合益HayGroup海氏薪酬標(biāo)桿

1、IClientsNJITbenchmark.review.12.10.01.ppt1AgendaIntroductionsProject ObjectivesProject StepsProject TimelineQ&APosition Information Questionnaire AddendumIClientsNJITbenchmark.review.12.10.01.ppt2About the Hay GroupGlobal Human Resources Management Consulting Firm2,000 Employees Worldwide9,000 C

2、lients in Various IndustriesPartners with Clients to Implement Human Resources Strategies which Align with Business ObjectivesLeader in Compensation Assessment and DesignIClientsNJITbenchmark.review.12.10.01.ppt3Project ObjectivesAssess New Jersey Institute of Technologys currentposition classificat

3、ion program and make recommendations to ensure that it enables pay in an equitable and competitive manner.NJITs current classification program has not been formallyreviewed in a number of yearsconcerns have developed about:comparability of roles and job value across the organization,turnover in cert

4、ain areas, and the increasing complexity of work.IClientsNJITbenchmark.review.12.10.01.ppt4Project ObjectivesBenchmark sample of 80 positions (both aligned and non-aligned)selected to encompass a representative sample of titles and job levelsin the following functional areas:Finance and BudgetNorth

5、Jersey Transportation Planning AuthorityInformation TechnologyIClientsNJITbenchmark.review.12.10.01.ppt5Project ObjectivesRecommend modifications to the design of the current program to ensure that pay structure:Reflects job value and contribution in a consistent methodologyAchieves desired and appr

6、opriately competitive market targetsNote: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.IClientsNJITbenchmark.review.12.10.01.ppt6Step 1: Conduct Employee Orientation SessionsTwo sessions to familiarize NJIT employ

7、ees with the objectives and steps in the process, answer questions and distribute position information questionnaires.IClientsNJITbenchmark.review.12.10.01.ppt7I:/GKN0524.pptStep 2: Conduct InterviewsInterviews will be conducted with the defined area Division Heads and Human Resources to understand

8、NJITs:Mission and StrategiesJob Roles and ChallengesCompensation Philosophy and IssuesCurrent Pay Structures and ProcessesIClientsNJITbenchmark.review.12.10.01.ppt8Step 2: Review and Update Job DocumentationClassification and corresponding compensation parameters should be linked to job content - in

9、 order to fairly “size” the benchmark positions at NJIT: Employees will complete a positioninformation questionnaire to providecurrent information on job accountabilities, requirements and competencies. Managers will review, comment on and approve the completed questionnaires.New Jersey Institute of

10、 Technology ExpertiseNew Jersey Institute of TechnologyPosition Information QuestionnaireIClientsNJITbenchmark.review.12.10.01.ppt9Step 3: Evaluate JobsHay will train a committee comprised of NJIT employees in Hays proprietary job measurement methodology. Committeemembers will include senior managem

11、ent and selectrepresentatives from:Human ResourcesNJIT currently uses a job measurementapproach that is similar to Haysmethodology. IClientsNJITbenchmark.review.12.10.01.ppt10Step 3: Evaluate Jobs (Contd)A subset of the Committee will work with Hay to evaluate thebenchmark positions over a four day

12、period. Hays facilitationwill ensure:An objective process is applied to all jobsEvaluations are consistent with external references and standardsIClientsNJITbenchmark.review.12.10.01.ppt11Step 3: Evaluate Jobs (Contd)Quality Control.The Committees evaluations will then be reviewed with the Division

13、Heads to ensure that the relative importance of jobshas accurately been reflected.IClientsNJITbenchmark.review.12.10.01.ppt12Step 3: Evaluate Jobs (Contd)Hays Methodology is the most widely used process inthe world:Measures jobs to reflect their relative weight in the organizationProvides means to a

14、ssess pay across differentmarket/functionsEvaluates jobs and not peopleNot based on performance, title, writing skills or current salaryIClientsNJITbenchmark.review.12.10.01.ppt13Hays Job Evaluation Methodology values all jobsagainst three factors:Know-HowProblem SolvingAccountability Step 3: Evalua

15、te Jobs (Contd)IClientsNJITbenchmark.review.12.10.01.ppt14Know-How - the sum total of knowledge, however acquired,necessary for competent job performance:Technical Know-HowManagerial Know-HowHuman Relations SkillsStep 3: Evaluate Jobs (Contd)IClientsNJITbenchmark.review.12.10.01.ppt15Problem Solving

16、 - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions:Thinking EnvironmentThinking ChallengeStep 3: Evaluate Jobs (Contd)IClientsNJITbenchmark.review.12.10.01.ppt16Accountability - the latitude to take action and commit resources and the measu

17、red effect of the job on the organization:Freedom to ActImpact on End ResultsMagnitude (Monetary Value of Impact)Step 3: Evaluate Jobs (Contd)IClientsNJITbenchmark.review.12.10.01.ppt17The result of the job evaluation process is a ranking of positionsfrom top to bottom:Step 3: Evaluate Jobs (Contd)P

18、roblemTotal PostionIncumbentKnow-HowSolvingAccountabilityPointsManagerJ. DoeFI3 304E3(38) 115E3C 152571SupervisorS. SmithEI3 230D3(33) 76D2P 115421Systems SpecialistB. BrownEI2 230D3(33) 76D2C 76382IClientsNJITbenchmark.review.12.10.01.ppt18Step 4: Conduct Internal Equity AnalysisInternal consistenc

19、y of pay levels can be assessed by matching dollars to points:Base Salary Practice Internal Equity Assessment$PointsIClientsNJITbenchmark.review.12.10.01.ppt19Step 5: Conduct Market Pricing AnalysisNjits pay levels will then be compared to appropriate competitive markets e.G., Regional companies, ed

20、ucation sector, not for profits.Annual Dollars (000s)Client Points140120100806040200024048072096090th Percentile75th PercentileABC Pay PracticeAverage25th Percentile10th PercentileIClientsNJITbenchmark.review.12.10.01.ppt20Hay will prepare a final report of findings and recommendations for NJIT Exec

21、utives and Human Resources that will cover:Assessment of internal equityResults of market pricing analysisAdjustments to classification and/or compensation structureCost of implementing changesImpact of changes on current processes and bargaining agreementsHay will review the results of the study with NJIT Human Resources and Division Heads from the Benchmark groups .Step 6: Present ReportIClientsNJITbenchmark.review.12.10.01.ppt21Once NJIT has had the opportunity to review Hays report, NJIT will present a summary of the finding