翰威特項(xiàng)目建議書

ImproveBusinessResultsThroughPeople

經(jīng)過(guò)人改進(jìn)經(jīng)營(yíng)結(jié)果NEUSOFTCorporation

東大軟件集團(tuán)有限企業(yè)翰威特項(xiàng)目建議書第1頁(yè)AboutthisMaterial

關(guān)于這份材料Inresponseto“Neusoft”invitation,HewittprovideinthismaterialoursuggestedprojectapproachtohelpNeusoftbuilduptheworld-widestandardhumanresourcemanagementsystem,whichwillbeespeciallyfocusedonthejobdesign/evaluation,compensationdesignandperformancemanagement.Thisdocumentationdemonstrateshowwewillproceedthisproject.Wealsoemphasizeourunderstandingsuponyourneeds,ourmethodologiesforthefulfillmentandsomedetailedissuesduringtheco-operationbetweenNeusoftandHewitt.

我們接收了東大軟件集團(tuán)有限企業(yè)(東大)委托，為貴企業(yè)提供一份關(guān)于翰威特企業(yè)將怎樣幫助制訂一個(gè)世界標(biāo)準(zhǔn)人力資源管理系統(tǒng)，尤其是東大尤其關(guān)注工作設(shè)計(jì)/評(píng)定，薪酬激勵(lì)及績(jī)效管理系統(tǒng)設(shè)計(jì)方案。本文本中所包含信息說(shuō)明了我們將怎樣進(jìn)行這個(gè)項(xiàng)目。我們尤其指出了我們對(duì)貴企業(yè)需求了解、完成這個(gè)項(xiàng)目標(biāo)方法過(guò)程以及翰威特企業(yè)與東大合作許多細(xì)節(jié)問(wèn)題。Thesuggestedprojectapproachadoptssomesuccessfulideasandprocedureswhichhavebeenprovedinotherhumanresourceconsultingprojects.Weacknowledgethatyouwillhavesomemodificationsbasedonoursuggestionstoensurethesuccessofthisproject.Welookforwardtogettingyourinput.

這個(gè)提議過(guò)程采納了一些其它人力資源發(fā)展項(xiàng)目中運(yùn)行很好步驟。我們認(rèn)識(shí)到為了確保項(xiàng)目標(biāo)成功運(yùn)作你們可能會(huì)對(duì)我們所提出設(shè)計(jì)方案做出對(duì)應(yīng)改動(dòng)。我們隨時(shí)歡迎貴企業(yè)指導(dǎo)，并希望貴方提出你們想法以改進(jìn)我們提議方案。翰威特項(xiàng)目建議書第2頁(yè)Contents

內(nèi)容AboutHewittAssociates關(guān)于翰威特企業(yè)OurUnderstandingofYourSituation對(duì)貴企業(yè)情況了解LinkingHRIssuestoBusiness人力資源問(wèn)題與企業(yè)業(yè)務(wù)相結(jié)合

ConsideringFactorsinDesignandImplementation設(shè)計(jì)和實(shí)施所要考慮原因OurSuggestedApproach我們?cè)O(shè)計(jì)方案OurConsultingTeam我們咨詢團(tuán)體OurExperienceinTelecomIndustryinAsiaPacific我們?cè)趤喬珔^(qū)電信業(yè)上經(jīng)驗(yàn)FeeandTiming費(fèi)用與時(shí)間結(jié)構(gòu)

翰威特項(xiàng)目建議書第3頁(yè)HewittAssociatesLLC

翰威特咨詢企業(yè)翰威特項(xiàng)目建議書第4頁(yè)HewittAssociates

翰威特企業(yè)Globalmanagementconsultingfirmspecializinginpeoplesolutionstobusinessissues

專長(zhǎng)于從人員管理入手處理商業(yè)經(jīng)營(yíng)問(wèn)題全球性管理咨詢企業(yè)LargesthumanresourcesconsultingfirmintheU.S.A

