【正文】 h n s onLegendMar y Ka yMe s s erMobilMotor olaN estleN ikeN ovarti sN ovo N ordiskO w ens Cornin gPi ll s b u r yPr oct er amp。 TBC Telec o mBCE ( Bell CanadaEnt erp rises )Bell At lan t icBellS out hBrit ish Te le co m m u nic ationCable amp。 W i rel ess Co m mCi nc inn ati Bel lDDIDe ut sche Tele k omF rance Tel eco mG TEJa pan Te lec o mK onin k lijke P TTLegend C o m pu t erNe de rlandMa nn es m annMCI C o mm un icat ionsMedi ao ne G roupNe t co m S ys t e m sNe w Z ealand Te le ph oneCo m panyNi gerianTelec o m m u nic ations( Ni t el )Ni pp on Tele gra ph amp。 Dalian 主要營業(yè)地 : 沈陽和大連 15 w H 翰威特 Business and HR Issues 企業(yè)經營及人力資源狀況 ? Company is experiencing increasing petition for talent and market share 面臨日趨激烈的人才及市場份額的競爭 ? Current human resources systems do not support the firm’s need to be more petitive in the market and the war of talents 現有人力資源體制不能有效支持企業(yè)提高人才及市場競爭力的要求 ? Need to address the efficiency, petitiveness, and longevity of current anization structure 需要提高現有組織結構的效率、市場競爭力以及有效壽命 — WTO will have an impact on your petitive situation 中國入世對你們的競爭地位將產生影響 ? Need to develop an effective pensation and performance management program that: 著手制定 有效的 薪酬激勵和績效管理計劃 ，此計劃將： — Is in alignment with business needs and results 與企業(yè)經營績效相互協(xié)調 — Helps attract, retain and motivate employees, especially for management staffs 幫助吸引，留用和激勵員工 ,尤其針對管理層 — Rewards petency and/or contribution 獎勵員工能力和 /或貢獻 16 w H 翰威特 Our Response to Your Needs 我們對貴公司需要的反應 ? The remainder of this document presents Hewitt‘ s initial suggestions regarding how we might partner with Neusoft to resolve the issues at suggested approach is in three main phases: 這份文件的以后部分呈現了翰威特公司的初步建議，有關為了解決相關問題我們將如何與東大進行合作。因此我們在附錄中也包括了有關這兩方面的建議。核心能力是形成人力資源方案所有關健要素的基礎。 22 w H 翰威特 Phase 1 Executive Interviews 第一階段：高層經理面談 ? 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理有關經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員工對公司經營目標以及他們在實現這些目標的過程中所發(fā)揮的作用的理解情況 24 w H 翰威特 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 H 翰威特 Phase 2A Assessment of Current HR Practices 第二階段 A： 現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據庫來評估貴公司的系統(tǒng) 。 ? 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理所概述的經營策略的理解 — How the business strategy fits in with the total pensation plan 該經營策略 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 H 翰威特 Phase 2B Assessment of Current HR Practices Presentation to Management 第二階段 B： 現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 t