【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(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。 ? 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(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。1 w Improve Business Results Through People 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 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(tuán)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(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。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)。因此我們?cè)诟戒浿幸舶擞嘘P(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(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)劃的總體目標(biāo)及潛在的關(guān)鍵設(shè)計(jì)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(lái)進(jìn)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(píng)估下述內(nèi)容 ： — How satisfied employees are with Neusoft?s pensation system 員工對(duì) 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(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 petitive Neusoft is in terms of total pensation 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(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 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(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(píng)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(jī)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(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) 。 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(shè)計(jì)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(shè)計(jì)模式 ? The template should support Neusoft ?s purposes of establishing job documentation 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 ? 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(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。 therefore, they are required to attend the training 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。 — Hewitt will prepare planning information and project management timlines and key outes 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 — 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(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 ? 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(duì)薪酬設(shè)計(jì)階段作出詳細(xì)的項(xiàng)目計(jì)劃。 49 w Various Job Evaluation Methodologies 職位評(píng)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(chǎng)定位法 Internal Ranking 內(nèi)部評(píng)級(jí)法 Point Factor Methods 因素評(píng)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(píng)估方法的選擇 Considerations may include: 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 ? Types of jobs 工作的類(lèi)型 ? Number of jobs 工作的數(shù)量 ? Applicability to other HR programs 對(duì)其他人力資源項(xiàng)目的適用性 ? Responsiveness to change 對(duì)變動(dòng)的適應(yīng)性 51 w Step : Market Pricing 步驟 ：市場(chǎng)定價(jià) ? Purpose: Establish petitive market pay data for benchmark jobs 目的 ：建立針對(duì) 東大 的代表