ImproveBusinessResultsThroughPeople通過(guò)人改進(jìn)經(jīng)營(yíng)結(jié)果課件

ImproveBusinessResultsThroughPeople

通過(guò)人改進(jìn)經(jīng)營(yíng)結(jié)果NEUSOFTCorporation

××軟件集團(tuán)有限公司March2001

二OO一年三月ImproveBusinessResultsThAboutthisMaterial

關(guān)于這份材料Inresponseto“Neusoft”invitation,HewittprovideinthismaterialoursuggestedprojectapproachtohelpNeusoftbuilduptheworld-widestandardhumanresourcemanagementsystem,whichwillbeespeciallyfocusedonthejobdesign/evaluation,compensationdesignandperformancemanagement.Thisdocumentationdemonstrateshowwewillproceedthisproject.Wealsoemphasizeourunderstandingsuponyourneeds,ourmethodologiesforthefulfillmentandsomedetailedissuesduringtheco-operationbetweenNeusoftandHewitt.

我們接受了××軟件集團(tuán)有限公司的委托，為貴公司提供一份關(guān)于××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)注的工作設(shè)計(jì)/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××公司與東大合作的許多細(xì)節(jié)問(wèn)題。Thesuggestedprojectapproachadoptssomesuccessfulideasandprocedureswhichhavebeenprovedinotherhumanresourceconsultingprojects.Weacknowledgethatyouwillhavesomemodificationsbasedonoursuggestionstoensurethesuccessofthisproject.Welookforwardtogettingyourinput.

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)我們的建議方案。AboutthisMaterial

關(guān)于這份材料InrContents

內(nèi)容AboutHewittAssociates關(guān)于××公司OurUnderstandingofYourSituation對(duì)貴公司情況的理解LinkingHRIssuestoBusiness人力資源問(wèn)題與公司業(yè)務(wù)相結(jié)合

ConsideringFactorsinDesignandImplementation設(shè)計(jì)和實(shí)施所要考慮的因素OurSuggestedApproach我們的設(shè)計(jì)方案OurConsultingTeam我們的咨詢團(tuán)隊(duì)OurExperienceinTelecomIndustryinAsiaPacific我們?cè)趤喬珔^(qū)電信業(yè)上的經(jīng)驗(yàn)FeeandTiming費(fèi)用與時(shí)間結(jié)構(gòu)

Contents

內(nèi)容AboutHewittAssociHewittAssociatesLLC

××咨詢公司HewittAssociatesLLC

××咨詢公司HewittAssociates

××公司Globalmanagementconsultingfirmspecializinginpeoplesolutionstobusinessissues

專(zhuān)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LargesthumanresourcesconsultingfirmintheU.S.A

為美國(guó)最大的人力資源咨詢公司12,000Associatesworld-wide

全球12,000名員工75%ofFortune500areHewittclients

財(cái)富500強(qiáng)中75%的公司為翰威特公司的客戶Over1.28billionUSDinrevenueinFY2000

2000年度銷(xiāo)售收入達(dá)12.8億美金81officesin37countries

在37個(gè)國(guó)家建立了81個(gè)辦事處19officesinAsiaPacific

在亞洲建立了19個(gè)辦事機(jī)構(gòu)HewittAssociates

××公司GlobalmHewittinChina(Con’t)

××公司(續(xù))LargestandmostexperiencedworkforceconsultingfirminChina

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3officesinShanghai,Beijing,andHongKongwithnearly100Associates

在上海、北京、和香港辦事處擁有近100名員工6yearsofclientexperienceinChina

六年在華咨詢經(jīng)驗(yàn)800+clientsinChina

在中國(guó)已擁有800多家跨國(guó)客戶公司的客戶基礎(chǔ)Multi-cultural,multi-lingual,multi-talentedstaff

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One-firmfirm

全球一體化的組織結(jié)構(gòu)HewittinChina(Con’t)

××公司(續(xù)OurConsultingExperience

我們的咨詢經(jīng)驗(yàn)Largestandmostexperiencedrestructure,compensationandperformancemanagementconsultingpracticeinChina

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)伍40full-timeconsultants

40名全職咨詢顧問(wèn)Mostexperienceinprogramdesign

在項(xiàng)目設(shè)計(jì)方面擁有豐富的經(jīng)驗(yàn)Organizationalchange,Salarystructure,jobevaluation,paydelivery...