為美國(guó)最大人力資源咨詢企業(yè)12,000Associatesworld-wide

全球12,000名員工75%ofFortune500areHewittclients

財(cái)富500強(qiáng)中75%企業(yè)為翰威特企業(yè)客戶Over1.28billionUSDinrevenueinFY

銷售收入達(dá)12.8億美金81officesin37countries

在37個(gè)國(guó)家建立了81個(gè)辦事處19officesinAsiaPacific

在亞洲建立了19個(gè)辦事機(jī)構(gòu)翰威特項(xiàng)目建議書第5頁(yè)HewittinChina(Con’t)

翰威特企業(yè)(續(xù))LargestandmostexperiencedworkforceconsultingfirminChina

中國(guó)規(guī)模最大而且經(jīng)驗(yàn)最豐富人力資源咨詢企業(yè)3officesinShanghai,Beijing,andHongKongwithnearly100Associates

在上海、北京、和香港辦事處擁有近100名員工6yearsofclientexperienceinChina

六年在華咨詢經(jīng)驗(yàn)800+clientsinChina

在中國(guó)已擁有800多家跨國(guó)客戶企業(yè)客戶基礎(chǔ)Multi-cultural,multi-lingual,multi-talentedstaff

跨文化、各種語(yǔ)言能力、多方面經(jīng)驗(yàn)技能咨詢隊(duì)伍One-firmfirm

全球一體化組織結(jié)構(gòu)翰威特項(xiàng)目建議書第6頁(yè)OurConsultingExperience

我們咨詢經(jīng)驗(yàn)Largestandmostexperiencedrestructure,compensationandperformancemanagementconsultingpracticeinChina

中國(guó)最大、最有經(jīng)驗(yàn)重組，薪酬及績(jī)效管理咨詢隊(duì)伍40full-timeconsultants

40名全職咨詢顧問(wèn)Mostexperienceinprogramdesign

在項(xiàng)目設(shè)計(jì)方面擁有豐富經(jīng)驗(yàn)Organizationalchange,Salarystructure,jobevaluation,paydelivery...

機(jī)構(gòu)重組，工資結(jié)構(gòu)、職位評(píng)定、工資發(fā)放...ExperiencewithSOEs,JVs,RepOffices,WOFEs,PrivateChinesecompanies

與國(guó)營(yíng)企業(yè)、合資企業(yè)、外商代表處、獨(dú)資企業(yè)及中國(guó)私營(yíng)企業(yè)都有合作經(jīng)驗(yàn)WorkingrelationshipwithMOFandCSRC

與財(cái)政部和證監(jiān)會(huì)良好合作關(guān)系

翰威特項(xiàng)目建議書第7頁(yè)HowtoHelpOurChinaClients(currentproject)

翰威特怎樣幫助在華客戶企業(yè)(近期項(xiàng)目)翰威特項(xiàng)目建議書第8頁(yè)

OurExperienceinTelecomIndustry

inAsiaPacific

翰威特在亞太地域電信業(yè)服務(wù)經(jīng)驗(yàn)翰威特項(xiàng)目建議書第9頁(yè)OurClientsinTelecomIndustry

andInformationIndustry(翰威特在電信及信息行業(yè)客戶)翰威特項(xiàng)目建議書第10頁(yè)SuccessinworkforceplanningrequiresHRto:

成功進(jìn)行員工隊(duì)伍戰(zhàn)略布署計(jì)劃需要人力資源部門來(lái)：Understandoutcomesdesiredbybusiness

了解企業(yè)經(jīng)營(yíng)預(yù)期結(jié)果Understandbusinessstrategiesforobtainingoutcomes

了解取得這些結(jié)果所要采取經(jīng)營(yíng)策略Definebestorganizationstructuretosupportbusinessstrategy

