東軟集團(tuán)人改善經(jīng)營(yíng)建議書

1、1wH翰威特 Improve Business Results Through People通過(guò)人改進(jìn)經(jīng)營(yíng)結(jié)果通過(guò)人改進(jìn)經(jīng)營(yíng)結(jié)果NEUSOFT Corporation東大軟件集團(tuán)有限公司東大軟件集團(tuán)有限公司March 2001二二OO一一年三月年三月2wH翰威特About this Material關(guān)于這份材料關(guān)于這份材料vIn response to “Neusoft” invitation, Hewitt provide in this material our suggested project approach to help Neusoft build up the world-wi

2、de standard human resource management system, which will be especially focused on the job design/evaluation, compensation design and performance management. This documentation demonstrates how we will proceed this project. We also emphasize our understandings upon your needs, our methodologies for t

3、he fulfillment and some detailed issues during the co-operation between Neusoft and Hewitt.v我們接受了東大軟件集團(tuán)有限公司我們接受了東大軟件集團(tuán)有限公司(東大東大)的委托，為貴公司提供一份關(guān)于翰的委托，為貴公司提供一份關(guān)于翰威特公司將如何幫助制定一個(gè)世界標(biāo)準(zhǔn)的人力資源管理系統(tǒng)，尤其是東大特威特公司將如何幫助制定一個(gè)世界標(biāo)準(zhǔn)的人力資源管理系統(tǒng)，尤其是東大特別關(guān)注的別關(guān)注的工作設(shè)計(jì)工作設(shè)計(jì)/評(píng)估，薪酬激勵(lì)及績(jī)效管理系統(tǒng)評(píng)估，薪酬激勵(lì)及績(jī)效管理系統(tǒng)的設(shè)計(jì)方案。本文的設(shè)計(jì)方案。本文本中所包括的信息說(shuō)明了我們將如

4、何進(jìn)行這個(gè)項(xiàng)目。我們特別指出了我們對(duì)本中所包括的信息說(shuō)明了我們將如何進(jìn)行這個(gè)項(xiàng)目。我們特別指出了我們對(duì)貴公司需求的理解、完成這個(gè)項(xiàng)目的方法過(guò)程以及翰威特公司與東大合作的貴公司需求的理解、完成這個(gè)項(xiàng)目的方法過(guò)程以及翰威特公司與東大合作的許多細(xì)節(jié)問(wèn)題。許多細(xì)節(jié)問(wèn)題。vThe suggested project approach adopts some successful ideas and procedures which have been proved in other human resource consulting projects. We acknowledge that you w

5、ill have some modifications based on our suggestions to ensure the success of this project. We look forward to getting your input. 這個(gè)建議的過(guò)程采納了一些其他人力資源發(fā)展項(xiàng)目中運(yùn)行較好的步驟。我們這個(gè)建議的過(guò)程采納了一些其他人力資源發(fā)展項(xiàng)目中運(yùn)行較好的步驟。我們認(rèn)識(shí)到為了保證項(xiàng)目的成功運(yùn)作你們可能會(huì)對(duì)我們所提出的設(shè)計(jì)方案做出相認(rèn)識(shí)到為了保證項(xiàng)目的成功運(yùn)作你們可能會(huì)對(duì)我們所提出的設(shè)計(jì)方案做出相應(yīng)的改動(dòng)。我們隨時(shí)歡迎貴公司的指導(dǎo)，并希望貴方提出你們的想法以改進(jìn)應(yīng)的改動(dòng)

6、。我們隨時(shí)歡迎貴公司的指導(dǎo)，并希望貴方提出你們的想法以改進(jìn)我們的建議方案。我們的建議方案。3wH翰威特Contents內(nèi)容內(nèi)容vAbout Hewitt Associates 關(guān)于翰威特公司關(guān)于翰威特公司 vOur Understanding of Your Situation 對(duì)貴公司情況的理解對(duì)貴公司情況的理解 vLinking HR Issues to Business 人力資源問(wèn)題與公司業(yè)務(wù)相結(jié)合人力資源問(wèn)題與公司業(yè)務(wù)相結(jié)合 vConsidering Factors in Design and Implementation設(shè)計(jì)和實(shí)施所要考設(shè)計(jì)和實(shí)施所要考慮的因素慮的因素vOur Sug

