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面对错综复杂的国内外医药市场竞争状态，H公司的经营面临巨大的挑战
H公司经历15年的发展，建立了“以患者为中心，以创新驱动、品牌培育、风
险控制为基本点”的战略，此战略实施的核心是人才，人才管理的基础是岗位
分析与职位评价。目前公司的岗位管理中存在诸多问题，导致公司的战略无法
落地。因此，对公司岗位分析和职位评价进行优化设计是H公司的当务之急
本文以岗位分析和职位评价的基本理论为依据，首先对相关研究现状进行
系统梳理，为H公司的岗位分析和职位评价优化研究提供扎实的基础；接着，
通过访谈和调查分析H公司岗位管理中不适应公司战略发展的关键问题，提出
重新开展岗位分析和职位评价工作的必要性；第三，在以上研究的基础上结合
公司发展战略要求，进行岗位分析和评价优化研究，获取新的岗位说明书和岗
位规范，构建H公司新的岗位管理体系；最后，提出该岗位优化方案的实施措
施，并对本研究进行总结和展望
通过本研究，对解决H公司目前岗位管理中不适应企业战略发展的问题具
有明显的实践意义，同时希望为同类企业的相关管理决策提供参考
关键词：企业战略；岗位分析；职位评价；优化方案；措施
Abstract
II
ABSTRACT
In recent years, the concentration of pharmaceutical industry in China has been
increasing, and the trend of specialization, differentiation and informationization will
become more and more obvious.Enterprise merger and reorganization, combination,
will also be more intense market competition, innovation, integration, and
transition, is gradually becoming the key feature of our country medicine industry
structure adjustment. This is bound to cause some small and medium-sized drug
manufacturers to fail or be merged. Combined with state control over drug prices
and inflation and other economic issues, the survival of small and medium-sized
pharmaceutical enterprises facing the severe test.
Facing the complicated competition in domestic and foreign medicine market,
H company faces more serious challenges and tests. After 18 years of development,
H company has established the strategy planning of one central three basic points. It
is the strategy of the patient as the center, innovation drive, brand fostering, risk
control as the basic point. The core of this strategy is talent, and the potential of
talent is based on the capacity of the job. There are many problems in the company's
job management, which can not make the company's talent strategy run effectively.
Therefore, it is urgent for H company to optimize the job analysis and job
evaluation.
This paper is based on the theory of job analysis and job evaluation. Firstly, the
relevant theories and research, which is a solid theoretical basis for the job analysis
and job evaluation of H company; Secondly, by interviewing and analyzing the key
problems of the company's strategic in the job management of H company, which is
put forward to the necessity of job analysis and job evaluation work; Thirdly, based
on the two researches we combined the company's development strategy
requirements, carried out the research of job analysis and job evaluation, obtained
new job descriptions and job specifications, and constructed the new job
management system of H company; Finally, the implementation measures of this job
optimization plan are put forward, and to summarize this research.