設(shè)計(jì)最正確組織結(jié)構(gòu)來(lái)支持經(jīng)營(yíng)戰(zhàn)略Definepeoplerequirementsneededtoachievebusinessstrategy

確定完成企業(yè)經(jīng)營(yíng)策略所需員工素質(zhì)能力要求Developstrategiesfordeliveringpeoplerequirements

制訂將員工能力付諸于實(shí)踐策略Developtechniquesformonitoringprogresstowardgoals

發(fā)展對(duì)于到達(dá)目標(biāo)進(jìn)程進(jìn)行監(jiān)控技能LinkingPeopleStrategytoBusinessStrategy

將人力資源戰(zhàn)略與企業(yè)經(jīng)營(yíng)戰(zhàn)略相聯(lián)絡(luò)翰威特項(xiàng)目建議書第11頁(yè)Rewarding

薪酬管理AlignOrganizationtoBusinessStrategy

組織與經(jīng)營(yíng)策略相統(tǒng)一DesiredBusinessResults

經(jīng)營(yíng)目標(biāo)BusinessStrategies

經(jīng)營(yíng)策略PeopleRequirements

對(duì)員工要求HRStrategies

人力資源策略EmployeeNeeds

員工需求HR

人力資源Performing

績(jī)效管理Learning

培訓(xùn)發(fā)展Staffing

人員配置EmployeeSatisfaction員工滿意CustomerSatisfaction客戶滿意Organizing

組織管理翰威特項(xiàng)目建議書第12頁(yè)OurUnderstandingofYourSituation

我們對(duì)貴企業(yè)了解翰威特項(xiàng)目建議書第13頁(yè)OurUnderstandingofYourSituation

我們對(duì)貴企業(yè)情況了解

Numberofemployees:Over2700

員工人數(shù):2700余人RegistedCapital:0.56billionRMB

注冊(cè)資本：5.6億元Mainlineofbusiness:

經(jīng)營(yíng)范圍:Productsorservices:Applicationsoftwareandsolutions

產(chǎn)品或服務(wù):應(yīng)用軟件供給商和處理方案提供者Operationlocation:Shenyang&Dalian

主要營(yíng)業(yè)地:沈陽(yáng)和大連翰威特項(xiàng)目建議書第14頁(yè)BusinessandHRIssues

企業(yè)經(jīng)營(yíng)及人力資源情況Companyisexperiencingincreasingcompetitionfortalentandmarketshare面臨日趨激烈人才及市場(chǎng)份額競(jìng)爭(zhēng)Currenthumanresourcessystemsdonotsupportthefirm’sneedtobemorecompetitiveinthemarketandthewaroftalents

現(xiàn)有些人力資源體制不能有效支持企業(yè)提升人才及市場(chǎng)競(jìng)爭(zhēng)力要求Needtoaddresstheefficiency,competitiveness,andlongevityofcurrentorganizationstructure

需要提升現(xiàn)有組織結(jié)構(gòu)效率、市場(chǎng)競(jìng)爭(zhēng)力以及有效壽命WTOwillhaveanimpactonyourcompetitivesituation

中國(guó)入世對(duì)你們競(jìng)爭(zhēng)地位將產(chǎn)生影響Needtodevelopaneffectivecompensationandperformancemanagementprogramthat:

著手制訂有效薪酬激勵(lì)和績(jī)效管理計(jì)劃，此計(jì)劃將：Isinalignmentwithbusinessneedsandresults

與企業(yè)經(jīng)營(yíng)績(jī)效相互協(xié)調(diào)Helpsattract,retainandmotivateemployees,especiallyformanagementstaffs

幫助吸引，留用和激勵(lì)員工,尤其針對(duì)管理層Rewardscompetencyand/orcontribution

獎(jiǎng)勵(lì)員工能力和/或貢獻(xiàn)翰威特項(xiàng)目建議書第15頁(yè)OurResponsetoYourNeeds

我們對(duì)貴企業(yè)需要反應(yīng)TheremainderofthisdocumentpresentsHewitt‘sinitialsuggestionsregardinghowwemightpartnerwithNeusofttoresolvetheissuesathand.Oursuggestedapproachisinthreemainphases:

這份文件以后部分展現(xiàn)了翰威特企業(yè)初步提議，相關(guān)為了處理相關(guān)問(wèn)題我們將怎樣與東大進(jìn)行合作。我們提議方案包含以下三個(gè)主要階段：Phase1-ExecutiveInterviews

階段1-高級(jí)經(jīng)理面談Phase2-AssesmentofCurrentHRPractices,PresentationtoManagement

階段2-現(xiàn)有些人力資源方案評(píng)定，并向管理層人員演講介紹Phase3-Re-designCompensationStructure,LongtermIncentivePlanandPerformanceManagementSystem

階段3-重新設(shè)計(jì)薪酬結(jié)構(gòu)、長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃以及績(jī)效管理體系

翰威特項(xiàng)目建議書第16頁(yè)OurResponsetoYourNeeds

我們對(duì)貴企業(yè)需要反應(yīng) Becauseweunderstandfromourmeetingthatdevelopmentofacompetencyframe-workmightalsobevaluabletoNeusoft,wehaveincludedsomesuggestionsoncompetenciesandtrainingintheappendix.Indeed,Hewittadvocatesaholisticapproachtoallworkforceprogramsratherthanapiecemealapproach.Thisapproachisparticularlyrelevantwhenconsideringbothyourshortandlong-termbusinessstrategy.Webelievethatcompetenciescanformthebasisforallthekeyelementsofyourworkforceprograms. 經(jīng)過(guò)會(huì)議，我們了解到核心能力結(jié)構(gòu)設(shè)計(jì)以及管理培訓(xùn)也將對(duì)東大有一定價(jià)值。所以我們?cè)诟戒浿幸舶擞嘘P(guān)這兩方面建議。實(shí)際上，翰威特更主張?zhí)峁┮徽兹嫒肆Y源方案，對(duì)公司久遠(yuǎn)發(fā)展更為相關(guān)。核心能力是形成人力資源方案全部關(guān)健要素基礎(chǔ)。翰威特項(xiàng)目建議書第17頁(yè)OverviewoftheProjectPhases

項(xiàng)目階段概覽Phase1

階段一ExecutiveInterviewofNeusoft’stopmanagementtosetdirectionforlong-termincentiveplan,compensationphilosophy,andperformancemanagement

與東大高級(jí)管理人員進(jìn)行面談，方便確定長(zhǎng)久性獎(jiǎng)勵(lì)計(jì)劃、薪資理念和績(jī)效管理方向

Phase2

階段二A.AssessmentofNeusoft’scurrenthumanresourcesystemfocusingonperformancemanagementandthecompensationsystem

A.對(duì)東大當(dāng)前人力資源管理系統(tǒng)，尤其是績(jī)效管理和薪資系統(tǒng)進(jìn)行評(píng)定B.PresentationtomanagementB.向管理層匯報(bào)演講Phase3A

階段三ARe-designofNeusoft’scompensationstructure/Re-designofNeusoft’slongtermincentiveplan

重新設(shè)計(jì)東大薪酬結(jié)構(gòu)和

長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃

Phase3B

階段三BRe-designperformancemanagementsystem

重新設(shè)計(jì)績(jī)效管理體系翰威特項(xiàng)目建議書第18頁(yè)P(yáng)hase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談Wewillmeetwithkeyexecutivestounderstandcompanygoalsandstrategyandtheoverallbusinessneeds

我們將與關(guān)鍵高層經(jīng)理進(jìn)行面談，以了解企業(yè)目標(biāo)、策略及總體經(jīng)營(yíng)需求Interviewswillbebasedonapre-agreedquestionnaireandwillbedesignedtolastapproximately2hourseach.

