【正文】 through the long term incentive plan? Which performance measure(s) should be incorporated in the program design? Should payout be structured based on performance range(s)? 需要通過長期獎(jiǎng)勵(lì)計(jì)劃傳達(dá)什么信息？計(jì)劃設(shè)計(jì)過程中應(yīng)融入哪些績效標(biāo)準(zhǔn) ？是否應(yīng) 根據(jù)績效幅度來確定費(fèi)用結(jié)構(gòu) ？ — How will the pany fund the program? 公司如何籌措計(jì)劃基金？ — What should be the proper mix of base pay, shortterm incentive, longterm incentive, and benefits in the pensation plan? 在 薪酬計(jì)劃中，基本工資、短期獎(jiǎng)勵(lì)、長期獎(jiǎng)勵(lì)和福利應(yīng)各占多少比例？ 21 w H 翰威特 Phase 1 Executive Interviews 第一階段：高層經(jīng)理面談 ? Your answers to these questions will generate a context within which Hewitt Associates can guide Neusoft in the identification of long term incentive plan provisions, including: 咨詢公司將根據(jù)您所提供的答案來引導(dǎo)東大確定基本的長期獎(jiǎng)勵(lì)計(jì)劃條款 ，其中包括 ： — Eligibility—how will plan coverage be determined and administered? 享受資格：如何確定和管理計(jì)劃的適用范圍 ？ — Award sizes and target opportunities—how will award levels be defined? 授予數(shù)額與目標(biāo)機(jī)遇 ： 如何確定授予級(jí)別 ？ — Award frequency—how often will awards be issued? 授予周期 ：授予周期為多長時(shí)間？ — Vesting or exercise restrictions—what will be the nature of time or performancerelated vesting restrictions? 兌現(xiàn)或承兌限制 ：與 時(shí)間或績效相關(guān)的兌現(xiàn)限制措施的實(shí)質(zhì)是什么 ？ — Termination provisions—what will happen at death, disability, retirement, etc.? 終結(jié)條款：計(jì)劃享受者死亡、殘疾 、退休時(shí) 應(yīng)如何加以處理？ — The right total pensation mix between base pay, short and longterm incentive, and benefits 全面薪酬計(jì)劃中，基本工資、短期獎(jiǎng)勵(lì)、長期獎(jiǎng)勵(lì)與福利的合理比例。我們將： — Review all technical aspects of your systems and determine where there are gaps and areas for improvement 審核東大系統(tǒng)中所有的技術(shù)要素，并確定其中的差距與不足之處 — Assess the link between your human resource practices and your stated business results 評(píng)估 東大人力資源方案與您所陳述的經(jīng)營結(jié)果之間的關(guān)聯(lián)性 ? Determine if the link is strong or not 確定這一關(guān)聯(lián)性是否緊密 ? Begin outlining how to improve the system 開始規(guī)劃如何改進(jìn)該系統(tǒng) 26 w H 翰威特 Phase 2A Assessment of Current HR Practices 第二階段 A：現(xiàn)有人力資源方案評(píng)估 ? Key Outes: 關(guān)鍵結(jié)果： — At the end of this Phase, Hewitt will have a thorough understanding of Neusoft?s HR practices specifically related to Performance Management and Compensation 該階段結(jié)束時(shí)， 咨詢公司將充分理解東大的人力資源方案，尤其是那些與績效管理和薪酬密切相關(guān)的方案 — This information will be used to draft a report to Neusoft outlining key areas for improvement and proposals for next steps 我們將根據(jù)該信息草擬一份報(bào)告，以便向 概述關(guān)鍵的改進(jìn)之處及后續(xù)步驟提案 27 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(píng)估向管理層進(jìn)行演講介紹 ? Once Hewitt has gathered all the information from the executive interviews, focus group (if applicable), and assessment of human resource practices we will make a halfday presentation to management 咨詢公司在從高層經(jīng)理面談、核心小組 (備選 )面談及人力資源方案評(píng)估中收集到所有信息之后 ， 我們將向東大管理層進(jìn)行一次為期半天的演講介紹。 the project team agrees how to gather updated and accurate job related information 結(jié)果：職位文檔的目的最終確認(rèn)，并將指導(dǎo)職位描述模式的設(shè)計(jì)；項(xiàng)目小組在如何收集 與 職位相 關(guān)的最 新的并準(zhǔn)確的信息上達(dá)成一致。 