7、gested Approach 我們的設(shè)計(jì)方案我們的設(shè)計(jì)方案vOur Consulting Team 我們的咨詢團(tuán)隊(duì)我們的咨詢團(tuán)隊(duì) vOur Experience in Telecom Industry in Asia Pacific我們?cè)趤喬珔^(qū)電信我們?cè)趤喬珔^(qū)電信業(yè)上的經(jīng)驗(yàn)業(yè)上的經(jīng)驗(yàn)vFee and Timing 費(fèi)用與時(shí)間結(jié)構(gòu)費(fèi)用與時(shí)間結(jié)構(gòu) 4wH翰威特Hewitt Associates LLC翰威特咨詢公司翰威特咨詢公司5wH翰威特Hewitt Associates翰威特公司翰威特公司vGlobal management consulting firm specializing in p

8、eople solutions to business issues專長(zhǎng)于從人員管理入手解決商業(yè)經(jīng)營(yíng)問(wèn)題的全球性管理咨詢公司專長(zhǎng)于從人員管理入手解決商業(yè)經(jīng)營(yíng)問(wèn)題的全球性管理咨詢公司vLargest human resources consulting firm in the U.S.A為美國(guó)最大的人力資源咨詢公司為美國(guó)最大的人力資源咨詢公司 v12,000 Associates world-wide全球全球 12,000 名員工名員工v75% of Fortune 500 are Hewitt clients財(cái)富財(cái)富500強(qiáng)中強(qiáng)中75%的公司為翰威特公司的客戶的公司為翰威特公司的客戶vOver

9、 1.28 billion USD in revenue in FY 2000 2000年度年度銷售收入達(dá)銷售收入達(dá)12.8億美金億美金v81 offices in 37 countries在在37個(gè)國(guó)家建立了個(gè)國(guó)家建立了81個(gè)辦事處個(gè)辦事處19 offices in Asia Pacific 在亞洲建立了在亞洲建立了19個(gè)辦事機(jī)構(gòu)個(gè)辦事機(jī)構(gòu)6wH翰威特Hewitt in China (Cont)翰威特公司翰威特公司( (續(xù)續(xù)) )vLargest and most experienced workforce consulting firm in China中國(guó)規(guī)模最大并且經(jīng)驗(yàn)最豐富的人力資源

10、咨詢公司中國(guó)規(guī)模最大并且經(jīng)驗(yàn)最豐富的人力資源咨詢公司v3 offices in Shanghai, Beijing, and Hong Kong with nearly 100 Associates在上海、北京、和香港辦事處擁有近在上海、北京、和香港辦事處擁有近100名員工名員工v6 years of client experience in China六年在華咨詢經(jīng)驗(yàn)六年在華咨詢經(jīng)驗(yàn)v800+ clients in China在中國(guó)已擁有在中國(guó)已擁有800多家跨國(guó)客戶公司的客戶基礎(chǔ)多家跨國(guó)客戶公司的客戶基礎(chǔ)vMulti-cultural, multi-lingual, multi-talen

11、ted staff跨文化、多種語(yǔ)言能力、多方面經(jīng)驗(yàn)技能的咨詢隊(duì)伍跨文化、多種語(yǔ)言能力、多方面經(jīng)驗(yàn)技能的咨詢隊(duì)伍vOne-firm firm全球一體化的組織結(jié)構(gòu)全球一體化的組織結(jié)構(gòu)7wH翰威特Our Consulting Experience我們的咨詢經(jīng)驗(yàn)我們的咨詢經(jīng)驗(yàn)vLargest and most experienced restructure, compensation and performance management consulting practice in China中國(guó)最大、最有經(jīng)驗(yàn)的重組，薪酬及績(jī)效管理咨詢隊(duì)伍中國(guó)最大、最有經(jīng)驗(yàn)的重組，薪酬及績(jī)效管理咨詢隊(duì)伍40 full

12、-time consultants40 名全職咨詢顧問(wèn)vMost experience in program design在項(xiàng)目設(shè)計(jì)方面擁有豐富的經(jīng)驗(yàn)在項(xiàng)目設(shè)計(jì)方面擁有豐富的經(jīng)驗(yàn)Organizational change, Salary structure, job evaluation, pay delivery .機(jī)構(gòu)重組，工資結(jié)構(gòu)、職位評(píng)估、工資發(fā)放.vExperience with SOEs, JVs, Rep Offices, WOFEs, Private Chinese companies與國(guó)營(yíng)企業(yè)、合資企業(yè)、外商代表處、獨(dú)資企業(yè)及中國(guó)的私營(yíng)公司均有合作經(jīng)驗(yàn)與國(guó)營(yíng)企業(yè)、合資企業(yè)、外

