【正文】 顧問獨立進(jìn)行的數(shù)據(jù)分析工作 Establish benchmark jobs, pricing approach, etc. 確定基準(zhǔn)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) Outcome: All benchmark jobs at Neusoft are priced with competitive 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 components 各種各樣的薪資組成 Quartile statistics for total cash compensation 全面現(xiàn)金工資百分位分析數(shù)據(jù),Step 3.3: Salary Structure 步驟3.3：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(biāo)工資幅度 Process: Design meetings, in combination with Hewitt consultants working internally 程序：設(shè)計會議與翰威特咨詢顧問獨立進(jìn)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 grades, range width, midpoint progression, etc., based on compensation strategy 在薪酬策略的基礎(chǔ)上確定級數(shù)、幅寬、中點值遞進(jìn)率，等等 Develop target pay levels for each job 為每個職位制定目標(biāo)薪酬水準(zhǔn) Outcome: Formal salary structure with market competitive pay levels assigned to each job 成果：所有職位劃歸入不同工資級別，并相應(yīng)建立市場競爭性的工資水平,Step 3.4: Pay DeliveryShortand longterm Incentive Plan Design 步驟3.4：薪資發(fā)放短期和長期的獎勵計劃設(shè)計,Purpose: Develop shortand longterm incentive plans and a pay delivery mechanism that drives employee behavior in support of Neusoft’s business objectives 目的：建立短期和長期獎勵計劃及發(fā)放機(jī)制，著眼于激勵員工行為并支持東大的長遠(yuǎn)商業(yè)目標(biāo),Step3.4.3: Design Plan 步驟3.4.3：設(shè)計方案,Purpose: Progressive development and refinement of plan design 目的：進(jìn)一步的設(shè)計，并對計劃設(shè)計進(jìn)行改進(jìn) Process:Three four meetings with Design Team 程序：同設(shè)計小組舉行３ 4 次會議 Hewitt brings discussion guides to facilitate decisionmaking, records all discussions, and brings “strawman” plan for consideration 翰威特公司為決策提供討論提綱，記錄所有討論綱要，并提交計劃草案供參考 Using the information collected through the interviews, focus groups, and external review, we will develop conceptual design alternatives for shortand longterm incentive programs. The design alternatives will capture our suggestions regarding which vehicles to use, plan eligibility, and award levels. We will present our ideas to Neusoft’s management team in a group meeting to gain reactions to the different alternatives and determine the direction to take for a final design. 通過運用面談、核心小組討論及外部回顧過程中所收集的信息，我們將設(shè)計出理性的短期和長期獎勵方案，方案中將囊括我們對采用何種形式、資格和獎勵程度的建議。我們將通過小組會議向東大管理層介紹我們的觀點，并收集與會者對不同方案的反饋，以便確定最終方案的方向。,Step 3.4.3: Design Plan 步驟3.4.3：設(shè)計方案,Finalize Plan Design and Obtain Approvals 制定最終方案并獲審批 After we have received your input and reactions to our suggested design alternatives, we will prepare a final design and present the final design to the team. We will also work with you to plan the final activities associated with the approval process. Once the final design is determined, we will provide you with complete documentation of the program details. 在征得您對我們備選設(shè)計方案的意見與反饋之后，我們將準(zhǔn)備并向您介紹最終設(shè)計方案。我們還將與您共同規(guī)劃與審批程序相關(guān)的最終行動步驟。,Step 3.4.3: Design Plan 步驟3.4.3：設(shè)計方案,Outcomes: 結(jié)果： At the end of this phase, we will have designed and documented a shortand longterm plan framework that supports Neusoft’s goals and business strategy 至本階段結(jié)束時，我們將制定出一個支持東大公司長遠(yuǎn)目標(biāo)和經(jīng)營戰(zhàn)略的短期和長期獎勵計劃框架，并將之文本化。 