我們將依據(jù)雙方預(yù)先確定問(wèn)卷來(lái)進(jìn)行面談，每個(gè)面談將連續(xù)兩小時(shí)左右Wehadagreedthatwewouldmeetwiththefollowingindividuals

依據(jù)雙方所達(dá)成共識(shí)，我們將與下述人員進(jìn)行面談：Chairman,CEO,CFO,SeniorVicePresident,SecretarytotheBoard,GM,andtheDirectorofHumanResources

董事長(zhǎng)、首席執(zhí)行官、首席財(cái)政官、高級(jí)副總裁、董事會(huì)秘書、總經(jīng)理及人力資源總監(jiān)翰威特項(xiàng)目建議書第19頁(yè)P(yáng)hase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談Duringtheinterviews,wewillclarifyseveralimportantquestionsthatprovideacontextforthelongtermincentiveplanandthecompensationsystem,including:

在面談過(guò)程中，我們將明確與長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃及薪酬系統(tǒng)相關(guān)很多主要問(wèn)題，其中包含：Howshouldthelongtermincentiveplanfitwiththerestofthetotalcompensationpackage?Shouldfitvarybypositioninthecompany?

長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃應(yīng)怎樣與其它全方面薪酬計(jì)劃相匹配？匹配方式是否應(yīng)依據(jù)職位而有所不一樣？Whatmessagesneedtobedeliveredthroughthelongtermincentiveplan?Whichperformancemeasure(s)shouldbeincorporatedintheprogramdesign?Shouldpayoutbestructuredbasedonperformancerange(s)?

需要經(jīng)過(guò)長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃傳達(dá)什么信息？計(jì)劃設(shè)計(jì)過(guò)程中應(yīng)融入哪些績(jī)效標(biāo)準(zhǔn)？是否應(yīng)依據(jù)績(jī)效幅度來(lái)確定費(fèi)用結(jié)構(gòu)？Howwillthecompanyfundtheprogram?企業(yè)怎樣籌措計(jì)劃基金？Whatshouldbethepropermixofbasepay,short-termincentive,long-termincentive,andbenefitsinthecompensationplan?

在薪酬計(jì)劃中，基本工資、短期獎(jiǎng)勵(lì)、長(zhǎng)久獎(jiǎng)勵(lì)和福利應(yīng)各占多少百分比？翰威特項(xiàng)目建議書第20頁(yè)P(yáng)hase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談YouranswerstothesequestionswillgenerateacontextwithinwhichHewittAssociates

canguideNeusoftintheidentificationoflongtermincentiveplanprovisions,including:

翰威特咨詢企業(yè)將依據(jù)您所提供答案來(lái)引導(dǎo)東大確定基本長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃條款，其中包含：Eligibility—howwillplancoveragebedeterminedandadministered?

享受資格：怎樣確定和管理計(jì)劃適用范圍？Awardsizesandtargetopportunities—howwillawardlevelsbedefined?

授予數(shù)額與目標(biāo)機(jī)遇：怎樣確定授予級(jí)別？Awardfrequency—howoftenwillawardsbeissued?

授予周期：授予周期為多長(zhǎng)時(shí)間？Vestingorexerciserestrictions—whatwillbethenatureoftime-orperformance-relatedvestingrestrictions?

兌現(xiàn)或承兌限制：與時(shí)間或績(jī)效相關(guān)兌現(xiàn)限制辦法實(shí)質(zhì)是什么？Terminationprovisions—whatwillhappenatdeath,disability,retirement,etc.?