13、商代表處、獨(dú)資企業(yè)及中國(guó)的私營(yíng)公司均有合作經(jīng)驗(yàn)vWorking relationship with MOF and CSRC 與財(cái)政部和證監(jiān)會(huì)的良好合作關(guān)系與財(cái)政部和證監(jiān)會(huì)的良好合作關(guān)系 8wH翰威特How to Help Our China Clients(current project)翰威特如何幫助在華的客戶企業(yè)翰威特如何幫助在華的客戶企業(yè)(近期項(xiàng)目近期項(xiàng)目)AdidasAir ProductsAllied SignalB. A. T.Butler ManufacturingFordFudian AutomotiveCaltexCarrefourChina Eagle Securitie

14、sChina Grand EnterprisesChina National InvestmentGuarantee Company (NIGC)China World Trade CenterCoca ColaDecathlonDow CorningDelphi AutomotiveDanoneDuPontExxonGeneral ElectricGeneral MotorsGilletteGraceHenkelHoneywellIBMJohnson & JohnsonLegendMary KayMesserMobilMotorolaNestleNikeNovartisNovo No

15、rdiskOwens CorningPillsburyProcter & GamblePraxairRocheS.C. JohnsonSchneider ElectricShanghai East DragonZipper Making CoShanghai Fudan KingstarLimitedShellWyeth-Ayerst9wH翰威特 Our Experience in Telecom Industry in Asia Pacific 翰威特在亞太地區(qū)電信業(yè)的服務(wù)經(jīng)驗(yàn)10wH翰威特Our Clients in Telecom Industry and Information

16、 Industry (翰威特在電信及信息行業(yè)的客戶翰威特在電信及信息行業(yè)的客戶)Airtouch Com m unicationAlcatel Com m unicationsAm eritechAT& TBC TelecomBCE (Bell CanadaEnterprises)Bell AtlanticBellSouthBritish Telecom m unicationCable & W irelessCable & W ireless Com mCincinnati BellDDIDeutsche TelekomFrance TelecomG TEJapan

17、TelecomK oninklijke PTTLegend Com puterNederlandM annesm annM CI Com m unicationsM ediaone G roupNetcom System sNew Zealand TelephoneCom panyNigerianTelecom m unications(Nitel)Nippon Telegraph &TelephoneO livettiO rangePhilippine Long DistanceTelephone Co.Portugal TelecomSBC Com m unicationsSing

18、aporeTelecom m unicationsSK TelecomSouthern New EnglandTelecom mSprintTele Danm arkTelebrasTelecom Corp of NewZealandTelecom ItaliaTelefonica de EspanaTelefonos de M exicoTeleport Com m unicationsG roupTelstra TIMU S W estVodafone G roupW orldcom11wH翰威特vSuccess in workforce planning requires HR to:成

19、功的進(jìn)行員工隊(duì)伍戰(zhàn)略部署計(jì)劃需要人力資源部門來(lái)：成功的進(jìn)行員工隊(duì)伍戰(zhàn)略部署計(jì)劃需要人力資源部門來(lái)：Understand outcomes desired by business了解企業(yè)經(jīng)營(yíng)的預(yù)期成果Understand business strategies for obtaining outcomes了解獲得這些成果所要采取的經(jīng)營(yíng)策略Define best organization structure to support business strategy設(shè)計(jì)最佳組織結(jié)構(gòu)來(lái)支持經(jīng)營(yíng)戰(zhàn)略Define people requirements needed to achieve business

20、 strategy確定完成企業(yè)經(jīng)營(yíng)策略所需的員工素質(zhì)能力要求Develop strategies for delivering people requirements制定將員工能力付諸于實(shí)踐的策略Develop techniques for monitoring progress toward goals發(fā)展對(duì)于達(dá)到目標(biāo)的進(jìn)程進(jìn)行監(jiān)控的技能Linking People Strategy to Business Strategy將人力資源戰(zhàn)略與企業(yè)經(jīng)營(yíng)戰(zhàn)略相聯(lián)系將人力資源戰(zhàn)略與企業(yè)經(jīng)營(yíng)戰(zhàn)略相聯(lián)系12wH翰威特薪酬管理薪酬管理Align Organization to Business Strat

