【正文】 因此，他們被要求參加培訓(xùn) — Hewitt will conduct job documentation training。我們隨時歡迎貴公司的指導(dǎo)，并希望貴方提出你們的想法以改進我們的建議方案。核心能力是形成人力資源方案所有關(guān)健要素的基礎(chǔ)。 45 w H 翰威特 Step : Create Design Team 步驟 ：成立設(shè)計小組 ? Design team prises Hewitt consultants and team of managers from Neusoft 設(shè)計小組由翰威特公司咨詢顧問和東大經(jīng)理小組組成 ? Criteria for selection 成員挑選標準 — Senior level HR 高級人力資源管理人員 — Other managers familiar with direction of business 其他熟悉公司經(jīng)營方向的經(jīng)理 — Must be able to attend ALL meetings 必需能夠參加每一次會議 46 w H 翰威特 Step 2: Compensation Strategy Design 步驟 2：薪酬策略設(shè)計 ? Purpose: Establish how Neusoft will use pensation to attract, retain, motivate, and reward employees, in line with its business strategy 目的 ： 建立東大利用薪酬體系來吸引、保留、激勵、報償員工的指導(dǎo)原則 ,并使之與經(jīng)營策略相一致 ? Process: One or Two 1/2day meetings with the design team focused on discussing: 程序：與設(shè)計小組進行一次或兩次半天會議，討論： — Business goals, strategy and people requirements 商業(yè)目標、商業(yè)策略與人員要求 — The role of pensation, and how it supports Neusoft?s business 薪資的作用，它如何支持 東大 的業(yè)務(wù)發(fā)展 — Compensation usage (. target pay levels, usage of variable pay, etc.) 如何運用薪資杠桿 (例如，目標工資水平、浮動獎金的作用，等等 ) ? Oute: Compensation strategy statement which provides a framework for the design, munication and administration of the pensation at Neusoft. 成果：制定為薪酬項目設(shè)計，溝通和管理提供指導(dǎo)的東大薪酬策略 47 w H 翰威特 Step : Job Evaluation 步驟 ：職位評估 ? Purpose: Determine the relative values of jobs at Neusoft 目的 ： 確定東大內(nèi)部職位的相對價值 ? Process ： 程序步驟； — Establish job evaluation methodology that works best for Neusoft 制定最適用于東大的職位評估準則 — Gathering relevant data on Neusoft?s jobs 收集東大有關(guān)職位 的信息 ? Option 1: The design team provides information on all jobs against developed criteria 備選方案 1：設(shè)計小組成員根據(jù)新制定的職位評估準則提供所有職位信息 ? Option 2: Hewitt designs an information gathering form and Neusoft gathers information internally 備選方案 2：由翰威特公司設(shè)計問卷，而由東大安排從內(nèi)部收集具體信息 ? Option 3: Hewitt to conduct job interviews 備選方案 3：翰威特進行職位面談 — Using methodology and information evaluate Neusoft jobs 對東大的職位進行評估 48 w H 翰威特 Step : Job Evaluation 步驟 ：職位評估 ? Oute: All jobs will be valued on a parative basis, depicted in a chart of hierarchies within job families 成果 ：對所有職位進行比較評估 ,并通過圖表的形式將職位類別中的等級描繪出來。 36 w H 翰威特 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)計職位描述模式以及信息收集工具 — Hewitt will will design the template offsite 將為公司設(shè)計模式 ? 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。1 w H 翰威特 Improve Business Results Through People 通過人改進經(jīng)營結(jié)果 NEUSOFT Corporation 軟件集團有限公司 March 2023 二 OO一 年三月 2 w H 翰威特 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 軟件集團有限公司的委托，為貴公司提供一份關(guān)于 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(shè)計 /評估，薪酬激勵及績效管理系統(tǒng) 的設(shè)計方案。 the project team agrees how to gather updated and accurate job related information 結(jié)果：職位文檔的目的最終確認，并將指導(dǎo)職位描述模式的設(shè)計；項目小組在如何收集 與 職位相 關(guān)的最 新的并準確的信息上達成一致。 ? 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(guān)的備選附加的步驟，將制定出所有職位文檔，或設(shè)計出東大如何將職位歸檔的程序。 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(shè)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(shè)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(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 ? 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(yù)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 H 翰威特 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(guān)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(yīng)如何與其它 全面薪酬計劃相匹配 ？匹配方式是否應(yīng)根據(jù)職位而有所不同？ — What messages need