機(jī)構(gòu)重組，工資結(jié)構(gòu)、職位評(píng)估、工資發(fā)放...ExperiencewithSOEs,JVs,RepOffices,WOFEs,PrivateChinesecompanies

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)WorkingrelationshipwithMOFandCSRC

與財(cái)政部和證監(jiān)會(huì)的良好合作關(guān)系

OurConsultingExperience

我們的咨HowtoHelpOurChinaClients(currentproject)

××如何幫助在華的客戶企業(yè)(近期項(xiàng)目)HowtoHelpOurChinaClients(

OurExperienceinTelecomIndustry

inAsiaPacific

××在亞太地區(qū)電信業(yè)的服務(wù)經(jīng)驗(yàn)OurExperienceinTelecomIndOurClientsinTelecomIndustry

andInformationIndustry(××在電信及信息行業(yè)的客戶)OurClientsinTelecomIndustrSuccessinworkforceplanningrequiresHRto:

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(mén)來(lái)：Understandoutcomesdesiredbybusiness

了解企業(yè)經(jīng)營(yíng)的預(yù)期成果Understandbusinessstrategiesforobtainingoutcomes

了解獲得這些成果所要采取的經(jīng)營(yíng)策略Definebestorganizationstructuretosupportbusinessstrategy

設(shè)計(jì)最佳組織結(jié)構(gòu)來(lái)支持經(jīng)營(yíng)戰(zhàn)略Definepeoplerequirementsneededtoachievebusinessstrategy

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Developstrategiesfordeliveringpeoplerequirements

制定將員工能力付諸于實(shí)踐的策略Developtechniquesformonitoringprogresstowardgoals

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LinkingPeopleStrategytoBusinessStrategy

將人力資源戰(zhàn)略與企業(yè)經(jīng)營(yíng)戰(zhàn)略相聯(lián)系SuccessinworkforceplanningRewarding

薪酬管理AlignOrganizationtoBusinessStrategy

組織與經(jīng)營(yíng)策略相統(tǒng)一DesiredBusinessResults

經(jīng)營(yíng)目標(biāo)BusinessStrategies

經(jīng)營(yíng)策略PeopleRequirements

對(duì)員工的要求HRStrategies

人力資源策略EmployeeNeeds

員工的需求HR

人力資源Performing

績(jī)效管理Learning

培訓(xùn)發(fā)展Staffing

人員配置EmployeeSatisfaction員工滿意CustomerSatisfaction客戶滿意Organizing

組織管理Rewarding

薪酬管理AlignOrganizatiOurUnderstandingofYourSituation

我們對(duì)貴公司的理解OurUnderstandingofYourSituOurUnderstandingofYourSituation

我們對(duì)貴公司情況的理解

Numberofemployees:Over2700

員工人數(shù):2700余人RegistedCapital:0.56billionRMB

注冊(cè)資本：5.6億元Mainlineofbusiness:

經(jīng)營(yíng)范圍:Productsorservices:Applicationsoftwareandsolutions

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Operationlocation:Shenyang&Dalian

主要營(yíng)業(yè)地:沈陽(yáng)和大連OurUnderstandingofYourSituBusinessandHRIssues

企業(yè)經(jīng)營(yíng)及人力資源狀況Companyisexperiencingincreasingcompetitionfortalentandmarketshare面臨日趨激烈的人才及市場(chǎng)份額的競(jìng)爭(zhēng)Currenthumanresourcessystemsdonotsupportthefirm’sneedtobemorecompetitiveinthemarketandthewaroftalents

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Needtoaddresstheefficiency,competitiveness,andlongevityofcurrentorganizationstructure

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WTOwillhaveanimpactonyourcompetitivesituation

中國(guó)入世對(duì)你們的競(jìng)爭(zhēng)地位將產(chǎn)生影響Needtodevelopaneffectivecompensationandperformancemanagementprogramthat:

著手制定有效的薪酬激勵(lì)和績(jī)效管理計(jì)劃，此計(jì)劃將：Isinalignmentwithbusinessneedsandresults

與企業(yè)經(jīng)營(yíng)績(jī)效相互協(xié)調(diào)Helpsattract,retainandmotivateemployees,especiallyformanagementstaffs

幫助吸引，留用和激勵(lì)員工,尤其針對(duì)管理層Rewardscompetencyand/orcontribution

獎(jiǎng)勵(lì)員工能力和/或貢獻(xiàn)BusinessandHRIssues

企業(yè)經(jīng)營(yíng)及人力OurResponsetoYourNeeds

我們對(duì)貴公司需要的反應(yīng)TheremainderofthisdocumentpresentsHewitt‘sinitialsuggestionsregardinghowwemightpartnerwithNeusofttoresolvetheissuesathand.Oursuggestedapproachisinthreemainphases:

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：Phase1-ExecutiveInterviews

階段1-高級(jí)經(jīng)理面談Phase2-AssesmentofCurrentHRPractices,PresentationtoManagement

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Phase3-Re-designCompensationStructure,LongtermIncentivePlanandPerformanceManagementSystem

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

OurResponsetoYourNeeds

我們OurResponsetoYourNeeds

我們對(duì)貴公司需要的反應(yīng) Becauseweunderstandfromourmeetingthatdevelopmentofacompetencyframe-workmightalsobevaluabletoNeusoft,wehaveincludedsomesuggestionsoncompetenciesandtrainingintheappendix.Indeed,Hewittadvocatesaholisticapproachtoallworkforceprogramsratherthanapiecemealapproach.Thisapproachisparticularlyrelevantwhenconsideringbothyourshortandlong-termbusinessstrategy.Webelievethatcompetenciescanformthebasisforallthekeyelementsofyourworkforceprograms.