21、egy組織與經(jīng)營(yíng)策略相統(tǒng)一組織與經(jīng)營(yíng)策略相統(tǒng)一Desired Business Results經(jīng)營(yíng)目標(biāo)經(jīng)營(yíng)目標(biāo)Business Strategies經(jīng)營(yíng)策略經(jīng)營(yíng)策略People Requirements對(duì)對(duì)員工的要求員工的要求HR Strategies人力資源策略人力資源策略Employee Needs員工的需求員工的需求HR人力人力資源資源Performing績(jī)效管理績(jī)效管理Learning培訓(xùn)發(fā)展培訓(xùn)發(fā)展Staffing人員配置人員配置員工滿意員工滿意Customer Satisfaction客戶滿意客戶滿意組織管理組織管理13wH翰威特Our Understanding of Your

22、Situation我們對(duì)貴公司的理解我們對(duì)貴公司的理解14wH翰威特Our Understanding of Your Situation我們對(duì)貴公司情況的理解我們對(duì)貴公司情況的理解Number of employees: Over2700員工人數(shù): 2700余人Registed Capital:0.56billion RMB注冊(cè)資本：5.6億元Main line of business:經(jīng)營(yíng)范圍: Products or services: Application software and solutions產(chǎn)品或服務(wù): 應(yīng)用軟件的供應(yīng)商和解決方案的提供者 Operation locatio

23、n: Shenyang & Dalian主要營(yíng)業(yè)地: 沈陽(yáng)和大連15wH翰威特Business and HR Issues企業(yè)經(jīng)營(yíng)及人力資源狀況企業(yè)經(jīng)營(yíng)及人力資源狀況vCompany is experiencing increasing competition for talent and market share 面臨日趨激烈的人才及市場(chǎng)份額的競(jìng)爭(zhēng)面臨日趨激烈的人才及市場(chǎng)份額的競(jìng)爭(zhēng)vCurrent human resources systems do not support the firms need to be more competitive in the market and

24、 the war of talents現(xiàn)有人力資源體制不能有效支持企業(yè)提高人才及市場(chǎng)競(jìng)爭(zhēng)力的要求現(xiàn)有人力資源體制不能有效支持企業(yè)提高人才及市場(chǎng)競(jìng)爭(zhēng)力的要求vNeed to address the efficiency, competitiveness, and longevity of current organization structure需要提高現(xiàn)有組織結(jié)構(gòu)的效率、市場(chǎng)競(jìng)爭(zhēng)力以及有效壽命需要提高現(xiàn)有組織結(jié)構(gòu)的效率、市場(chǎng)競(jìng)爭(zhēng)力以及有效壽命WTO will have an impact on your competitive situation中國(guó)入世對(duì)你們的競(jìng)爭(zhēng)地位將產(chǎn)生影響vNeed

25、to develop an effective compensation and performance management program that:著手制定著手制定有效的有效的薪酬激勵(lì)和績(jī)效管理計(jì)劃薪酬激勵(lì)和績(jī)效管理計(jì)劃，此計(jì)劃將：，此計(jì)劃將：Is in alignment with business needs and results與企業(yè)經(jīng)營(yíng)績(jī)效相互協(xié)調(diào)Helps attract, retain and motivate employees, especially for management staffs幫助吸引，留用和激勵(lì)員工,尤其針對(duì)管理層Rewards competency

26、and/or contribution獎(jiǎng)勵(lì)員工能力和/或貢獻(xiàn)16wH翰威特Our Response to Your Needs 我們對(duì)貴公司需要的反應(yīng)我們對(duì)貴公司需要的反應(yīng)vThe remainder of this document presents Hewitts initial suggestions regarding how we might partner with Neusoft to resolve the issues at hand.Our suggested approach is in three main phases: 這份文件的以后部分呈現(xiàn)了翰威特公司的初步建議，

27、有關(guān)為了解決相關(guān)問(wèn)題這份文件的以后部分呈現(xiàn)了翰威特公司的初步建議，有關(guān)為了解決相關(guān)問(wèn)題我們將如何與東大進(jìn)行合作。我們的建議方案包括以下三個(gè)主要階段我們將如何與東大進(jìn)行合作。我們的建議方案包括以下三個(gè)主要階段：Phase 1 - Executive Interviews階段1-高級(jí)經(jīng)理面談Phase 2 - Assesment of Current HR Practices, Presentation to Management階段2-現(xiàn)有人力資源方案評(píng)估，并向管理層人員演講介紹Phase 3 - Re-design Compensation Structure, Long term Incen

