【正文】 job related information 確定最恰當?shù)姆椒?(例如職位訪談和問卷形式 )，從而收集所有與職位相關的信息 ? Oute: The purposes of job documentation is identified, which will guide the design of the job description template。 examples of pleted job documentation will be provided for Neusoft as a reference 翰威特將進行職位文檔培訓，已完成的職位文檔實例將提供給東大軟件集團有限公司作為參考 ? Oute: Neusoft’s managers/supervisors knows how to plete the task of documenting their subordinates’ jobs 結(jié)果 : 軟件集團有限公司的經(jīng)理或主管會了解如何完成他們下屬的職位文本任務 40 w H 翰威特 Process Steps (Con’t) 程序步驟 (續(xù) ) ? Step 4: Review job documentation 步驟 4: 審核職位文檔 — Once all job documentation is pleted, Hewitt will review it and provide ments or suggestions for improvement 一旦所有的職位文檔完成后，翰威特將進行審核并提供改進的建議 — Depending on the quality of pleted job documentation, Hewitt will: 基于已完成的職位文檔的質(zhì)量，翰威特將： ? Either provide more coaching for selective managers/supervisors and require them to improve their work, assuming the quality is not so good 或者對選出的經(jīng)理或主管進行更多的指導，并要求他們改進工作 (假設質(zhì)量不是很好 ) ? Or pile all pleted job documentation into a Neusoft ?s job description manual, assuming the quality is acceptable or satisfactory 或者將所有已完成的職位文檔編輯成東大軟件集團有限公司的職位描述手冊中 (假設質(zhì)量是可以的或令人滿意的 ) 41 w H 翰威特 Process Steps (Con’t) 程序步驟 (續(xù) ) — The job description manual should include purposes, process, tools and outes of the job documentation work 職位描述手冊應該包括目的、程序、工具以及職位文檔工作的結(jié)果 ? Oute: Neusoft will have welldocumented job descriptions that support its people practice。 49 w H 翰威特 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 H 翰威特 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。 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。 22 w H 翰威特 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? Key Outes: 關鍵結(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鍵高層經(jīng)理有關經(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鍵設計要素 23 w H 翰威特 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 咨詢公司與關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 H 翰威特 Phase 1 Executive Interviews Focus Group (Optional) 第一階段：核心小組 (備選 ) ? Key Outes: 關鍵結(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 H 翰威特 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， 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 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 最佳方案數(shù)據(jù)庫來評估貴公司的系統(tǒng) 。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。 ? 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。 18 w H 翰威特 Overview of the Project Phases 項目階段概覽 Phase 1 階段一 Executive Interview of Neusoft’s top management to set direction for longterm incentive plan, pensation philosophy, and performance management 與東大高級管理人員進行面談，以便確定長期性獎勵計劃、薪資理念和績效管理的方向 Phase 2 階段二 A. Assessment of Neusoft’s current human resource system focusing on performance management and the pensation system A. 對東大當前的人力資源管理系統(tǒng)，尤其是績效管理和薪資系統(tǒng)進行評估 B. Presentation to management B. 向管理層匯報演講 Phase 3A 階段 三 A Redesign of Neusoft’s pensation structure/ Redesign of Neusoft’s long term incentive plan 重新設計東大的薪酬結(jié)構(gòu)和 長期獎勵計劃 Phase 3B 階段三 B Redesign performance management system 重新設計績效管理體系 19 w H 翰威特 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 我們將與關鍵的高層經(jīng)理進行面談 ，以了解公司目標、策略及總體經(jīng)營需