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)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)。OurResponsetoYourNeeds

我們OverviewoftheProjectPhases

項(xiàng)目階段概覽Phase1

階段一ExecutiveInterviewofNeusoft’stopmanagementtosetdirectionforlong-termincentiveplan,compensationphilosophy,andperformancemanagement

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

Phase2

階段二A.AssessmentofNeusoft’scurrenthumanresourcesystemfocusingonperformancemanagementandthecompensationsystem

A.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.PresentationtomanagementB.向管理層匯報(bào)演講Phase3A

階段三ARe-designofNeusoft’scompensationstructure/Re-designofNeusoft’slongtermincentiveplan

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

Phase3B

階段三BRe-designperformancemanagementsystem

重新設(shè)計(jì)績(jī)效管理體系OverviewoftheProjectPhasesPhase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談Wewillmeetwithkeyexecutivestounderstandcompanygoalsandstrategyandtheoverallbusinessneeds

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Interviewswillbebasedonapre-agreedquestionnaireandwillbedesignedtolastapproximately2hourseach.

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Wehadagreedthatwewouldmeetwiththefollowingindividuals

根據(jù)雙方所達(dá)成的共識(shí)，我們將與下述人員進(jìn)行面談：Chairman,CEO,CFO,SeniorVicePresident,SecretarytotheBoard,GM,andtheDirectorofHumanResources

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(shū)、總經(jīng)理及人力資源總監(jiān)Phase1-ExecutiveInterviewsPhase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談Duringtheinterviews,wewillclarifyseveralimportantquestionsthatprovideacontextforthelongtermincentiveplanandthecompensationsystem,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：Howshouldthelongtermincentiveplanfitwiththerestofthetotalcompensationpackage?Shouldfitvarybypositioninthecompany?

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？Whatmessagesneedtobedeliveredthroughthelongtermincentiveplan?Whichperformancemeasure(s)shouldbeincorporatedintheprogramdesign?Shouldpayoutbestructuredbasedonperformancerange(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)？Howwillthecompanyfundtheprogram?公司如何籌措計(jì)劃基金？Whatshouldbethepropermixofbasepay,short-termincentive,long-termincentive,andbenefitsinthecompensationplan?

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？Phase1-ExecutiveInterviewsPhase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談YouranswerstothesequestionswillgenerateacontextwithinwhichHewittAssociates

canguideNeusoftintheidentificationoflongtermincentiveplanprovisions,including:××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：Eligibility—howwillplancoveragebedeterminedandadministered?

享受資格：如何確定和管理計(jì)劃的適用范圍？Awardsizesandtargetopportunities—howwillawardlevelsbedefined?

授予數(shù)額與目標(biāo)機(jī)遇：如何確定授予級(jí)別？Awardfrequency—howoftenwillawardsbeissued?

授予周期：授予周期為多長(zhǎng)時(shí)間？Vestingorexerciserestrictions—whatwillbethenatureoftime-orperformance-relatedvestingrestrictions?

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？Terminationprovisions—whatwillhappenatdeath,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？Therighttotalcompensationmixbetweenbasepay,shortandlong-termincentive,

andbenefits

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。Phase1-ExecutiveInterviewsPhase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談KeyOutcomes:

關(guān)鍵結(jié)果：Attheendofthisphase,wewillhavegatheredinputsfromvariouskeyexecutivesonthebusinessstrategy,andthegoalsandexpectationsforthelongtermincentiveplanandcompensationprogram

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Wealsowillhaveclarifiedtheobjectivesandpotentialkeydesignfeaturesoftheprogram 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Phase1-ExecutiveInterviewsPhase1-ExecutiveInterviews

FocusGroup(Optional)

第一階段：核心小組(備選)Youmayalsochoosetohaveusconductfocusgroupmeetingswithkeygroupsofemployees

您還可以選擇由××咨詢公司與關(guān)鍵的員工小組來(lái)進(jìn)行核心小組面談Duringthesefocusgroupdiscussionswewouldassesstheemployees’viewson:

在核心小組面談中，我們將評(píng)估下述內(nèi)容：HowsatisfiedemployeesarewithNeusoft’scompensationsystem

員工對(duì)東大薪酬系統(tǒng)的滿意度Theirunderstandingofthevariouscomponentsofpay(I.e.basebay,incentives,bonus,benefits,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)TheirviewsonhowcompetitiveNeusoftisintermsoftotalcompensation

員工對(duì)東大全面薪酬系統(tǒng)競(jìng)爭(zhēng)力的看法TheiroverallsatisfactionabouttheemploymentrelationshipaNeusoft

員工對(duì)東大聘用關(guān)系的總體滿意度TheiroverallviewofthevariousHRsystemsandmanagementingeneral

員工對(duì)各種人力資源系統(tǒng)與一般管理的總體看法Theirunderstandingofthecompany’sbusinessgoalsandtheircontributionstothosegoals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Phase1-ExecutiveInterviewsPhase1-ExecutiveInterviews