28、tive Plan and Performance Management System階段3-重新設(shè)計(jì)薪酬結(jié)構(gòu)、長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃以及績(jī)效管理體系17wH翰威特Our Response to Your Needs 我們對(duì)貴公司需要的反應(yīng)我們對(duì)貴公司需要的反應(yīng)Because we understand from our meeting that development of a competency frame-work might also be valuable to Neusoft, we have included some suggestions on competencies and tr

29、aining in the appendix. Indeed, Hewitt advocates a holistic approach to all workforce programs rather than a piecemeal approach. This approach is particularly relevant when considering both your short and long-term business strategy. We believe that competencies can form the basis for all the key el

30、ements of your workforce programs.通過(guò)會(huì)議，我們了解到通過(guò)會(huì)議，我們了解到核心能力結(jié)構(gòu)的設(shè)計(jì)以及管理培訓(xùn)核心能力結(jié)構(gòu)的設(shè)計(jì)以及管理培訓(xùn)也將對(duì)東大有也將對(duì)東大有一定的價(jià)值。因此我們?cè)诟戒浿幸舶擞嘘P(guān)這兩方面的建議。實(shí)際上，翰一定的價(jià)值。因此我們?cè)诟戒浿幸舶擞嘘P(guān)這兩方面的建議。實(shí)際上，翰威特更主張?zhí)峁┮徽兹娴娜肆Y源方案，對(duì)公司的長(zhǎng)遠(yuǎn)發(fā)展更為相關(guān)。威特更主張?zhí)峁┮徽兹娴娜肆Y源方案，對(duì)公司的長(zhǎng)遠(yuǎn)發(fā)展更為相關(guān)。核心能力是形成人力資源方案所有關(guān)健要素的基礎(chǔ)。核心能力是形成人力資源方案所有關(guān)健要素的基礎(chǔ)。18wH翰威特Overview of the Pro

31、ject Phases 項(xiàng)目階段概覽項(xiàng)目階段概覽Phase 1 階段一階段一Executive Interview of Neusofts top management to set directionfor long-term incentive plan, compensation philosophy, and performance management 與東大高級(jí)管理人員進(jìn)行面談，以便確定長(zhǎng)期性獎(jiǎng)勵(lì)計(jì)劃、薪資理念和績(jī)效管理的方向與東大高級(jí)管理人員進(jìn)行面談，以便確定長(zhǎng)期性獎(jiǎng)勵(lì)計(jì)劃、薪資理念和績(jī)效管理的方向 Phase 2階段二階段二A. Assessment of Neusofts c

32、urrent human resource system focusing on performance managementand the compensation systemA. 對(duì)東大當(dāng)前的人力資源管理系統(tǒng)，尤其是績(jī)效管理和薪資系統(tǒng)進(jìn)行評(píng)估對(duì)東大當(dāng)前的人力資源管理系統(tǒng)，尤其是績(jī)效管理和薪資系統(tǒng)進(jìn)行評(píng)估B. Presentation to management B. 向管理層匯報(bào)演講向管理層匯報(bào)演講Phase 3A階段階段三三ARe-design of Neusofts compensation structure/ Re-design of Neusofts longterm ince

33、ntive plan重新設(shè)計(jì)東大的薪酬結(jié)構(gòu)和重新設(shè)計(jì)東大的薪酬結(jié)構(gòu)和長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃 Phase 3B階段三階段三BRe-design performancemanagement system 重新設(shè)計(jì)績(jī)效管理體系重新設(shè)計(jì)績(jī)效管理體系19wH翰威特Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談vWe will meet with key executives to understand company goals and strategy and the overall business needs 我們將與關(guān)鍵的高層經(jīng)理進(jìn)行

34、面談我們將與關(guān)鍵的高層經(jīng)理進(jìn)行面談，以了解公司目標(biāo)、策略及總體經(jīng)營(yíng)需求，以了解公司目標(biāo)、策略及總體經(jīng)營(yíng)需求vInterviews will be based on a pre-agreed questionnaire and will be designed to last approximately 2 hours each. 我們將根據(jù)雙方預(yù)先確定的問(wèn)卷來(lái)進(jìn)行面談，每個(gè)面談將持續(xù)兩小時(shí)左右我們將根據(jù)雙方預(yù)先確定的問(wèn)卷來(lái)進(jìn)行面談，每個(gè)面談將持續(xù)兩小時(shí)左右We had agreed that we would meet with the following individuals 根據(jù)雙方所達(dá)

