【正文】 rategy 將人力資源戰(zhàn)略與企業(yè)經(jīng)營(yíng)戰(zhàn)略相聯(lián)系 Rewarding 薪酬管理 Align Organization to Business Strategy 組織與經(jīng)營(yíng)策略相統(tǒng)一 Desired Business Results 經(jīng)營(yíng)目標(biāo) Business Strategies 經(jīng)營(yíng)策略 People Requirements 對(duì) 員工的要求 HR Strategies 人力資源策略 Employee Needs 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 Employee Satisfaction 員工滿意 Customer Satisfaction 客戶滿意 Organizing 組織管理 Our Understanding of Your Situation 我們對(duì)貴公司的理解 Our Understanding of Your Situation 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: RMB 注冊(cè)資本： — 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 location: Shenyang Dalian 主要營(yíng)業(yè)地 : 沈陽(yáng)和大連 Business and HR Issues 企業(yè)經(jīng)營(yíng)及人力資源狀況 ? Company is experiencing increasing petition 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) ? Current human resources systems do not support the firm’s need to be more petitive in the market and 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 ? Need to address the efficiency, petitiveness, and longevity of current anization 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 — WTO will have an impact on your petitive situation 中國(guó)入世對(duì)你們的競(jìng)爭(zhēng)地位將產(chǎn)生影響 ? Need to develop an effective pensation and performance management program that: 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： — 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 petency and/or contribution 獎(jiǎng)勵(lì)員工能力和 /或貢獻(xiàn) Our Response to Your Needs 我們對(duì)貴公司需要的反應(yīng) ? The remainder of this document presents Hewitt‘ s initial suggestions regarding how we might partner with Neusoft to resolve the issues at 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，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 ： — 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 Redesign Compensation Structure, Long term Incentive 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 Our Response to Your Needs 我們對(duì)貴公司需要的反應(yīng) Because we understand from our meeting that development of a petency framework might also be valuable to Neusoft, we have included some suggestions on petencies and training 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 longterm business strategy. We believe that petencies can form the basis for all the key elements of your workforce programs. 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)。 Overview of the Project Phases 項(xiàng)目階段概覽 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? We will meet with key executives to understand pany goals and strategy and the overall business needs 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 ? Interviews will be based on a preagreed 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 — We had agreed that we would meet with the following individuals 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, 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(shū)、 總經(jīng)理及人力資源總監(jiān) Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? During the interviews, we will clarify several important questions that provide a context for the long term incentive plan and the pensation 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 ： — How should the long term incentive plan fit with the rest of the total pensation package? Should fit vary by position in the pany? 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) ？ — How will the pany fund the program? 公司如何籌措計(jì)劃基金？ — What should be the proper mix of base pay, shortterm incentive, longterm incentive, and benefits in the pensation 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？ Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? Your answers to these questions will 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 ，其中包括： — Eligibility—how will plan coverage be determined and administered? 享受資格：如何確定和管理計(jì)劃的適用范圍 ？ — Award sizes and target opportunities—how 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 frequency—how often will awards be issued? 授予周期 ：授予周期為多長(zhǎng)時(shí)間？ — Vesting or exercise restrictions—what will be the nature of time or performancerelated 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 ？ — Termination provisions—what 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 pensation mix between base pay, short and longterm 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。 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? Key Outes: 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 pensation 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 objectives and potential key design features of the program 我們還將 明確該計(jì)劃的總體