职位体系梳理工作通过对部门/职位的分析与梳理，优化职位设置，建立统一、规范的职责描述体系，使工作标准化、程序化、职责化，为薪酬体系的设计奠定基础。

Through the analysis and carding of departments / positions, the position setting is optimized, and a unified and standardized responsibility description system is established to make the work standardized, procedural and responsible, so as to lay the foundation for the design of salary system.

员工获得薪酬的理由不外乎两点： 1、达到职位任职要求;

There are no more than two reasons for employees to get paid: 1. To meet the requirements of the position;

2、按照职位要求完成了各项工作的具体表现。但什么是职位任职要求，怎样评价完成工作的业绩，需要做好职位说明书(含任职说明)及绩效考核指标等一系列基础性工作。因此，本阶段的核心工作是工作分析，工作分析是职位优化、薪酬优化、绩效优化和任职资格体系构建的基础工作，需要通过详尽的工作分析收集丰富的信息和资料，工作分析的结果是形成职位清单和各个职位的工作说明书。

2. In accordance with the requirements of the position to complete the specific performance of the work. But what is the job requirements, how to evaluate the performance of the completed work, need to do a good job in job description (including job description) and performance appraisal indicators and a series of basic work. Therefore, the core work of this stage is job analysis, which is the basic work of position optimization, salary optimization, performance optimization and qualification system construction. It needs to collect rich information and data through detailed job analysis. The result of job analysis is to form a job list and job description of each position.

企业的部门设计与职位设计一定是围绕业务展开的， 组织是业务运作模式的外在形式，是服务于业务运作流程的。因此，薪酬设计要对职位体系进行梳理与优化就需要了解企业的业务运作模式，只有这样，才能梳理出有适合业务发展的职位体系。

The Department design and position design of an enterprise must be carried out around the business. The organization is the external form of the business operation mode and serves the business operation process. Therefore, to comb and optimize the position system in salary design, we need to understand the business operation mode of the enterprise. Only in this way can we comb out the position system suitable for business development.

另外，为了评价完成具体工作的状况，企业需要建立员工绩效考核体系，包括绩效考评指标、能力考评指标与态度考评指标等。公司通过考核员工在职位上的工作业绩表现，确定其为公司业绩做出的贡献，进而确定员工奖金的发放比例。员工可能超出职位对业绩的基本要求，也可能达不到这个要求，这些都直接影响他们领取奖金的额度。员工业绩考核结果是确定职位业绩奖金的基础。

In addition, in order to evaluate the completion of specific work, enterprises need to establish employee performance appraisal system, including performance appraisal index, ability appraisal index and attitude appraisal index. The company determines the contribution to the company's performance by assessing the performance of employees in the position, and then determines the proportion of bonus payment. Employees may exceed or fail to meet the basic performance requirements of the position, which directly affects the amount of bonus they receive. The result of employee performance appraisal is the basis of determining the position performance bonus.