35、成的共識(shí)，我們將與下述人員進(jìn)行面談： Chairman, CEO, CFO, Senior Vice President, Secretary to the Board, GM, and the Director of Human Resources董事長(zhǎng)、首席執(zhí)行官、首席財(cái)政官、高級(jí)副總裁、董事會(huì)秘書、總經(jīng)理及人力資源總監(jiān)20wH翰威特Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談 vDuring the interviews, we will clarify several important questions that pro

36、vide a context for the long term incentive plan and the compensation system, including: 在面談過(guò)程中，我們將明確與長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃及薪酬系統(tǒng)相關(guān)的諸多重要問(wèn)題，其中包括在面談過(guò)程中，我們將明確與長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃及薪酬系統(tǒng)相關(guān)的諸多重要問(wèn)題，其中包括：How should the long term incentive plan fit with the rest of the total compensation package? Should fit vary by position in the company

37、?長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃應(yīng)如何與其它全面薪酬計(jì)劃相匹配？匹配方式是否應(yīng)根據(jù)職位而有所不同？What messages need to be delivered through the long term incentive plan? Which performance measure(s) should be incorporated in the program design? Should payout be structured based on performance range(s)? 需要通過(guò)長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃傳達(dá)什么信息？計(jì)劃設(shè)計(jì)過(guò)程中應(yīng)融入哪些績(jī)效標(biāo)準(zhǔn)？是否應(yīng)根據(jù)績(jī)效幅度來(lái)確定費(fèi)用結(jié)構(gòu)？Ho

38、w will the company fund the program? 公司如何籌措計(jì)劃基金？What should be the proper mix of base pay, short-term incentive, long-term incentive, and benefits in the compensation plan?在薪酬計(jì)劃中，基本工資、短期獎(jiǎng)勵(lì)、長(zhǎng)期獎(jiǎng)勵(lì)和福利應(yīng)各占多少比例？21wH翰威特Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談vYour answers to these questions wil

39、l generate a context within which Hewitt Associates can guide Neusoft in the identification of long term incentive plan provisions, including: 翰威特咨詢公司將根據(jù)您所提供的答案來(lái)引導(dǎo)東大確定基本的長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃條款翰威特咨詢公司將根據(jù)您所提供的答案來(lái)引導(dǎo)東大確定基本的長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃條款，其中包括，其中包括：Eligibilityhow will plan coverage be determined and administered?享受資格：如何確定和管

40、理計(jì)劃的適用范圍？Award sizes and target opportunitieshow will award levels be defined? 授予數(shù)額與目標(biāo)機(jī)遇：如何確定授予級(jí)別？Award frequencyhow often will awards be issued? 授予周期：授予周期為多長(zhǎng)時(shí)間？Vesting or exercise restrictionswhat will be the nature of time- or performance-related vesting restrictions? 兌現(xiàn)或承兌限制：與時(shí)間或績(jī)效相關(guān)的兌現(xiàn)限制措施的實(shí)質(zhì)是什么

41、？Termination provisionswhat will happen at death, disability, retirement, etc.? 終結(jié)條款：計(jì)劃享受者死亡、殘疾、退休時(shí)應(yīng)如何加以處理？The right total compensation mix between base pay, short and long-term incentive, and benefits 全面薪酬計(jì)劃中，基本工資、短期獎(jiǎng)勵(lì)、長(zhǎng)期獎(jiǎng)勵(lì)與福利的合理比例。22wH翰威特Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談vKey Ou

42、tcomes:關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this phase, we will have gathered inputs from various key executives on the business strategy, and the goals and expectations for the long term incentive plan and compensation program 該階段結(jié)束時(shí)，我們將收集到各位關(guān)鍵高層經(jīng)理有關(guān)經(jīng)營(yíng)策略方面的意見(jiàn)與建議，以及對(duì)長(zhǎng)期獎(jiǎng)勵(lì)與薪酬計(jì)劃的目標(biāo)與期望We also will have clarified the

43、 objectives and potential key design features of the program我們還將明確該計(jì)劃的總體目標(biāo)及潛在的關(guān)鍵設(shè)計(jì)要素23wH翰威特Phase 1 - Executive InterviewsFocus Group (Optional) 第一階段：核心小組第一階段：核心小組(備選備選)vYou may also choose to have us conduct focus group meetings with key groups of employees 您還可以您還可以選擇由翰威特咨詢公司與關(guān)鍵的員工小組來(lái)進(jìn)行核心小組面談選擇由翰威特咨

