【正文】 49 w H 翰威特 Various Job Evaluation Methodologies 職位評(píng)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(píng)級(jí)法 Point Factor Methods 因素評(píng)分法 Factor Comparison 因素比較法 Paired Comparison 匹配比較法 50 w H 翰威特 Selecting an Evaluation Method 職位評(píng)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(shí)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(xiàng)目的適用性 ? Responsiveness to change 對變動(dòng)的適應(yīng)性 51 w H 翰威特 Step : Market Pricing 步驟 ：市場定價(jià) ? 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(jià) ? Process: 1/2 day meeting, in bination with Hewitt consultants working internally 程序：半天會(huì)議，以及翰威特咨詢顧問獨(dú)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(jià)方式，等 — Pricing benchmark jobs 職位定價(jià) ? 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(xiàng)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) 52 w H 翰威特 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(jì)會(huì)議與 翰威特咨詢顧問獨(dú)立進(jìn)行的分析工作 — Combine job evaluation results and market pay data 融合職位評(píng)估結(jié)果與市場定價(jià)數(shù)據(jù)。 45 w H 翰威特 Step : Create Design Team 步驟 ：成立設(shè)計(jì)小組 ? Design team prises Hewitt consultants and team of managers from Neusoft 設(shè)計(jì)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(jí)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(huì)議 46 w H 翰威特 Step 2: Compensation Strategy Design 步驟 2：薪酬策略設(shè)計(jì) ? 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(lì)、報(bào)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(jì)小組進(jìn)行一次或兩次半天會(huì)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(yùn)用薪資杠桿 (例如，目標(biāo)工資水平、浮動(dòng)獎(jiǎng)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(xiàng)目設(shè)計(jì)，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(píng)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(jià)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(píng)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(jì)小組成員根據(jù)新制定的職位評(píng)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(jì)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(jìn)行職位面談 — Using methodology and information evaluate Neusoft jobs 對東大的職位進(jìn)行評(píng)估 48 w H 翰威特 Step : Job Evaluation 步驟 ：職位評(píng)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(jìn)行比較評(píng)估 ,并通過圖表的形式將職位類別中的等級(jí)描繪出來。 — Hewitt will prepare planning information and project management timlines and key outes 翰威特將準(zhǔn)備計(jì)劃信息、項(xiàng)目管理的時(shí)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(jì)計(jì)劃，并在項(xiàng)目的時(shí)間安排、里程碑和關(guān)健的結(jié)果上達(dá)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(jì)階段作出詳細(xì)的項(xiàng)目計(jì)劃。 examples of pleted job documentation will be provided for Neusoft as a reference 翰威特將進(jìn)行職位文檔培訓(xùn)，已完成的職位文檔實(shí)例將提供給東大軟件集團(tuán)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 : 軟件集團(tuán)有限公司的經(jīng)理或主管會(huì)了解如何完成他們下屬的職位文本任務(wù) 40 w H 翰威特 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(jìn)行審核并提供改進(jìn)的建議 — Depending on the quality of pleted job documentation, Hewitt will: 基于已完成的職位文檔的質(zhì)量，翰威特將： ? Either provide more coaching for selective managers/supervisors and require them to improve their work, assuming the quality is not so good 或者對選出的經(jīng)理或主管進(jìn)行更多的指導(dǎo)，并要求他們改進(jìn)工作 (假設(shè)質(zhì)量不是很好 ) ? Or pile all pleted job documentation into a Neusoft ?s job description manual, assuming the quality is acceptable or satisfactory 或者將所有已完成的職位文檔編輯成東大軟件集團(tuán)有限公司的職位描述手冊中 (假設(shè)質(zhì)量是可以的或令人滿意的 ) 41 w H 翰威特 Process Steps (Con’t) 程序步驟 (續(xù) ) — The job description manual should include purposes, process, tools and outes of the job documentation work 職位描述手冊應(yīng)該包括目的、程序、工具以及職位文檔工作的結(jié)果 ? Oute: Neusoft will have welldocumented job descriptions that support its people practice。 therefore, they are required to attend the training 通常情況下，經(jīng)理或主管負(fù)責(zé)將他們下屬的職位文本化。 and an effective tool is available to gather updat