【正文】 onsidering both your short and longterm business strategy. We believe that petencies can form the basis for all the key elements of your workforce programs. 通過會議，我們了解到 核心能力結(jié)構(gòu)的設計以及管理培訓 也將對東大有一定的價值。 ? The suggested project approach adopts some successful ideas and procedures which have been proved in other human resource consulting projects. We acknowledge that you will have some modifications based on our suggestions to ensure the success of this project. We look forward to getting your input. 這個建議的過程采納了一些其他人力資源發(fā)展項目中運行較好的步驟。1 w Improve Business Results Through People 通過人改進經(jīng)營結(jié)果 NEUSOFT Corporation 東大軟件集團有限公司 March 2023 二 OO一 年三月 2 w About this Material 關(guān)于這份材料 ? In response to “Neusoft” invitation, Hewitt provide in this material our suggested project approach to help Neusoft build up the worldwide standard human resource management system, which will be especially focused on the job design/evaluation, pensation design and performance management. This documentation demonstrates how we will proceed this project. We also emphasize our understandings upon your needs, our methodologies for the fulfillment and some detailed issues during the cooperation between Neusoft and Hewitt. ? 我們接受了東大軟件集團有限公司 (東大 )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世界標準的人力資源管理系統(tǒng)，尤其是東大特別關(guān)注的 工作設計 /評估，薪酬激勵及績效管理系統(tǒng) 的設計方案。我們認識到為了保證項目的成功運作你們可能會對我們所提出的設計方案做出相應的改動。因此我們在附錄中也包括了有關(guān)這兩方面的建議。 22 w 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，我們將收集到各位關(guān)鍵高層經(jīng)理有關(guān)經(jīng)營策略方面的意見與建議， 以及對長期獎勵與薪酬計劃的目標與期望 — We also will have clarified the objectives and potential key design features of the program 我們還將 明確該計劃的總體目標及潛在的關(guān)鍵設計要素 23 w Phase 1 Executive Interviews Focus Group (Optional) 第一階段：核心小組 (備選 ) ? You may also choose to have us conduct focus group meetings with key groups of employees 您還可以 選擇由翰威特咨詢公司與關(guān)鍵的員工小組來進行核心小組面談 ? During these focus group discussions we would assess the employees’ views on: 在核心小組面談中，我們將評估下述內(nèi)容 ： — How satisfied employees are with Neusoft?s pensation system 員工對 東大薪酬系統(tǒng)的滿意度 — Their understanding of the various ponents of pay (. base bay, incentives, bonus, benefits, etc.) 員工對各種薪酬要素的理解情況 (即：基本工資 、獎勵、獎金、福利等 ) — Their views on how petitive Neusoft is in terms of total pensation 員工對東大全面薪酬系統(tǒng)競爭力的看法 — Their overall satisfaction about the employment relationship a Neusoft 員工對東大聘用關(guān)系的總體滿意度 — Their overall view of the various HR systems and management in general 員工對各種人力資源系統(tǒng)與一般管理的總體看法 — Their understanding of the pany?s business goals and their contributions to those goals員工對公司經(jīng)營目標以及他們在實現(xiàn)這些目標的過程中所發(fā)揮的作用的理解情況 24 w Phase 1 Executive Interviews Focus Group (Optional) 第一階段：核心小組 (備選 ) ? Key Outes: 關(guān)鍵結(jié)果： — At the end of this phase, we will have gathered inputs from employees on the business goals and their views on all HR systems including total pensation 該階段結(jié)束時，我們將收集到員工們對于經(jīng)營目標的建議，以及他們對包括全面薪酬在內(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)該信息來設計相關(guān)計劃 ，使之既滿足 高層管理人員的需求，也滿足員工們的需求 25 w Phase 2A Assessment of Current HR Practices 第二階段 A：現(xiàn)有人力資源方案評估 ? In this Phase, Hewitt Associates will review all of Neusoft’s 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 薪酬 與績效管理方面的內(nèi)容 ? Hewitt 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 ? Once we have collected all materials we will review them and assess your systems against Hewitt’s database of best practices. We will: 收集到所有材料之后，我們將對其加以審核并對照翰威特最佳方案數(shù)據(jù)庫來評估貴公司的系統(tǒng) 。 36 w Process Steps (Con’t) 程序步驟 (續(xù) ) ? Step 2: Design job description template and information gathering tool 步驟 2: 設計職位描述模式以及信息收集工具 — Hewitt will will design the template offsite 翰威特將為公司設計模式 ? The template should support Neusoft ?s purposes of establishing job documentation 這一模式應支持東大軟件集團有限公司建立職位文檔的目的 ? The template may consists of: 這一模式可能由以下幾部分組成 Job purpose, primary duties and responsibilities. reporting relationship, internal external customers, job requirement (., education, experience), approval process 工作目的、主要的責任和職責、與上級的匯報關(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 )以及批準認同的程序。 therefore, they are required to attend the training 通常情況下，經(jīng)理或主管負責將他們下屬的職位文本化。 — Hewitt will prepare planning information and project management timlines and key outes 翰威特將準備計劃信息、項目管理的時間安排以及關(guān)健的結(jié)果 — Hewitt and Neusoft will work the plan and agree on project timelines, milestones and key outes 翰威特和東大將共同設計計劃，并在項目的時間安排、里程碑和關(guān)健的結(jié)果上達成一致 ? Oute: Detailed project plan. List of issues associated with current pensation system and performance management, broad information about its character, and initial ideas for the future system. 結(jié)果： 對薪酬設計階段作出詳細的項目計劃。 49 w Various Job Evaluation Methodologies 職位評估的不同方法 Externally Focused 主要側(cè)重于外部 Internally Focused 主要側(cè)重于內(nèi)部 Rank to market 市場定位法 Internal Ranking 內(nèi)部評級法 Point Factor Methods 因素評分法 Factor Comparison 因素比較法 Paired Comparison 匹配比較法 50 w Selecting an Evaluation Method 職位評估方法的選擇 Considerations may include: 考慮因素可能包括： ? Precision準確性 ? Time/Resources 時間 /資源 ? Regulatory/Compliance 法律規(guī)范 ? Communication 交流溝通 ? Types of jobs 工作的類型 ? Number of jobs 工作的數(shù)量 ? Applicability to other HR programs 對其他人力資源項目的適用性 ? Responsiveness to change 對變動的適應性 51 w Step : Market Pricing 步驟 ：市場定價 ? Purpose: Establish petitive market pay data for benchmark jobs 目的 ：建立針對 東大 的代表