37 w H 翰威特 Process Steps (Con’t) 程序步驟 (續(xù) ) — Hewitt will design appropriate tools (., interview guide, questionnaire) to prepare for information gathering 將設(shè)計(jì)恰當(dāng)?shù)墓ぞ?(例如面談指導(dǎo)和問卷 )，從而為信息收集做準(zhǔn)備 — The project team will meet to finalize the template and information gathering tools 項(xiàng)目小組將會(huì)面并且最終確定模式和信息收集的工具 ? Oute: Neusoft will have a useful job description template that serves its purposes。 the material will focus on: 翰威特將準(zhǔn)備培訓(xùn)材料，這些材料將注重于： ? Introduction of the template and the information gathering tool 有關(guān)模式及信息收集工具的介紹 ? How to gathering information and documenting jobs once the information is received 一旦接收到信息，將如何進(jìn)行信息收集及職位文本化工作 39 w H 翰威特 Process Steps (Con’t) 程序步驟 (續(xù) ) — The project team will meet to finalize the training material 項(xiàng)目小組將會(huì)面并最終確定培訓(xùn)材料 ? Neusof will make all necessary logistics arrangement for the training東大軟件集團(tuán)有限 公司將為培訓(xùn)做好所有必要的安排 ? Usually, managers/supervisors are responsible for documenting their subordinates? jobs。因此，他們被要求參加培訓(xùn) — Hewitt will conduct job documentation training。 knowledge and skills are transferred to Neusoft ’s staff 結(jié)果： 軟件集團(tuán)有限公司將擁有良好的職位描述文本，從而支持它的人員管理，同時(shí)相關(guān)的知識(shí)和技能將被傳授給東大軟件集團(tuán)有限公司的員工 42 w H 翰威特 Components of a Compensation Program 薪酬計(jì)劃的內(nèi)容 Compensation Strategy 薪酬策略 Job Documentation 工作描述文本 Job Evaluation 職位評(píng)估 Market Pricing 市場定價(jià) Salary Structure 薪資結(jié)構(gòu) Pay Delivery Shortterm incentives Longterm incentives 工資發(fā)放 短期獎(jiǎng)勵(lì) 長期獎(jiǎng)勵(lì) Communication, Implementation and Annual Maintenance 項(xiàng)目溝通、實(shí)施以及全年 管理 Hewitt’s pensation design approach focuses on the following key elements: 翰威特公司薪酬設(shè)計(jì)方法 43 w H 翰威特 Compensation Design Consulting Process 薪酬設(shè)計(jì)咨詢程序 Job Evaluation 職位評(píng)估 Salary Structure 薪資結(jié)構(gòu) Market Pricing 市場定價(jià) Communication, Implementation and Annual Maintenance process 項(xiàng)目溝通、實(shí)施以及全年管理 Compensation Strategy Design 薪酬策略設(shè)計(jì) Design Planning 設(shè)計(jì)計(jì)劃 Management Report 管理層匯報(bào) Step步驟 1 Step步驟 2 Step步驟 3 Step步驟 4 Step步驟 5 Key Project Steps 主要項(xiàng)目步驟 Process yields fully functional pensation program that is totally integrated with new anization design. 程序產(chǎn)生了完全功能化的薪酬計(jì)劃 , 與新的組織設(shè)計(jì)完全符合 Pay Delivery(short and longterm incentive 工資發(fā)放 (短期和長期獎(jiǎng)勵(lì) ) Create Design Team 成立設(shè)計(jì)小組 44 w H 翰威特 Step : Design Planning 步驟 ：設(shè)計(jì)計(jì)劃 ? Purpose: To plan all activities for the design of the pensation system, longterm incentive plan and performance management redesign 目的： 計(jì)劃所有的薪酬體系設(shè)計(jì)、長期獎(jiǎng)勵(lì)計(jì)劃和績效管理的重新設(shè)計(jì) ? Process: 1/2 day planning meeting with key Neusoft team members, plus 1/2 day initial information sharing/brainstorming session. 程序： 與關(guān)健的東大小組成員進(jìn)行半天的計(jì)劃會(huì)議，另外用半天的時(shí)間進(jìn)行初步的信息共享和意見交流。與目前的薪酬體系相關(guān)的問題以及有關(guān)特點(diǎn)的廣泛信息，對(duì)將來的體系的初步想法。 ? Note: An optional, additional step associated with job evaluation would be to produce documentation on all jobs, or to design a process whereby Neusoft can document its jobs 備注：采用與職位評(píng)估相關(guān)的備選附加的步驟，將制定出所有職位文檔，或設(shè)計(jì)出東大如何將職位歸檔的程序