FocusGroup(Optional)

第一階段：核心小組(備選)KeyOutcomes:

關(guān)鍵結(jié)果：Attheendofthisphase,wewillhavegatheredinputsfromemployeesonthebusinessgoalsandtheirviewsonallHRsystemsincludingtotalcompensation

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Wewillusethisinformationtohelpusdesignprogramsthatbothmeettheneedsoftopmanagementandemployees. 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，也滿足員工們的需求Phase1-ExecutiveInterviewsPhase2A-AssessmentofCurrentHRPractices

第二階段A：現(xiàn)有人力資源方案評(píng)估InthisPhase,HewittAssociateswillreviewallofNeusoft’smaterialsandproceduresregardingHumanResourceswithaspecificfocusonCompensationandPerformanceManagement

在該階段中，××咨詢公司將審核所有的東大人力資源材料與規(guī)程，尤其是薪酬與績(jī)效管理方面的內(nèi)容HewittwillgiveNeusoftalistofmaterialsitwouldliketostudy

××將為東大提供一系列分析材料OncewehavecollectedallmaterialswewillreviewthemandassessyoursystemsagainstHewitt’sdatabaseofbestpractices.Wewill:

收集到所有材料之后，我們將對(duì)其加以審核并對(duì)照××最佳方案數(shù)據(jù)庫(kù)來(lái)評(píng)估貴公司的系統(tǒng)。我們將：Reviewalltechnicalaspectsofyoursystemsanddeterminewheretherearegapsandareasforimprovement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Assessthelinkbetweenyourhumanresourcepracticesandyourstatedbusinessresults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Determineifthelinkisstrongornot確定這一關(guān)聯(lián)性是否緊密Beginoutlininghowtoimprovethesystem開(kāi)始規(guī)劃如何改進(jìn)該系統(tǒng)Phase2A-AssessmentofCurrePhase2A-AssessmentofCurrentHRPractices

第二階段A：現(xiàn)有人力資源方案評(píng)估KeyOutcomes:

關(guān)鍵結(jié)果：AttheendofthisPhase,HewittwillhaveathoroughunderstandingofNeusoft’sHRpracticesspecificallyrelatedtoPerformanceManagementandCompensation

該階段結(jié)束時(shí)，××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ThisinformationwillbeusedtodraftareporttoNeusoftoutliningkeyareasforimprovementandproposalsfornextsteps 我們將根據(jù)該信息草擬一份報(bào)告，以便向××概述關(guān)鍵的改進(jìn)之處及后續(xù)步驟提案Phase2A-AssessmentofCurrePhase2B-AssessmentofCurrentHRPractices

PresentationtoManagement第二階段B：現(xiàn)有人力資源方案評(píng)估向管理層進(jìn)行演講介紹OnceHewitthasgatheredalltheinformationfromtheexecutiveinterviews,focusgroup(ifapplicable),andassessmentofhumanresourcepracticeswewillmakeahalf-daypresentationtomanagement

××咨詢公司在從高層經(jīng)理面談、核心小組(備選)面談及人力資源方案評(píng)估中收集到所有信息之后，我們將向東大管理層進(jìn)行一次為期半天的演講介紹。Thepresentationwilloutline:

演講中將概述下列內(nèi)容：Ourunderstandingofthebusinessstrategyasoutlinedbythekeyexecutives

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Howthebusinessstrategyfitsinwiththetotalcompensationplan

該經(jīng)營(yíng)策略與全面薪酬計(jì)劃的匹配情況Keyareasofagreementamongstthetopmanagementforthedirectionofthelongtermincentiveplan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)ThemessageExecutiveswanttosendthroughtheimplementationofthelongtermincentiveplan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AnyrelatedinformationonthedirectionofthecompanyandthealignmentoftheitsHumanresourcesystems任何與公司方向及人力資源系統(tǒng)調(diào)整相關(guān)的信息Phase2B-AssessmentofCurrePhase2B-AssessmentofCurrentHRPractices

PresentationtoManagement第二階段B：現(xiàn)有人力資源方案評(píng)估向管理層進(jìn)行演講介紹Thepresentationwillalsooutline:

演講中還將概述下列內(nèi)容：Ourfindingsfromtheauditofthehumanresourcepractices

人力資源方案的主要審核結(jié)果HowtheNeusoftpracticescomparewithbestpracticesinChina

東大方案與在華最佳方案的對(duì)比情況Oursuggestionsformodificationsandimprovementincluding:

我們的修改與改進(jìn)建議包括：Variousoptionsalongwithadvantagesanddisadvantagesofeachoption

各種方案及其優(yōu)、缺點(diǎn)OurrecommendationsonsolutionsbestadaptedtoNeusoft’ssituation

我們所建議的最適用于東大現(xiàn)狀的解決方案Acomprehensiveproposalonhowtodesignandimplementourrecommendations

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Phase2B-AssessmentofCurrePhase2B-AssessmentofCurrentHRPractices

