【文章內容簡介】 and pensation program 該階段結束時，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 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 Phase 1 Executive Interviews Focus Group (Optional) 第一階段：核心小組 (備選 ) ? Key Outes: 關鍵結果： — 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 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) 。我們將： — Review all technical aspects of your systems and determine where there are gaps and areas for improvement 審核東大系統(tǒng)中所有的技術要素，并確定其中的差距與不足之處 — Assess the link between your human resource practices and your stated business results 評估 東大人力資源方案與您所陳述的經(jīng)營結果之間的關聯(lián)性 ? Determine if the link is strong or not 確定這一關聯(lián)性是否緊密 ? Begin outlining how to improve the system 開始規(guī)劃如何改進該系統(tǒng) 26 w Phase 2A Assessment of Current HR Practices 第二階段 A：現(xiàn)有人力資源方案評估 ? Key Outes: 關鍵結果： — At the end of this Phase, Hewitt will have a thorough understanding of Neusoft?s HR practices specifically related to Performance Management and Compensation 該階段結束時，翰威特咨詢公司將充分理解東大的人力資源方案，尤其是那些與績效管理和薪酬密切相關的方案 — This information will be used to draft a report to Neusoft outlining key areas for improvement and proposals for next steps 我們將根據(jù)該信息草擬一份報告，以便向東大概述關鍵的改進之處及后續(xù)步驟提案 27 w Phase 2B Assessment of Current HR Practices Presentation to Management第二階段 B：現(xiàn)有人力資源方案評估向管理層進行演講介紹 ? Once Hewitt has gathered all the information from the executive interviews, focus group (if applicable), and assessment of human resource practices we will make a halfday presentation to management 翰威特咨詢公司在從高層經(jīng)理面談、核心小組 (備選 )面談及人力資源方案評估中收集到所有信息之后 ， 我們將向東大管理層進行一次為期半天的演講介紹。 ? The presentation will outline: 演講中將概述下列內容 ： — Our understanding of the business strategy as outlined by the key executives 我們對于東大高層經(jīng)理所概述的經(jīng)營策略的理解 — How the business strategy fits in with the total pensation plan 該經(jīng)營策略 與全面薪酬計劃的匹配情況 — Key areas of agreement amongst the top management for the direction of the long term incentive plan 高層管理人員 對長期獎勵計劃所達成的關鍵共識 — The message Executives want to send through the implementation of the long term incentive plan 高層經(jīng)理希望通過實施長期獎勵計劃所傳達的信息內容 — Any related information on the direction of the pany and the alignment of the its Human resource systems 任何與公司方向及人力資源系統(tǒng)調整相關的信息 28 w Phase 2B Assessment of Current HR Practices Presentation to Management 第二階段 B：現(xiàn)有人力資源方案評估向管理層進行演講介紹 ? The presentation will also outline: 演講中還將概述下列內容 ： — Our findings from the audit of the human resource practices 人力資源方案的主要審核結果 — How the Neusoft practices pare with best practices in China 東大方案 與在華 最佳方案的對比情況 — Our suggestions for modifications and improvement including: 我們的修改與改進建議包括 ： ? Various options along with advantages and disadvantages of each option 各種方案及其優(yōu)、缺點 ? Our remendations on solutions best adapted to Neusoft?s situation 我們所建議的 最適用于 東大現(xiàn)狀的解決方案 ? A prehensive proposal on how to design and implement our remendations 有關 如何設計和實施翰威特提案的一個綜合性計劃 29 w Phase 2B Assessment of Current HR Practices Presentation to Management 第二階段 B：現(xiàn)有人力資源方案評估向管理層進行演講介紹 ? Key Outes: 關鍵結果： — At the end of this presentation, Neusoft will have a prehensive understanding of the direction and desire results for designing and implementing long term incentive plan 演講結束時，東大將對設計和實施長期獎勵計劃的方向和預期結果獲得一個全面的理解 — Neusoft will also have a prehensive review of its total remuneration and performance management system along with remendations for improvement 東大在獲得改進建議的同時，還將獲得對其全面薪酬與績效管理系統(tǒng)的全面審視 — Neusoft will have a prehensive proposal on how Hewitt would address its desire to modify or redo the pensation and performance management systems 東大將獲得一份綜合性的提案， 其內容是關于翰威特公司將如何在修改或重新制定 薪酬與績效管理系統(tǒng)方面 滿足 貴公司的需求 30 w Phase 3A： Re Design of Compensation Structure/LongTerm Incentive Plans 階段三 A： 重新設計薪酬結構和長期獎勵計劃 31 w Job Documentation 職位文檔 32 w Definition and Purposes 定義和目的 ? Is a process o