終止條款：計(jì)劃享受者死亡、殘疾、退休時(shí)應(yīng)怎樣加以處理？Therighttotalcompensationmixbetweenbasepay,shortandlong-termincentive,

andbenefits

全方面薪酬計(jì)劃中，基本工資、短期獎(jiǎng)勵(lì)、長(zhǎng)久獎(jiǎng)勵(lì)與福利合理百分比。翰威特項(xiàng)目建議書第21頁(yè)P(yáng)hase1-ExecutiveInterviews

第一階段：高層經(jīng)理面談KeyOutcomes:

關(guān)鍵結(jié)果：Attheendofthisphase,wewillhavegatheredinputsfromvariouskeyexecutivesonthebusinessstrategy,andthegoalsandexpectationsforthelongtermincentiveplanandcompensationprogram

該階段結(jié)束時(shí)，我們將搜集到各位關(guān)鍵高層經(jīng)理相關(guān)經(jīng)營(yíng)策略方面意見與提議，

以及對(duì)長(zhǎng)久獎(jiǎng)勵(lì)與薪酬計(jì)劃目標(biāo)與期望Wealsowillhaveclarifiedtheobjectivesandpotentialkeydesignfeaturesoftheprogram 我們還將明確該計(jì)劃總體目標(biāo)及潛在關(guān)鍵設(shè)計(jì)要素翰威特項(xiàng)目建議書第22頁(yè)P(yáng)hase1-ExecutiveInterviews

FocusGroup(Optional)

第一階段：關(guān)鍵小組(備選)Youmayalsochoosetohaveusconductfocusgroupmeetingswithkeygroupsofemployees

您還能夠選擇由翰威特咨詢企業(yè)與關(guān)鍵員工小組來(lái)進(jìn)行關(guān)鍵小組面談Duringthesefocusgroupdiscussionswewouldassesstheemployees’viewson:

在關(guān)鍵小組面談中，我們將評(píng)定下述內(nèi)容：HowsatisfiedemployeesarewithNeusoft’scompensationsystem

員工對(duì)東大薪酬系統(tǒng)滿意度Theirunderstandingofthevariouscomponentsofpay(I.e.basebay,incentives,bonus,benefits,etc.)員工對(duì)各種薪酬要素了解情況(即：基本工資、獎(jiǎng)勵(lì)、獎(jiǎng)金、福利等)TheirviewsonhowcompetitiveNeusoftisintermsoftotalcompensation

員工對(duì)東大全方面薪酬系統(tǒng)競(jìng)爭(zhēng)力看法TheiroverallsatisfactionabouttheemploymentrelationshipaNeusoft

員工對(duì)東大聘用關(guān)系總體滿意度TheiroverallviewofthevariousHRsystemsandmanagementingeneral

員工對(duì)各種人力資源系統(tǒng)與普通管理總體看法Theirunderstandingofthecompany’sbusinessgoalsandtheircontributionstothosegoals員工對(duì)企業(yè)經(jīng)營(yíng)目標(biāo)以及他們?cè)趯?shí)現(xiàn)這些目標(biāo)過(guò)程中所發(fā)揮作用了解情況翰威特項(xiàng)目建議書第23頁(yè)P(yáng)hase1-ExecutiveInterviews

FocusGroup(Optional)

第一階段：關(guān)鍵小組(備選)KeyOutcomes:

關(guān)鍵結(jié)果：Attheendofthisphase,wewillhavegatheredinputsfromemployeesonthebusinessgoalsandtheirviewsonallHRsystemsincludingtotalcompensation

該階段結(jié)束時(shí)，我們將搜集到員工們對(duì)于經(jīng)營(yíng)目標(biāo)提議，以及他們對(duì)包含全方面薪酬在內(nèi)全部些人力資源系統(tǒng)看法Wewillusethisinformationtohelpusdesignprogramsthatbothmeettheneedsoftopmanagementandemployees. 我們將依據(jù)該信息來(lái)設(shè)計(jì)相關(guān)計(jì)劃，使之既滿足高層管理人員需求，也滿足員工們需求翰威特項(xiàng)目建議書第24頁(yè)P(yáng)hase2A-AssessmentofCurrentHRPractices