PresentationtoManagement第二階段B：現(xiàn)有人力資源方案評(píng)估向管理層進(jìn)行演講介紹KeyOutcomes:

關(guān)鍵結(jié)果：Attheendofthispresentation,Neusoftwillhaveacomprehensiveunderstandingofthedirectionanddesireresultsfordesigningandimplementinglongtermincentiveplan

演講結(jié)束時(shí)，東大將對(duì)設(shè)計(jì)和實(shí)施長(zhǎng)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Neusoftwillalsohaveacomprehensivereviewofitstotalremunerationandperformancemanagementsystemalongwithrecommendationsforimprovement

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NeusoftwillhaveacomprehensiveproposalonhowHewittwouldaddressitsdesiretomodifyorre-dothecompensationandperformancemanagementsystems 東大將獲得一份綜合性的提案，其內(nèi)容是關(guān)于翰威特公司將如何在修改或重新制定薪酬與績(jī)效管理系統(tǒng)方面滿足貴公司的需求Phase2B-AssessmentofCurrePhase3A：Re-DesignofCompensationStructure/Long-TermIncentivePlans

階段三A：重新設(shè)計(jì)薪酬結(jié)構(gòu)和長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃Phase3A：Re-DesignofCompenJobDocumentation

職位文檔JobDocumentation

職位文檔DefinitionandPurposes

定義和目的Isaprocessofdefininganddescribing:

是一個(gè)定義和描述的過(guò)程:Jobduties/responsibilities

工作責(zé)任/職責(zé)Jobcharacteristics

工作性質(zhì)Otherrequirementsofjobs

其他的工作要求Typicalpurposesofjobdocumentationinclude:

職位文檔的典型目的包括:DefinitionandPurposes

定義和目的ProcessOverview

程序概覽Step1:DefinePurposesandGuidelines步驟1:確定目的和準(zhǔn)則Step2:DesignTemplateandTool步驟2:設(shè)計(jì)模式和工具Step3:JobDocumentationTraining步驟3:職位文檔培訓(xùn)Step4:ReviewJobDocumentation步驟4:審核職位文檔Neusoft‘sManagersandSupervisorsDocumentJobs東大軟件集團(tuán)有限公司的經(jīng)理和主管將職位文本化tProcessOverview

程序概覽Step1:SProcessSteps

程序步驟Step1:Definingthepurposesofjobdocumentation

步驟1:確定職位文檔的目的Theprojectteamwillmeetto:

項(xiàng)目小組將會(huì)面:DiscusshowNeusoftwillusejobdocumentation

討論××軟件集團(tuán)有限公司將如何使用職位文檔Presenthowvariouspurposescanimpactonthedesignofthetemplate

演示不同的目的將會(huì)如何影響模式的設(shè)計(jì)Agreeonhighlevelprinciplesofthedevelopmentofajobdescriptiontemplate

在設(shè)計(jì)職位描述模式時(shí)所涉及的高層次的原理上達(dá)成一致ProcessSteps

程序步驟Step1:DefProcessSteps

程序步驟Identifythemostappropriateapproach(e.g.,jobinterview,questionnaire)togatheringjobrelatedinformation

確定最恰當(dāng)?shù)姆椒?例如職位訪談和問(wèn)卷形式)，從而收集所有與職位相關(guān)的信息Outcome:Thepurposesofjobdocumentationisidentified,whichwillguidethedesignofthejobdescriptiontemplate;theprojectteamagreeshowtogatherupdatedandaccuratejobrelatedinformation

結(jié)果：職位文檔的目的最終確認(rèn)，并將指導(dǎo)職位描述模式的設(shè)計(jì)；項(xiàng)目小組在如何收集與職位相關(guān)的最新的并準(zhǔn)確的信息上達(dá)成一致。ProcessSteps

程序步驟IdentifythProcessSteps(Con’t)

程序步驟(續(xù))Step2:Designjobdescriptiontemplateandinformationgatheringtool

步驟2:設(shè)計(jì)職位描述模式以及信息收集工具Hewittwillwilldesignthetemplateoff-site

××將為公司設(shè)計(jì)模式ThetemplateshouldsupportNeusoft’spurposesofestablishingjobdocumentation

這一模式應(yīng)支持東大軟件集團(tuán)有限公司建立職位文檔的目的Thetemplatemayconsistsof:

這一模式可能由以下幾部分組成Jobpurpose,primarydutiesandresponsibilities.reportingrelationship,internal&externalcustomers,jobrequirement(e.g.,education,experience),approvalprocess

工作目的、主要的責(zé)任和職責(zé)、與上級(jí)的匯報(bào)關(guān)系、內(nèi)部和外部的客戶、工作要求(例如教育背景和相關(guān)經(jīng)驗(yàn))以及批準(zhǔn)認(rèn)同的程序。ProcessSteps(Con’t)

程序步驟(續(xù))ProcessSteps(Con’t)

