【正文】 ining outes 了解獲得這些成果所要采取的經(jīng)營策略 — Define best anization structure to support business strategy 設(shè)計(jì)最佳組織結(jié)構(gòu)來支持經(jīng)營戰(zhàn)略 — Define people requirements needed to achieve business strategy 確定完成企業(yè)經(jīng)營策略所需的員工素質(zhì)能力要求 — Develop strategies for delivering people requirements 制定將員工能力付諸于實(shí)踐的策略 — Develop techniques for monitoring progress toward goals 發(fā)展對于達(dá)到目標(biāo)的進(jìn)程進(jìn)行監(jiān)控的技能 Linking People Strategy to Business Strategy 將人力資源戰(zhàn)略與企業(yè)經(jīng)營戰(zhàn)略相聯(lián)系 12 w H 翰威特 Rewarding 薪酬管理 Align Organization to Business Strategy 組織與經(jīng)營策略相統(tǒng)一 Desired Business Results 經(jīng)營目標(biāo) Business Strategies 經(jīng)營策略 People Requirements 對 員工的要求 HR Strategies 人力資源策略 Employee Needs 員工的需求 HR 人力 資源 Performing 績效管理 Learning 培訓(xùn)發(fā)展 Staffing 人員配置 Employee Satisfaction 員工滿意 Customer Satisfaction 客戶滿意 Organizing 組織管理 13 w H 翰威特 Our Understanding of Your Situation 我們對貴公司的理解 14 w H 翰威特 Our Understanding of Your Situation 我們對貴公司情況的理解 — Number of employees: Over2700 員工人數(shù) : 2700余人 — Registed Capital: RMB 注冊資本： — Main line of business: 經(jīng)營范圍 : ? Products or services: Application software and solutions 產(chǎn)品或服務(wù) : 應(yīng)用軟件的供應(yīng)商和解決方案的提供者 ? Operation location: Shenyang 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(jīng)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(xiàn)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(xiàn)有組織結(jié)構(gòu)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(chǎn)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(lì)和績效管理計(jì)劃 ，此計(jì)劃將： — Is in alignment with business needs and results 與企業(yè)經(jīng)營績效相互協(xié)調(diào) — Helps attract, retain and motivate employees, especially for management staffs 幫助吸引，留用和激勵(lì)員工 ,尤其針對管理層 — Rewards petency and/or contribution 獎(jiǎng)勵(lì)員工能力和 /或貢獻(xiàn) 16 w H 翰威特 Our Response to Your Needs 我們對貴公司需要的反應(yīng) ? 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(xiàn)了翰威特公司的初步建議，有關(guān)為了解決相關(guān)問題我們將如何與東大進(jìn)行合作。我們認(rèn)識到為了保證項(xiàng)目的成功運(yùn)作你們可能會(huì)對我們所提出的設(shè)計(jì)方案做出相應(yīng)的改動(dòng)。我們特別指出了我們對貴公司需求的理解、完成這個(gè)項(xiàng)目的方法過程以及 公司與東大合作的許多細(xì)節(jié)問題。1 w H 翰威特 Improve Business Results Through People 通過人改進(jìn)經(jīng)營結(jié)果 NEUSOFT Corporation 軟件集團(tuán)有限公司 March 2023 二 OO一 年三月 2 w H 翰威特 About this Material 關(guān)于這份材料 ? In response to “Neusoft” invitation, Hewitt provide in this material our suggested project approach to help Neusoft build up the worldwide standard human resource management system, which will be especially focused on the job design/evaluation, pensation design and performance management. This documentation demonstrates how we will proceed this project. We also emphasize our understandings upon your needs, our methodologies for the fulfillment and some detailed issues during the cooperation between Neusoft and Hewitt. ? 我們接受了 軟件集團(tuán)有限公司的委托，為貴公司提供一份關(guān)于 公司將如何幫助制定一個(gè)世界標(biāo)準(zhǔn)的人力資源管理系統(tǒng)，尤其是東大特別關(guān)注的工作設(shè)計(jì) /評估，薪酬激勵(lì)及績效管理系統(tǒng) 的設(shè)計(jì)方案。本文本中所包括的信息說明了我們將如何進(jìn)行這個(gè)項(xiàng)目。 ? The suggested project approach adopts some successful ideas and procedures which have been proved in other human resource consulting projects. We acknowledge that you will have some modifications based on our suggestions to ensure the success of this project. We look forward to getting your input. 這個(gè)建議的過程采納了一些其他人力資源發(fā)展項(xiàng)目中運(yùn)行較好的步驟。我們隨時(shí)歡迎貴公司的指導(dǎo)，并希望貴方提出你們的想法以改進(jìn)我們的建議方案。我們的建議方案包括以下三個(gè)主要階段 ： — Phase 1 Executive Interviews 階段 1高級經(jīng)理面談 — Phase 2 Assesment of Current HR Practices, Presentation to Management 階段 2現(xiàn)有人力資源方案評估，并向管理層人員演講介紹 — Phase 3 Redesign Compensation Structure, Long term Incentive Plan and Performance Management System 階段 3重新設(shè)計(jì)薪酬結(jié)構(gòu)、長期獎(jiǎng)勵(lì)計(jì)劃以及績效管理體系 17 w H 翰威特 Our Response to Your Needs 我們對貴公司需要的反應(yīng) Because we understand from our meeting that development of a petency framework might also be valuable to Neusoft, we have included some suggestions on petencies and training in the appendix. Indeed, Hewitt advocates a holistic approach to all workforce programs rather than a piecemeal approach. This approach is particularly relevant when considering both your short and longterm business strategy. We believe that petencies can form the basis for all the key elements of your workforce programs. 通過會(huì)議，我們了解到 核心能力結(jié)構(gòu)的設(shè)計(jì)以及管理培訓(xùn) 也將對東大有一定的價(jià)值。實(shí)際上，翰威特更主張?zhí)峁┮徽兹娴娜肆Y源方案，對公司的長遠(yuǎn)發(fā)展更為相關(guān)。 18 w H 翰威特 Overview of the Project Phases 項(xiàng)目階段概覽 19 w H 翰威特 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? We will meet with key executives to understand pany goals and strategy and the overall business needs 我們將與關(guān)鍵的高層經(jīng)理進(jìn)行面談 ，以了解公司目標(biāo)、策略及總體經(jīng)營需求 ? Interviews will be based on a preagreed questionnaire and will be designed to last approximately 2 hours each. 我們將根據(jù)雙方預(yù)先確定的問卷來進(jìn)行面談，每個(gè)面談將持續(xù)兩小時(shí)左右 — We had agreed that we would meet with the following individuals 根據(jù)雙方所達(dá)成的共識，我們將與下述人員進(jìn)行面談 ： ? Chairman, CEO, CFO, Senior Vice President, Secretary to the Board, GM, and the Director of Human Resources 董事長、首席執(zhí)行官、首席財(cái)政官、高級副總裁 、董事會(huì)秘書、 總經(jīng)理及人力資源總監(jiān) 20 w H 翰威特 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? During the interviews, we will clarify several important questions that provide a context for the long term incentive plan and the pensation system, including: 在面談過程中，我們將明確與長期獎(jiǎng)勵(lì)計(jì)劃及薪酬系統(tǒng)相關(guān)的諸多重要問題，其中包括 ： — How should the long term incentive plan fit with the rest of the total pensation package? Should fit vary by position in the pany? 長期獎(jiǎng)勵(lì)計(jì)劃應(yīng)如何與其它 全面薪酬計(jì)劃相匹配 ？匹配方式是否應(yīng)根據(jù)職位而有所不同？ — What messages need to be delivered