44、詢公司與關(guān)鍵的員工小組來(lái)進(jìn)行核心小組面談vDuring these focus group discussions we would assess the employees views on:在核心小組面談中，我們將評(píng)估下述內(nèi)容在核心小組面談中，我們將評(píng)估下述內(nèi)容：How satisfied employees are with Neusofts compensation system 員工對(duì)東大薪酬系統(tǒng)的滿意度Their understanding of the various components of pay (I.e. base bay, incentives, bonus, ben

45、efits, etc.) 員工對(duì)各種薪酬要素的理解情況(即：基本工資、獎(jiǎng)勵(lì)、獎(jiǎng)金、福利等)Their views on how competitive Neusoft is in terms of total compensation員工對(duì)東大全面薪酬系統(tǒng)競(jìng)爭(zhēng)力的看法Their overall satisfaction about the employment relationship a Neusoft 員工對(duì)東大聘用關(guān)系的總體滿意度Their overall view of the various HR systems and management in general 員工對(duì)各種人力資源

46、系統(tǒng)與一般管理的總體看法Their understanding of the companys business goals and their contributions to those goals員工對(duì)公司經(jīng)營(yíng)目標(biāo)以及他們?cè)趯?shí)現(xiàn)這些目標(biāo)的過(guò)程中所發(fā)揮的作用的理解情況24wH翰威特Phase 1 - Executive InterviewsFocus Group (Optional) 第一階段：核心小組第一階段：核心小組(備選備選)vKey Outcomes: 關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this phase, we will have gathered inputs

47、from employees on the business goals and their views on all HR systems including total compensation該階段結(jié)束時(shí)，我們將收集到員工們對(duì)于經(jīng)營(yíng)目標(biāo)的建議，以及他們對(duì)包括全面薪酬在內(nèi)的所有人力資源系統(tǒng)的看法We will use this information to help us design programs that both meet the needs of top management and employees.我們將根據(jù)該信息來(lái)設(shè)計(jì)相關(guān)計(jì)劃，使之既滿足高層管理人員的需求，也滿足員工們

48、的需求25wH翰威特Phase 2A - Assessment of Current HR Practices 第二階段第二階段A：現(xiàn)有人力資源方案評(píng)估：現(xiàn)有人力資源方案評(píng)估vIn this Phase, Hewitt Associates will review all of Neusofts materials and procedures regarding Human Resources with a specific focus on Compensation and Performance Management 在該階段中，翰威特咨詢公司將審核所有的東大人力資源材料與規(guī)程，尤其是在

49、該階段中，翰威特咨詢公司將審核所有的東大人力資源材料與規(guī)程，尤其是薪酬薪酬與績(jī)與績(jī)效管理方面的內(nèi)容效管理方面的內(nèi)容vHewitt will give Neusoft a list of materials it would like to study 翰威特將為東大提供一系列分析材料翰威特將為東大提供一系列分析材料vOnce we have collected all materials we will review them and assess your systems against Hewitts database of best practices. We will: 收集到所有材料

50、之后，我們將對(duì)其加以審核并對(duì)照翰威特最佳方案數(shù)據(jù)庫(kù)來(lái)評(píng)估貴公司收集到所有材料之后，我們將對(duì)其加以審核并對(duì)照翰威特最佳方案數(shù)據(jù)庫(kù)來(lái)評(píng)估貴公司的系統(tǒng)的系統(tǒng)。我們將：。我們將：Review all technical aspects of your systems and determine where there are gaps and areas for improvement 審核東大系統(tǒng)中所有的技術(shù)要素，并確定其中的差距與不足之處Assess the link between your human resource practices and your stated business re

51、sults 評(píng)估東大人力資源方案與您所陳述的經(jīng)營(yíng)結(jié)果之間的關(guān)聯(lián)性 Determine if the link is strong or not 確定這一關(guān)聯(lián)性是否緊密 Begin outlining how to improve the system 開(kāi)始規(guī)劃如何改進(jìn)該系統(tǒng)26wH翰威特Phase 2A - Assessment of Current HR Practices 第二階段第二階段A：現(xiàn)有人力資源方案評(píng)估：現(xiàn)有人力資源方案評(píng)估vKey Outcomes: 關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this Phase, Hewitt will have a thorough