第二階段A：現(xiàn)有些人力資源方案評(píng)定InthisPhase,HewittAssociateswillreviewallofNeusoft’smaterialsandproceduresregardingHumanResourceswithaspecificfocusonCompensationandPerformanceManagement

在該階段中，翰威特咨詢企業(yè)將審核全部東大人力資源材料與規(guī)程，尤其是薪酬與績(jī)效管理方面內(nèi)容HewittwillgiveNeusoftalistofmaterialsitwouldliketostudy

翰威特將為東大提供一系列分析材料OncewehavecollectedallmaterialswewillreviewthemandassessyoursystemsagainstHewitt’sdatabaseofbestpractices.Wewill:

搜集到全部材料之后，我們將對(duì)其加以審核并對(duì)照翰威特最正確方案數(shù)據(jù)庫(kù)來(lái)評(píng)定貴企業(yè)系統(tǒng)。我們將：Reviewalltechnicalaspectsofyoursystemsanddeterminewheretherearegapsandareasforimprovement審核東大系統(tǒng)中全部技術(shù)要素，并確定其中差距與不足之處Assessthelinkbetweenyourhumanresourcepracticesandyourstatedbusinessresults評(píng)定東大人力資源方案與您所陳說(shuō)經(jīng)營(yíng)結(jié)果之間關(guān)聯(lián)性Determineifthelinkisstrongornot確定這一關(guān)聯(lián)性是否緊密Beginoutlininghowtoimprovethesystem開始規(guī)劃怎樣改進(jìn)該系統(tǒng)翰威特項(xiàng)目建議書第25頁(yè)P(yáng)hase2A-AssessmentofCurrentHRPractices

第二階段A：現(xiàn)有些人力資源方案評(píng)定KeyOutcomes:

關(guān)鍵結(jié)果：AttheendofthisPhase,HewittwillhaveathoroughunderstandingofNeusoft’sHRpracticesspecificallyrelatedtoPerformanceManagementandCompensation

該階段結(jié)束時(shí)，翰威特咨詢企業(yè)將充分了解東大人力資源方案，尤其是那些與績(jī)效管理和薪酬親密相關(guān)方案ThisinformationwillbeusedtodraftareporttoNeusoftoutliningkeyareasforimprovementandproposalsfornextsteps 我們將依據(jù)該信息草擬一份匯報(bào)，方便向東大約述關(guān)鍵改進(jìn)之處及后續(xù)步驟提案翰威特項(xiàng)目建議書第26頁(yè)P(yáng)hase2B-AssessmentofCurrentHRPractices

PresentationtoManagement第二階段B：現(xiàn)有些人力資源方案評(píng)定向管理層進(jìn)行演講介紹OnceHewitthasgatheredalltheinformationfromtheexecutiveinterviews,focusgroup(ifapplicable),andassessmentofhumanresourcepracticeswewillmakeahalf-daypresentationtomanagement

翰威特咨詢企業(yè)在從高層經(jīng)理面談、關(guān)鍵小組(備選)面談及人力資源方案評(píng)定中搜集到全部信息之后，我們將向東大管理層進(jìn)行一次為期半天演講介紹。Thepresentationwilloutline:

演講中將概述以下內(nèi)容：Ourunderstandingofthebusinessstrategyasoutlinedbythekeyexecutives

我們對(duì)于東大高層經(jīng)理所概述經(jīng)營(yíng)策略了解Howthebusinessstrategyfitsinwiththetotalcompensationplan

該經(jīng)營(yíng)策略與全方面薪酬計(jì)劃匹配情況Keyareasofagreementamongstthetopmanagementforthedirectionofthelongtermincentiveplan高層管理人員對(duì)長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃所達(dá)成關(guān)鍵共識(shí)ThemessageExecutiveswanttosendthroughtheimplementationofthelongtermincentiveplan高層經(jīng)理希望經(jīng)過(guò)實(shí)施長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃所傳達(dá)信息內(nèi)容AnyrelatedinformationonthedirectionofthecompanyandthealignmentoftheitsHumanresourcesystems任何與企業(yè)方向及人力資源系統(tǒng)調(diào)整相關(guān)信息翰威特項(xiàng)目建議書第27頁(yè)P(yáng)hase2B-AssessmentofCurrentHRPractices