Design features will include eligibility criteria, award size, vesting schedule, performance measures and their linkage to award size and vesting (if any), etc. This design framework will be finetuned in the financial modeling and corporate testing phases. 設(shè)計內(nèi)容將包括資格標(biāo)準(zhǔn)、授予的規(guī)模、等待期、績效衡量標(biāo)準(zhǔn)、以及它們與授予規(guī)模和等待期(如果有的話)之間的聯(lián)系等。該設(shè)計框架將在財務(wù)模型和公司測試階段得以細(xì)化和微調(diào)。,Step 3.4.4: Financial Modeling 步驟3.4.4：財務(wù)模型,Purpose:Once we develop the plan design features, we will model the program design to project costs and possible payouts. Extensive financial modeling in the design of incentive program is important to: 在制定了設(shè)計方案內(nèi)容之后，我們將制定方案設(shè)計的模型，以便對成本和可能的花費進(jìn)行預(yù)計。設(shè)計獎勵計劃都需要制定頗具規(guī)模的財務(wù)模型，其重要性在于： Finalize design assumptions 最終確定設(shè)計中包含的假設(shè) Allow testing of different design assumptions 使不同的設(shè)計假設(shè)獲得測試 Ensure that the plan is economically justifiable 確保計劃的經(jīng)濟(jì)效益 Determine the company’s upside and downside financial risk within the context of the plan 確定該計劃中公司的最大及最小財務(wù)風(fēng)險 Determine whether a clear cost/benefit is established 確定是否已具有了一個清晰的成本/效益分析,Step 3.4.4: Financial Modeling 步驟3.4.4：財務(wù)模型,Process: Using mathematical models containing lowcase,expectedcase and highcase assumptions, Hewitt consultants will produce projected financial outcomes of the programs. 程序：通過使用包含有各種設(shè)想的數(shù)學(xué)模型，翰威特的咨詢顧問將確定這些方案的預(yù)期財務(wù)結(jié)果。 Outcomes: 結(jié)果： At the end of this phase, we will establish the program cost, including the impact on Neusoft’s financial statements 在本階段結(jié)束時，我們將確定出該方案的成本，包括對東大財務(wù)報告的影響。 If necessary, we will suggest appropriate design modifications to improve the overall design 如果有需要，我們將針對總體設(shè)計的改進(jìn)而提出適當(dāng)?shù)脑O(shè)計調(diào)整建議。,Step 4: Communication, Implementation, Annual Maintenance 步驟4：項目溝通、實施和全年管理,Purpose目的: Establish clear implementation strategy, communication strategy, and action plan 建立明確的溝通策略和行動計劃 Process程序: Transition management plan via 2 3 design meetings with executive and HR team 與管理層和人力資源舉行23次設(shè)計會議, 以便制定轉(zhuǎn)變管理計劃 Work to develop implementation plan for new structure and systems 制定新組織結(jié)構(gòu)與體系的實施計劃 Interim structures/support systems 過渡期組織結(jié)構(gòu)/支持體系 Measures of success 對項目成功的評估標(biāo)準(zhǔn) Establish clear communication strategy and action plan 建立明晰的溝通策略與行動計劃 Outcome結(jié)果: Clear process and timeline for implementation of new structure and programs 實施新結(jié)構(gòu)和計劃的明確程序和時間表,Step 4: Communication,Implementation, Annual Maintenance 步驟4：項目溝通、實施和全年管理,Note:Our involvement in this part of the project may be simply acting as an overtheshoulder resource, or we can work with you to develop a full compliment of communication, training, and administration materials. This could include the following: 備注：我們在該部分的介入可以是略加指點，也可以是與您共同設(shè)計一份溝通、培訓(xùn)和管理材料。其中包括以下細(xì)節(jié)： Training of employees covered under the programs. 項目所涉及人員的培訓(xùn)。 Scripting announcements. 起草通告； Writing plan documents. 撰寫計劃文本； Developing ongoing communication devices. 設(shè)計持續(xù)溝通方案； Developing suggestions for how the plan should be integrate