程序步驟(續(xù))Hewittwilldesignappropriatetools(e.g.,interviewguide,questionnaire)toprepareforinformationgathering

××將設(shè)計(jì)恰當(dāng)?shù)墓ぞ?例如面談指導(dǎo)和問(wèn)卷)，從而為信息收集做準(zhǔn)備Theprojectteamwillmeettofinalizethetemplateandinformationgatheringtools

項(xiàng)目小組將會(huì)面并且最終確定模式和信息收集的工具Outcome:Neusoftwillhaveausefuljobdescriptiontemplatethatservesitspurposes;andaneffectivetoolisavailabletogatherupdatedandaccuratejobrelatedinformation

結(jié)果:××軟件集團(tuán)有限公司將擁有能為目的服務(wù)的有效的職位描述模式，并且具備有效的工具去收集最新的且準(zhǔn)確的與職相關(guān)的信息ProcessSteps(Con’t)

程序步驟(續(xù))ProcessSteps(Con’t)

程序步驟(續(xù))Step3:JobDocumentationTraining

步驟3:職位文檔培訓(xùn)Hewittwillpreparetrainingmaterialsoff-site;thematerialwillfocuson:

翰威特將準(zhǔn)備培訓(xùn)材料，這些材料將注重于：Introductionofthetemplateandtheinformationgatheringtool

有關(guān)模式及信息收集工具的介紹Howtogatheringinformationanddocumentingjobsoncetheinformationisreceived

一旦接收到信息，將如何進(jìn)行信息收集及職位文本化工作ProcessSteps(Con’t)

程序步驟(續(xù))ProcessSteps(Con’t)

程序步驟(續(xù))Theprojectteamwillmeettofinalizethetrainingmaterial

項(xiàng)目小組將會(huì)面并最終確定培訓(xùn)材料Neusofwillmakeallnecessarylogisticsarrangementforthetraining東大軟件集團(tuán)有限公司將為培訓(xùn)做好所有必要的安排Usually,managers/supervisorsareresponsiblefordocumentingtheirsubordinates’jobs;therefore,theyarerequiredtoattendthetraining

通常情況下，經(jīng)理或主管負(fù)責(zé)將他們下屬的職位文本化。因此，他們被要求參加培訓(xùn)Hewittwillconductjobdocumentationtraining;examplesofcompletedjobdocumentationwillbeprovidedforNeusoftasareference

翰威特將進(jìn)行職位文檔培訓(xùn)，已完成的職位文檔實(shí)例將提供給東大軟件集團(tuán)有限公司作為參考Outcome:Neusoft’smanagers/supervisorsknowshowtocompletethetaskofdocumentingtheirsubordinates’jobs

結(jié)果:××軟件集團(tuán)有限公司的經(jīng)理或主管會(huì)了解如何完成他們下屬的職位文本任務(wù)ProcessSteps(Con’t)

程序步驟(續(xù))ProcessSteps(Con’t)

程序步驟(續(xù))Step4:Reviewjobdocumentation

步驟4:審核職位文檔Oncealljobdocumentationiscompleted,Hewittwillreviewitandprovidecommentsorsuggestionsforimprovement

一旦所有的職位文檔完成后，翰威特將進(jìn)行審核并提供改進(jìn)的建議Dependingonthequalityofcompletedjobdocumentation,Hewittwill:

基于已完成的職位文檔的質(zhì)量，翰威特將：Eitherprovidemorecoachingforselectivemanagers/supervisorsandrequirethemtoimprovetheirwork,assumingthequalityisnotsogood

或者對(duì)選出的經(jīng)理或主管進(jìn)行更多的指導(dǎo)，并要求他們改進(jìn)工作(假設(shè)質(zhì)量不是很好)

OrcompileallcompletedjobdocumentationintoaNeusoft’sjobdescriptionmanual,assumingthequalityisacceptableorsatisfactory

或者將所有已完成的職位文檔編輯成東大軟件集團(tuán)有限公司的職位描述手冊(cè)中(假設(shè)質(zhì)量是可以的或令人滿意的)ProcessSteps(Con’t)

程序步驟(續(xù))ProcessSteps(Con’t)

程序步驟(續(xù))Thejobdescriptionmanualshouldincludepurposes,process,toolsandoutcomesofthejobdocumentationwork

職位描述手冊(cè)應(yīng)該包括目的、程序、工具以及職位文檔工作的結(jié)果Outcome:Neusoftwillhavewell-documentedjobdescriptionsthatsupportitspeoplepractice;knowledgeandskillsaretransferredtoNeusoft’sstaff

結(jié)果：××軟件集團(tuán)有限公司將擁有良好的職位描述文本，從而支持它的人員管理，同時(shí)相關(guān)的知識(shí)和技能將被傳授給東大軟件集團(tuán)有限公司的員工ProcessSteps(Con’t)

