【正文】 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(dǎo)，并要求他們改進工作 (假設(shè)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(shè)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(yīng)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(yīng)性 51 w H 翰威特 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 的代表性基準職位為根據(jù)的市場定價 ? Process: 1/2 day meeting, in bination with Hewitt consultants working internally 程序：半天會議，以及翰威特咨詢顧問獨立進行的數(shù)據(jù)分析工作 — Establish benchmark jobs, pricing approach, etc. 確定基準職位、定價方式，等 — Pricing benchmark jobs 職位定價 ? Option 1: Use Hewitt?s existing data (TCM) 備選方案 1：利用現(xiàn)有數(shù)據(jù)來源 ? Option 2: Conduct a custom study focussed on Chinese HighTech industry (suggestedmore accurate and defensible) 備選方案 2：組織專項行業(yè)薪資調(diào)研 (建議性的，更為正確和可靠 ) ? Oute: All benchmark jobs at Neusoft are priced with petitive market pay data which includes: 成果：取得 東大 的所有職位的競爭性市場數(shù)據(jù)，包括： — Various pay ponents 各種各樣的薪資組成 — Quartile statistics for total cash pensation 全面現(xiàn)金工資 百分位分析數(shù)據(jù) 52 w H 翰威特 Step : Salary Structure 步驟 ：薪資結(jié)構(gòu) ? Purpose: Develop salary structure with pay target ranges assigned and all jobs captured 目的 ：建立薪資結(jié)構(gòu)，該結(jié)構(gòu)能容納所有職位并分別建立目標工資幅度 ? Process: Design meetings, in bination with Hewitt consultants working internally 程序：設(shè)計會議與 翰威特咨詢顧問獨立進行的分析工作 — Combine job evaluation results and market pay data 融合職位評估結(jié)果與市場定價數(shù)據(jù) — Define number of grade。 therefore, they are required to attend the training 通常情況下，經(jīng)理或主管負責(zé)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(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(shè)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 H 翰威特 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(shè)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 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，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) 。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(shè)計方案做出相應(yīng)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 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(guān)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)營需求