to promote the functional transformation of * * * after China's entry into WTO. After China's entry into WTO, tariff barriers will be gradually abolished, and technical barriers to trade, a non-tariff measure, will become the main means to protect national economic interests. The ability of professional and technical personnel reflects a country's ability to protect its own economic interests from one side. Some time ago, the relevant departments carried out the pilot work of professional and technical qualification system in public security organs, which accumulated experience for the establishment of professional and technical posts.

Management class

Refers to the positions in the organs that perform duties such as comprehensive management and internal management of the organs in addition to administrative law enforcement posts and professional and technical posts. This kind of position has the largest number and is the main body of civil service positions. Comprehensive management positions are specifically engaged in planning, consulting, decision-making, organization, command, coordination, supervision and internal management of public institutions.

It should be noted that in addition to the above three positions, there are also judges and prosecutors in the civil service. This kind of position exercises the state's judicial power and procuratorial power respectively, which is obviously different from other types of positions in nature and characteristics. Judge ... >>

Question 4: What is the job category level and the job classification method?

The job classification method is somewhat similar to the job reference method, except that there are no standard jobs for reference. According to the different requirements of job content, job responsibilities and qualifications, it divides all positions in an enterprise into different categories, which can generally be divided into management work, business work, technical work and marketing work. Then the range of post value is determined for each category, and the posts of the same category are arranged to determine the different post values of each post.

The job classification method is a reform of the job arrangement method. On the basis of post analysis, it uses certain scientific methods to classify all posts in the enterprise (or within the scope of norms) at multiple levels according to the nature, characteristics, complexity, post responsibilities and qualifications that personnel must have, that is, to determine the hierarchical structure first, and then classify the posts according to the post content.

In this method, the most critical work is to determine the grade standard. Standards at all levels should clearly reflect the different skill levels and responsibilities of different positions. Before determining the requirements of different levels, we should choose the basic factors that constitute the basic content of the work, but how to choose the factors or how much depends on the nature of the work. In the actual evaluation, we should pay attention not to decompose the post into its constituent elements, but to evaluate it as a whole. Job classification is closely related to the occupational classification standards outside the enterprise unit. All kinds of occupational classification standards are based on the job classification of enterprises and state organs. Once such standards are established, enterprises can rely on, refer to or implement such standards when classifying jobs.

Applicability: Small and medium-sized enterprises with single production and fewer jobs.

[Edit] Specific operation steps of post classification method

1, post-analysis.

Like other methods, job analysis is the basic preparation. An evaluation team composed of professionals in the enterprise collects all kinds of relevant information and data and writes an investigation report.

2. Job classification.

According to the functions and characteristics of each post in the process of production and operation, all posts are divided into several categories first. Then, on the basis of dividing it into big categories, it is further divided into several middle categories according to the nature and characteristics of various jobs in each big category. Finally, according to the remarkable characteristics of each category reflecting the nature of the post, the post is divided into several subcategories.

3. Establish hierarchy and standards.

Because of the obvious relationship between the number and structure of grades and organizational structure, this step is more important and complicated. It includes the following three aspects:

(1) determines the annual series. The number of levels depends on the nature of the work, the size of the organization, different functions and related personnel policies. Different enterprises choose a certain number of grades according to their own actual conditions, and there are no identical regulations and requirements. However, whether it is for a single job or for the whole organization, the number of grades should be determined.

(2) Determine the basic factors. Evaluate the importance of each position or job through these basic factors. Of course, different institutions have different factors, so we should handle them flexibly according to the actual situation.

(3) Determine the grade standard. Grade standard is the core of this stage, because it provides a basis for correctly distinguishing the importance of different levels of work and determining the results of job evaluation. In practice, it generally starts with determining the lowest and highest grade standards.

4, job evaluation and column, etc.

After the grading standards are determined, the evaluation and ranking of posts will be based on these standards, and the job descriptions will be compared with the grading standards one by one, and the posts will be included in the corresponding grades, so as to evaluate the relative value and relationship between different systems and different posts.

For small enterprises, the implementation of classification method is quite simple, and if it is applied to large enterprises with a large number of employees, it will become very complicated.

I hope it works for you.

Question 5: What's the difference between position, position and position? Simply put, a post refers to a task or a group of tasks that an employee of an enterprise needs to complete.

Position represents the scope of work, and position represents the task; There is no direct relationship between position and organization (exactly, a position can be owned by multiple departments, and a department can also have multiple positions), but there is a direct relationship between position and organization (that is, a position can only be owned by a specific department).

A position corresponds to a person and can only be held by one person. The * * * of one or several positions is the position, that is, the position can be composed of one or several positions. For example, an operator in the production department of a manufacturing enterprise is a post with many employees. If it is specific to a certain process, it is a position.

Question 6: What are the categories of employees in an enterprise? Employees refer to "employees": administrative personnel above foreman/engineer.

Workers among employees refer to "workers": hourly workers and ordinary operators on the production line, including temporary workers.

Hourly workers: refers to the basic management personnel such as warehouse keepers, statisticians, receivers, inspectors, maintenance workers and technicians in the first line of production.

Clerk: Hai, a workshop-level accountant or statistician, is also a worker.