程序步驟(續(xù))ComponentsofaCompensationProgram

薪酬計(jì)劃的內(nèi)容CompensationStrategy薪酬策略JobDocumentation工作描述文本JobEvaluation職位評(píng)估MarketPricing市場(chǎng)定價(jià)SalaryStructure薪資結(jié)構(gòu)PayDelivery-Short-termincentives-Long-termincentives工資發(fā)放-短期獎(jiǎng)勵(lì)-長(zhǎng)期獎(jiǎng)勵(lì)Communication,ImplementationandAnnualMaintenance項(xiàng)目溝通、實(shí)施以及全年管理Hewitt’scompensationdesignapproachfocusesonthefollowingkeyelements:

翰威特公司薪酬設(shè)計(jì)方法ComponentsofaCompensationPCompensationDesignConsultingProcess

薪酬設(shè)計(jì)咨詢程序JobEvaluation職位評(píng)估SalaryStructure薪資結(jié)構(gòu)MarketPricing市場(chǎng)定價(jià)Communication,ImplementationandAnnualMaintenanceprocess項(xiàng)目溝通、實(shí)施以及全年管理CompensationStrategyDesign薪酬策略設(shè)計(jì)1.1DesignPlanning設(shè)計(jì)計(jì)劃ManagementReport管理層匯報(bào)Step步驟1Step步驟2Step步驟3Step步驟4Step步驟5KeyProjectSteps主要項(xiàng)目步驟Processyieldsfullyfunctionalcompensationprogramthatistotallyintegratedwithneworganizationdesign.程序產(chǎn)生了完全功能化的薪酬計(jì)劃,與新的組織設(shè)計(jì)完全符合PayDelivery(shortandlong-termincentive工資發(fā)放(短期和長(zhǎng)期獎(jiǎng)勵(lì))1.2CreateDesignTeam成立設(shè)計(jì)小組CompensationDesignConsultingStep1.1:DesignPlanning

步驟1.1：設(shè)計(jì)計(jì)劃Purpose:Toplanallactivitiesforthedesignofthecompensationsystem,long-termincentiveplanandperformancemanagementre-design

目的：計(jì)劃所有的薪酬體系設(shè)計(jì)、長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃和績(jī)效管理的重新設(shè)計(jì)Process:1/2dayplanningmeetingwithkeyNeusoftteammembers,plus1/2dayinitialinformationsharing/brainstormingsession.

程序：與關(guān)健的東大小組成員進(jìn)行半天的計(jì)劃會(huì)議，另外用半天的時(shí)間進(jìn)行初步的信息共享和意見(jiàn)交流。Hewittwillprepareplanninginformationandprojectmanagementtimlinesandkeyoutcomes

翰威特將準(zhǔn)備計(jì)劃信息、項(xiàng)目管理的時(shí)間安排以及關(guān)健的結(jié)果HewittandNeusoftwillworktheplanandagreeonprojecttimelines,milestonesandkeyoutcomes

翰威特和東大將共同設(shè)計(jì)計(jì)劃，并在項(xiàng)目的時(shí)間安排、里程碑和關(guān)健的結(jié)果上達(dá)成一致Outcome:Detailedprojectplan.Listofissuesassociatedwithcurrentcompensationsystemandperformancemanagement,broadinformationaboutitscharacter,andinitialideasforthefuturesystem.

結(jié)果：對(duì)薪酬設(shè)計(jì)階段作出詳細(xì)的項(xiàng)目計(jì)劃。與目前的薪酬體系相關(guān)的問(wèn)題以及有關(guān)特點(diǎn)的廣泛信息，對(duì)將來(lái)的體系的初步想法。Step1.1:DesignPlanning

步驟1Step1.2:CreateDesignTeam

步驟1.2：成立設(shè)計(jì)小組DesignteamcomprisesHewittconsultantsandteamofmanagersfromNeusoft

設(shè)計(jì)小組由翰威特公司咨詢顧問(wèn)和東大經(jīng)理小組組成Criteriaforselection

成員挑選標(biāo)準(zhǔn)SeniorlevelHR

高級(jí)人力資源管理人員Othermanagersfamiliarwithdirectionofbusiness

其他熟悉公司經(jīng)營(yíng)方向的經(jīng)理MustbeabletoattendALLmeetings

必需能夠參加每一次會(huì)議Step1.2:CreateDesignTeam

Step2:CompensationStrategyDesign

步驟2：薪酬策略設(shè)計(jì)Purpose:EstablishhowNeusoftwillusecompensationtoattract,retain,motivate,andrewardemployees,inlinewithitsbusinessstrategy

目的：建立東大利用薪酬體系來(lái)吸引、保留、激勵(lì)、報(bào)償員工的指導(dǎo)原則,并使之與經(jīng)營(yíng)策略相一致Process:OneorTwo1/2-daymeetingswiththedesignteamfocusedondiscussing:

程序：與設(shè)計(jì)小組進(jìn)行一次或兩次半天會(huì)議，討論：Businessgoals,strategyandpeoplerequirements

商業(yè)目標(biāo)、商業(yè)策略與人員要求Theroleofcompensation,andhowitsupportsNeusoft‘sbusiness

薪資的作用，它如何支持東大的業(yè)務(wù)發(fā)展Compensationusage(e.g.targetpaylevels,usageofvariablepay,etc.)

