【正文】 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)雙方預先確定的問卷來進行面談，每個面談將持續(xù)兩小時左右 — We had agreed that we would meet with the following individuals 根據(jù)雙方所達成的共識，我們將與下述人員進行面談 ： ? Chairman, CEO, CFO, Senior Vice President, Secretary to the Board, GM, and the Director of Human Resources 董事長、首席執(zhí)行官、首席財政官、高級副總裁 、董事會秘書、 總經(jīng)理及人力資源總監(jiān) 20 w 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: 在面談過程中，我們將明確與長期獎勵計劃及薪酬系統(tǒng)相關的諸多重要問題，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? 長期獎勵計劃應如何與其它 全面薪酬計劃相匹配 ？匹配方式是否應根據(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)? 需要通過長期獎勵計劃傳達什么信息？計劃設計過程中應融入哪些績效標準 ？是否應 根據(jù)績效幅度來確定費用結構 ？ — How will the pany fund the program? 公司如何籌措計劃基金？ — What should be the proper mix of base pay, shortterm incentive, longterm incentive, and benefits in the pensation plan? 在 薪酬計劃中，基本工資、短期獎勵、長期獎勵和福利應各占多少比例？ 21 w 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)您所提供的答案來引導東大確定基本的長期獎勵計劃條款 ，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)額與目標機遇 ： 如何確定授予級別 ？ — Award frequency—how often will awards be issued? 授予周期 ：授予周期為多長時間？ — Vesting or exercise restrictions—what will be the nature of time or performancerelated vesting restrictions? 兌現(xiàn)或承兌限制 ：與 時間或績效相關的兌現(xiàn)限制措施的實質是什么 ？ — Termination provisions—what will happen at death, disability, retirement, etc.? 終結條款：計劃享受者死亡、殘疾 、退休時 應如何加以處理？ — The right total pensation mix between base pay, short and longterm incentive, and benefits 全面薪酬計劃中，基本工資、短期獎勵、長期獎勵與福利的合理比例。 the material will focus on: 翰威特將準備培訓材料，這些材料將注重于： ? Introduction of the template and the information gathering tool 有關模式及信息收集工具的介紹 ? How to gathering information and documenting jobs once the information is received 一旦接收到信息，將如何進行信息收集及職位文本化工作 39 w Process Steps (Con’t) 程序步驟 (續(xù) ) — The project team will meet to finalize the training material 項目小組將會面并最終確定培訓材料 ? Neusof will make all necessary logistics arrangement for the training東大軟件集團有限 公司將為培訓做好所有必要的安排 ? Usually, managers/supervisors are responsible for documenting their subordinates? jobs。 ? Note: An optional, additional step associated with job evaluation would be to produce documentation on all jobs, or to design a process whereby Neusoft can document its jobs 備注：采用與職位評估相關的備選附加的步驟，將制定出所有職位文檔，或設計出東大如何將職位歸檔的程序。 knowledge and skills are transferred to Neusoft ’s staff 結果：東大軟件集團有限公司將擁有良好的職位描述文本，從而支持它的人員管理，同時相關的知識和技能將被傳授給東大軟件集團有限公司的員工 42 w Components of a Compensation Program 薪酬計劃的內(nèi)容 Compensation Strategy 薪酬策略 Job Documentation 工作描述文本 Job Evaluation 職位評估 Market Pricing 市場定價 Salary Structure 薪資結構 Pay Delivery Shortterm incentives Longterm incentives 工資發(fā)放 短期獎勵 長期獎勵 Communication, Implementation and Annual Maintenance 項目溝通、實施以及全年 管理 Hewitt’s pensation design approach focuses on the following key elements: 翰威特公司薪酬設計方法 43 w Compensation Design Consulting Process 薪酬設計咨詢程序 Job Evaluation 職位評估 Salary Structure 薪資結構 Market Pricing 市場定價 Communication, Implementation and Annual Maintenance process 項目溝通、實施以及全年管理 Compensation Strategy Design 薪酬策略設計 Design Planning 設計計劃 Management Report 管理層匯報 Step步驟 1 Step步驟 2 Step步驟 3 Step步驟 4 Step步驟 5 Key Project Steps 主要項目步驟 Process yields fully functional pensation program that is totally integrated with new anization design. 程序產(chǎn)生了完全功能化的薪酬計劃 , 與新的組織設計完全符合 Pay Delivery(short and longterm incentive 工資發(fā)放 (短期和長期獎勵 ) Create Design Team 成立設計小組 44 w Step : Design Planning 步驟 ：設計計劃 ? Purpose: To plan all activities for the design of the pensation system, longterm incentive plan and performance management redesign 目的： 計劃所有的薪酬體系設計、長期獎勵計劃和績效管理的重新設計 ? Process: 1/2 day planning meeting with key Neusoft team members, plus 1/2 day initial information sharing/brainstorming session. 程序： 與關健的東大小組成員進行半天的計劃會議，另外用半天的時間進行初步的信息共享和意見交流。 the project team agrees how to gather updated and accurate job related information 結果：職位文檔的目的最終確認，并將指導職位描述模式的設計；項目小組在如何收集 與 職位相 關的最 新的并準確的信息上達成一致。我們的建議方案包括以下三個主要階段： — Phase 1 Executive Interviews 階段 1高級經(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重新設計薪酬結構、長期獎勵計劃以及績效管理體系 17 w Our Response to Your Needs 我們對貴公司需要的反應 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