Question 7: What do employees in state-owned enterprises mean? Literally speaking, it is a formal employee of state-owned enterprises.

The staff in an enterprise is officially established by the state (personnel department), whose basic salary and local subsidies are the key to financial allocation and must be openly recruited. Both staff and non-staff are employed. There is no "regular worker (II) contract worker (general worker)". Non-staffing personnel are employed by institutions themselves (including temporary workers), and there is no financial allocation, just like enterprise employment.

Question 8: How to fill in the positions and positions in the personnel list?

Position: material accounting, post accounting and the like.

Question 9: In state-owned enterprises, what are second-class employees, what are third-class employees and how to divide them? This is the labor management system of a state-owned enterprise.

One category refers to the older generation of employees with historical significance. For example, employees at the beginning of postal enterprises or before the separation of posts and telecommunications. Such employees are generally old employees who do not implement the labor contract system.

The second category refers to: after entering the full-time labor contract system, the employees recruited by the unit are subject to labor contract management and the labor contract law is applicable.

The third category refers to: labor dispatch workers or low-end employees who cannot serve as middle and high-level employees.

The main differences between these three types of employees are:

1, career promotion. Generally, more than two kinds of employees can be middle and high-level.

Touch 2, welfare benefits. For example, the purchase ratio of housing provident fund, the purchase base, housing subsidies and so on.

Question 10: according to attitude and ability, what kinds of employees are there? What are the general classification methods of various forms of expression?

Classification by function

Functional classification refers to the classification of all functions in an enterprise into different grades according to the nature of work, the size of power and responsibility, the degree of difficulty and the required qualifications, which serves as the basic basis for the remuneration, appointment, dismissal and assessment of employees. The biggest advantage of this classification method is that it is centered on "things", so it is adopted by most enterprises.

Staff management under functional classification is mainly based on the horizontal and vertical classification standards of functions. Employees in different horizontal categories must have different job responsibilities. The scientific horizontal division of different functions and the scientific performance evaluation of the same category of functions become the key to functional classification.

grade separation

Grade classification takes product (rank, grade) and position (position) as the basic elements of classification and evaluation, and takes the qualifications of employees as the main basis, and determines the treatment according to position or grade. In the process of human resource management in public sector, hierarchical classification has been more and more widely used. For example, France divides its civil servants into four categories: A, B, C and D, which have strict hierarchical characteristics. Germany is divided into simple positions, intermediate positions, senior positions and senior positions. This employee classification method is still practical in enterprises with simple business, obvious core competitiveness or simple organizational structure and specific departments within the enterprise. For example, enterprises with sales as the leading business can be divided into three levels according to market implementation: general manager, regional marketing manager and store manager. The biggest purpose of grade classification is to provide basis for personnel assessment, promotion and salary. However, the taste classification based on "people" rather than "things" can not be widely adopted by the business community in the end. Because, "things", as the basis of the orderly operation of enterprises, can not be strictly classified.

◎ Mixed classification

Generally speaking, functional classification and grade classification are widely used in enterprises and institutions at present, and have also been recognized by practice. In the practice of human resource management, most enterprises adopt the methods of functional classification and hierarchical classification, on the premise that functional classification is the main method. This mixed classification is especially commonly used in large and group-run enterprises.

Classification method of market value orientation

◎ Classification from the perspective of human capital

D. Le Packert and S.

From the perspective of human capital theory, snell thinks that the characteristics of human capital are mainly value and scarcity. According to this standard, employees can be divided into core employees, unique employees, general employees and auxiliary employees.

Core employees: high value-high scarcity employees. They have mastered the special knowledge and skills closely related to the core competence of the enterprise and can make outstanding contributions to the strategic objectives of the enterprise. For example, Microsoft's R&D engineers fall into this category.

Unique employees: low value-high scarce employees. They have very special and hard-to-obtain knowledge and skills, so they are relatively scarce. Their value contribution is very important, but it is not directly related to the core competence of the enterprise, such as the legal adviser of the enterprise.

Ordinary employees: employees with high value and low scarcity. Their knowledge and skills can contribute to the implementation of strategic objectives of enterprises, which are related to the core competence of enterprises, but they are easy to obtain in the labor market, such as accountants and marketers.

Auxiliary employees: low-value and scarce employees. They master general knowledge and skills that can be easily obtained in the labor market. For enterprises, mainly engaged in operational work, the contribution value is indirectly related to the core competence of enterprises.

There should be differences in the management of these four types of employees. We must pay attention to the internal development and long-term commitment of core employees. In order to maximize their contribution, enterprises can consider appropriate authorization and encourage them to participate in decision-making and work autonomy. In addition, we can also consider setting posts for different people, tailoring them according to the needs of employees, and establishing an assessment system based on training development results and a high salary system based on incentives. The management of unique employees is relatively simple, mainly to establish long-term cooperative partnership and pay attention to the maintenance of cooperative alliance. It is best for such employees to manage in a team way, pay attention to communication with these knowledge teams, share information and pay reasonable remuneration for their knowledge. The management of general employees should be job-centered, focus on job requirements, pay attention to the professional expertise and skills of on-the-job personnel, and pay attention to directly obtaining the immediate production efficiency and value of employees. Therefore, in the recruitment process, it is necessary to >>