如何運(yùn)用薪資杠桿(例如，目標(biāo)工資水平、浮動(dòng)獎(jiǎng)金的作用，等等)

Outcome:Compensationstrategystatementwhichprovidesaframeworkforthedesign,communicationandadministrationofthecompensationatNeusoft.

成果：制定為薪酬項(xiàng)目設(shè)計(jì)，溝通和管理提供指導(dǎo)的東大薪酬策略Step2:CompensationStrategyStep3.1:JobEvaluation

步驟3.1：職位評(píng)估Purpose:DeterminetherelativevaluesofjobsatNeusoft

目的：確定東大內(nèi)部職位的相對(duì)價(jià)值Process：

程序步驟；

EstablishjobevaluationmethodologythatworksbestforNeusoft

制定最適用于東大的職位評(píng)估準(zhǔn)則GatheringrelevantdataonNeusoft’sjobs收集東大有關(guān)職位的信息Option1:Thedesignteamprovidesinformationonalljobsagainstdevelopedcriteria

備選方案1：設(shè)計(jì)小組成員根據(jù)新制定的職位評(píng)估準(zhǔn)則提供所有職位信息Option2:HewittdesignsaninformationgatheringformandNeusoftgathersinformationinternally

備選方案2：由翰威特公司設(shè)計(jì)問(wèn)卷，而由東大安排從內(nèi)部收集具體信息Option3:Hewitttoconductjobinterviews

備選方案3：翰威特進(jìn)行職位面談UsingmethodologyandinformationevaluateNeusoftjobs

對(duì)東大的職位進(jìn)行評(píng)估Step3.1:JobEvaluation

步驟3.1Step3.1:JobEvaluation

步驟3.1：職位評(píng)估Outcome:Alljobswillbevaluedonacomparativebasis,depictedinachartofhierarchieswithinjobfamilies

成果：對(duì)所有職位進(jìn)行比較評(píng)估,并通過(guò)圖表的形式將職位類(lèi)別中的等級(jí)描繪出來(lái)。Note:Anoptional,additionalstepassociatedwithjobevaluationwouldbetoproducedocumentationonalljobs,ortodesignaprocesswherebyNeusoftcandocumentitsjobs

備注：采用與職位評(píng)估相關(guān)的備選附加的步驟，將制定出所有職位文檔，或設(shè)計(jì)出東大如何將職位歸檔的程序。Step3.1:JobEvaluation

步驟3.1VariousJobEvaluationMethodologies

職位評(píng)估的不同方法ExternallyFocused主要側(cè)重于外部InternallyFocused主要側(cè)重于內(nèi)部Ranktomarket市場(chǎng)定位法InternalRanking內(nèi)部評(píng)級(jí)法PointFactorMethods因素評(píng)分法

FactorComparison因素比較法PairedComparison匹配比較法VariousJobEvaluationMethodoSelectinganEvaluationMethod

職位評(píng)估方法的選擇

Considerationsmayinclude:

考慮因素可能包括：

Precision準(zhǔn)確性

Time/Resources時(shí)間/資源Regulatory/Compliance法律規(guī)范Communication交流溝通Typesofjobs工作的類(lèi)型Numberofjobs工作的數(shù)量ApplicabilitytootherHRprograms對(duì)其他人力資源項(xiàng)目的適用性Responsivenesstochange對(duì)變動(dòng)的適應(yīng)性

SelectinganEvaluationMethodStep3.2:MarketPricing

步驟3.2：市場(chǎng)定價(jià)Purpose:Establishcompetitivemarketpaydataforbenchmarkjobs

目的：建立針對(duì)東大的代表性基準(zhǔn)職位為根據(jù)的市場(chǎng)定價(jià)Process:1/2daymeeting,incombinationwithHewittconsultantsworkinginternally

程序：半天會(huì)議，以及翰威特咨詢顧問(wèn)獨(dú)立進(jìn)行的數(shù)據(jù)分析工作Establishbenchmarkjobs,pricingapproach,etc.確定基準(zhǔn)職位、定價(jià)方式，等Pricingbenchmarkjobs職位定價(jià)Option1:UseHewitt’sexistingdata(TCM)

備選方案1：利用現(xiàn)有數(shù)據(jù)來(lái)源Option2:ConductacustomstudyfocussedonChineseHigh-Techindustry(suggested-moreaccurateanddefensible)

備選方案2：組織專(zhuān)項(xiàng)行業(yè)薪資調(diào)研(建議性的，更為正確和可靠)Outcome:AllbenchmarkjobsatNeusoftarepricedwithcompetitivemarketpaydatawhichincludes:

成果：取得東大的所有職位的競(jìng)爭(zhēng)性市場(chǎng)數(shù)據(jù)，包括：Variouspaycomponents各種各樣的薪資組成Quartilestatisticsfortotalcashcompen