【正文】 ble to gather updated and accurate job related information 結果 : 東大軟件集團有限公司將擁有能為目的服務的有效的職位描述模式，并且具備有效的工具去收集 最 新的且準確的 與 職相關的信息 38 w H 翰威特 Process Steps (Con’t) 程序步驟 (續(xù) ) ? Step 3: Job Documentation Training 步驟 3: 職位文檔培訓 — Hewitt will prepare training materials offsite。 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: 設計職位描述模式以及信息收集工具 — Hewitt will will design the template offsite 翰威特將為公司設計模式 ? The template should support Neusoft ?s purposes of establishing job documentation 這一模式應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、與上級的匯報關系、內(nèi)部和外部的客戶、工作要求 (例如教育背景和相關經(jīng)驗 )以及批準認同的程序。 ? The presentation will outline: 演講中將概述下列內(nèi)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(nèi)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(diào)整相關的信息 28 w H 翰威特 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(nèi)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 H 翰威特 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(nèi)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 H 翰威特 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 H 翰威特 Job Documentation 職位文檔 32 w H 翰威特 Definition and Purposes 定義和目的 ? Is a process of defining and describing: 是一個定義和描述的過程 : — Job duties/responsibilities 工作責任 /職責 — Job characteristics 工作性質(zhì) — Other requirements of jobs 其他的工作要求 ? Typical purposes of job documentation include: 職位文檔的典型目的包括 : 0%20%40%60%80%100%職位評估 薪資調(diào)查匹配 招聘員工 刊登招聘廣告 績效評估 職業(yè)前景定位 指導 / 培訓33 w H 翰威特 Process Overview 程序概覽 Step 1: Define Purposes and Guidelines 步驟 1: 確定目的和準則 Step 2: Design Template and Tool 步驟 2: 設計模式和工具 Step 3: Job Documentation Training 步驟 3: 職位文檔培訓 Step 4: Review Job Documentation 步驟 4: 審核職位文檔 Neusoft‘ s Managers and Supervisors Document Jobs 東大軟件集團有限公司的 經(jīng)理和主管將職位 文本化 t 34 w H 翰威特 Process Steps 程序步驟 ? Step 1: Defining the purposes of job documentation 步驟 1: 確定職位文檔的目的 — The project team will meet to: 項目小組將會面 : ? Discuss how Neusoft will use job documentation 討論東大軟件集團有限公司將如何使用職位文檔 ? Present how various purposes can impact on the design of the template 演示不同的目的將會如何影響模式的設計 ? Agree on high level principles of the development of a job description template 在設計職位描述模式時所涉及的高層次的原理上達成一致 35 w H 翰威特 Process Steps 程序步驟 ? Identify the most appropriate approach (., job interview, questionnaire) to gathering job related information 確定最恰當?shù)姆椒?(例如職位訪談和問卷形式 )，從而收集所有與職位相關的信息 ? Oute: The purposes of job documentation is identified, which will guide the design of the job description template。 22 w H 翰威特 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? Key Outes: 關鍵結果： — At the end of this phase, we will have gathered inputs from various key executives on the business strategy, and the goals and expectations for the long term incentive plan 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 H 翰威特 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(nèi)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