52、understanding of Neusofts HR practices specifically related to Performance Management and Compensation該階段結(jié)束時(shí)，翰威特咨詢公司將充分理解東大的人力資源方案，尤其是那些與績(jī)效管理和薪酬密切相關(guān)的方案This information will be used to draft a report to Neusoft outlining key areas for improvement and proposals for next steps我們將根據(jù)該信息草擬一份報(bào)告，以便向東大概述關(guān)鍵的改

53、進(jìn)之處及后續(xù)步驟提案27wH翰威特Phase 2B - Assessment of Current HR PracticesPresentation to Management第二階段第二階段B：現(xiàn)有人力：現(xiàn)有人力資源方案評(píng)估向管理層進(jìn)行演講介紹資源方案評(píng)估向管理層進(jìn)行演講介紹vOnce Hewitt has gathered all the information from the executive interviews, focus group (if applicable), and assessment of human resource practices we will make

54、 a half-day presentation to management翰威特咨詢公司在從高層經(jīng)理面談、核心小組翰威特咨詢公司在從高層經(jīng)理面談、核心小組(備選備選)面談及人力資源方案評(píng)估中收集到所有面談及人力資源方案評(píng)估中收集到所有信息之后信息之后，我們將向東大管理層進(jìn)行一次為期半天的演講介紹。我們將向東大管理層進(jìn)行一次為期半天的演講介紹。vThe presentation will outline:演講中將概述下列內(nèi)容演講中將概述下列內(nèi)容：Our understanding of the business strategy as outlined by the key executive

55、s 我們對(duì)于東大高層經(jīng)理所概述的經(jīng)營(yíng)策略的理解How the business strategy fits in with the total compensation plan該經(jīng)營(yíng)策略與全面薪酬計(jì)劃的匹配情況Key areas of agreement amongst the top management for the direction of the long term incentive plan 高層管理人員對(duì)長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃所達(dá)成的關(guān)鍵共識(shí)The message Executives want to send through the implementation of the lon

56、g term incentive plan 高層經(jīng)理希望通過(guò)實(shí)施長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃所傳達(dá)的信息內(nèi)容Any related information on the direction of the company and the alignment of the its Human resource systems 任何與公司方向及人力資源系統(tǒng)調(diào)整相關(guān)的信息28wH翰威特Phase 2B - Assessment of Current HR PracticesPresentation to Management 第二階段第二階段B：現(xiàn)有人力：現(xiàn)有人力資源方案評(píng)估向管理層進(jìn)行演講介紹資源方案評(píng)估向管理層進(jìn)

57、行演講介紹vThe presentation will also outline: 演講中還將概述下列內(nèi)容演講中還將概述下列內(nèi)容：Our findings from the audit of the human resource practices 人力資源方案的主要審核結(jié)果How the Neusoft practices compare with best practices in China東大方案與在華最佳方案的對(duì)比情況Our suggestions for modifications and improvement including:我們的修改與改進(jìn)建議包括： Various op

58、tions along with advantages and disadvantages of each option 各種方案及其優(yōu)、缺點(diǎn) Our recommendations on solutions best adapted to Neusofts situation 我們所建議的最適用于東大現(xiàn)狀的解決方案 A comprehensive proposal on how to design and implement our recommendations有關(guān)如何設(shè)計(jì)和實(shí)施翰威特提案的一個(gè)綜合性計(jì)劃29wH翰威特Phase 2B - Assessment of Current HR

59、PracticesPresentation to Management 第二階段第二階段B：現(xiàn)有人力：現(xiàn)有人力資源方案評(píng)估向管理層進(jìn)行演講介紹資源方案評(píng)估向管理層進(jìn)行演講介紹vKey Outcomes: 關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this presentation, Neusoft will have a comprehensive understanding of the direction and desire results for designing and implementing long term incentive plan演講結(jié)束時(shí)，東大將對(duì)設(shè)計(jì)和實(shí)施長(zhǎng)

60、期獎(jiǎng)勵(lì)計(jì)劃的方向和預(yù)期結(jié)果獲得一個(gè)全面的理解Neusoft will also have a comprehensive review of its total remuneration and performance management system along with recommendations for improvement東大在獲得改進(jìn)建議的同時(shí)，還將獲得對(duì)其全面薪酬與績(jī)效管理系統(tǒng)的全面審視Neusoft will have a comprehensive proposal on how Hewitt would address its desire to modify or re-do the compensation and