Post evaluation contributes the significant step that has assessment and tool as the value to post, since 20 centuries initial stage is arisen, already alive bound received wide application in numerous enterprise. Current, many Chinese companies fulfill be with post performance pay in reform in firewood oriented, also introduced post to evaluate a technology, in order to regards post salary as firm base and basis. However, the author seeks advice from the discovery in the process in business management, the post of a lot of enterprises of Chinese evaluates the result that short of expects, investigate its reason, main existence is the following 5 big questions. One, evaluation element lacks suitabiltiy, without the effective butt joint of implementation and company strategy and culture. Because post evaluation is in foreign enterprise to be applied mediumly,had had a paragraph of quite long history, and the filtration of numerous enterprise, test and verify mixes classics of relevant evaluation element all previous improve, post evaluation technology matures already basically, formed relatively complete evaluate element quota system with what close. Such as IPE namely international post evaluates a system, by development of expert of European force natural resources, aim to build the post with each of all kinds current business on an international to evaluate element quota system, the course is in many more Euramerican the practice in state enterprise, had formed have 3 dimension to spend, the system with 7 relatively whole element. Still HAY(often is translated into in home " sea family name " ) what advisory company uses direct figure law to wait in seeking advice from practice for a long time. Accordingly, evaluation technology is far still immature Chinese enterprise often the post that abroad of direct apply mechanically shapes evaluates element system, and undertake mainland is changed rarely with suitabiltiy accept or reject, what because culture setting and strategy are oriented,ignored thereby is different what the company basic that bring about chooses is different. The situation that we often encounter in advisory practice is, the company thinks a station is very main, hit what this post discovers however after cent to notch through post evaluation however very low, this is probable it is to evaluate element and company strategy to direct not agree with be caused by. In addition, we are done in state-owned company when seeking advice, a verdict that often gets is the person post evaluation that party card job pursues inside the enterprise notchs greatly under other function post. According to this conclusion we can say, is the person value that party card job pursues inside the state-owend enterprise very low? The person that has done party card work truly can deny absolutely this. And, national endowment appoint in the file this year, emphasize a country wanting to develop 4 kinds of person with abilities mainly particularly, among them one kind organizes working talented person namely (basically point to talent of party card job) , this can prove the importance of talent of party card job and value adequately. However its notch inferior, via seeking advice from project constituent analyse, main reason depends on a foreign country this one post works without party card in the enterprise, because this is in,reaction was not joined when design post evaluates element the element of ability of this kind of talent and characteristic, make the post value of talent of party card job was underestimated thereby.
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