【正文】 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 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(zhǔn)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 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(zhǔn)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(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 ) ? 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) 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(biāo)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 grades, range width, midpoint progression, etc., based on pensation strategy 在薪酬策略的基礎(chǔ)上 確定級數(shù)、幅寬、中點值遞進率，等等 — Develop target pay levels for each job 為每個職位制定目標(biāo)薪酬水準(zhǔn) ? Oute: Formal salary structure with market petitive 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 : Pay DeliveryShortand longterm Incentive Plan Design 步驟 ： 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)放機制，著眼于激勵員工行為并支持東大的長遠商業(yè)目標(biāo) : Design Plan 步驟 ：設(shè)計方案 ? Purpose: Progressive development and refinement of plan design 目的：進一步的設(shè)計，并對計劃設(shè)計進行改進 ? 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 externa。 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(biāo)準(zhǔn) — 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 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(biāo)、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(biāo)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 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(zhǔn)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(zhǔn)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 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。 — Hewitt will prepare planning information and project management timlines and key outes 翰威特將準(zhǔn)備計劃信息、項目管理的時間安排以及關(guān)健的結(jié)果 — Hewitt and Neusoft will work the plan and agree on project timelines, milestones and key outes 翰威特和東大將共同設(shè)計計劃，并在項目的時間安排、里程碑和關(guān)健的結(jié)果上達成一致 ? Oute: Detailed project plan. List of issues associated with current pensation system and performance management, broad information about its character, and initial ideas for the future system. 結(jié)果： 對薪酬設(shè)計階段作出詳細的項目計劃。 examples of pleted job documentation will be provided for Neusoft as a reference 翰威特將進行職位文檔培訓(xùn)，已完成的職位文檔實例將提供給東大軟件集團有限公司作為參考 ? Oute: Neusoft’s managers/supervisors knows how to plete the task of documenting their subordinates’ jobs 結(jié)果 : 東大軟件集團有限公司的經(jīng)理或主管會了解如何完成他們下屬的職位文本任務(wù) Process Steps (Con’t) 程序步驟 (續(xù) ) ? Step 4: Review job documentation 步驟 4: 審核職位文檔 — Once all job documentation is pleted, Hewitt will review it and provide ments or suggestions for improvement 一旦所有的職位文檔完成后，翰威特將進行審核并提供改進的建議 — Depending on the quality of