PresentationtoManagement第二階段B：現(xiàn)有些人力資源方案評(píng)定向管理層進(jìn)行演講介紹Thepresentationwillalsooutline:

演講中還將概述以下內(nèi)容：Ourfindingsfromtheauditofthehumanresourcepractices

人力資源方案主要審核結(jié)果HowtheNeusoftpracticescomparewithbestpracticesinChina

東大方案與在華最正確方案對(duì)比情況Oursuggestionsformodificationsandimprovementincluding:

我們修改與改進(jìn)提議包含：Variousoptionsalongwithadvantagesanddisadvantagesofeachoption

各種方案及其優(yōu)、缺點(diǎn)OurrecommendationsonsolutionsbestadaptedtoNeusoft’ssituation

我們所提議最適合用于東大現(xiàn)實(shí)狀況處理方案Acomprehensiveproposalonhowtodesignandimplementourrecommendations

相關(guān)怎樣設(shè)計(jì)和實(shí)施翰威特提案一個(gè)綜合性計(jì)劃翰威特項(xiàng)目建議書第28頁(yè)P(yáng)hase2B-AssessmentofCurrentHRPractices

PresentationtoManagement第二階段B：現(xiàn)有些人力資源方案評(píng)定向管理層進(jìn)行演講介紹KeyOutcomes:

關(guān)鍵結(jié)果：Attheendofthispresentation,Neusoftwillhaveacomprehensiveunderstandingofthedirectionanddesireresultsfordesigningandimplementinglongtermincentiveplan

演講結(jié)束時(shí)，東大將對(duì)設(shè)計(jì)和實(shí)施長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃方向和預(yù)期結(jié)果取得一個(gè)全方面了解Neusoftwillalsohaveacomprehensivereviewofitstotalremunerationandperformancemanagementsystemalongwithrecommendationsforimprovement

東大在取得改進(jìn)提議同時(shí)，還將取得對(duì)其全方面薪酬與績(jī)效管理系統(tǒng)全方面審閱NeusoftwillhaveacomprehensiveproposalonhowHewittwouldaddressitsdesiretomodifyorre-dothecompensationandperformancemanagementsystems 東大將取得一份綜合性提案，其內(nèi)容是關(guān)于翰威特企業(yè)將怎樣在修改或重新制訂薪酬與績(jī)效管理系統(tǒng)方面滿足貴企業(yè)需求翰威特項(xiàng)目建議書第29頁(yè)P(yáng)hase3A：Re-DesignofCompensationStructure/Long-TermIncentivePlans

階段三A：重新設(shè)計(jì)薪酬結(jié)構(gòu)和長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃翰威特項(xiàng)目建議書第30頁(yè)JobDocumentation

職位文檔翰威特項(xiàng)目建議書第31頁(yè)DefinitionandPurposes

定義和目Isaprocessofdefininganddescribing:

是一個(gè)定義和描述過(guò)程:Jobduties/responsibilities

工作責(zé)任/職責(zé)Jobcharacteristics

工作性質(zhì)Otherrequirementsofjobs

其它工作要求Typicalpurposesofjobdocumentationinclude:

職位文檔經(jīng)典目標(biāo)包含:翰威特項(xiàng)目建議書第32頁(yè)P(yáng)rocessOverview

程序概覽Step1:DefinePurposesandGuidelines步驟1:確定目和準(zhǔn)則Step2:DesignTemplateandTool步驟2:設(shè)計(jì)模式和工具Step3:JobDocumentationTraining步驟3:職位文檔培訓(xùn)Step4:ReviewJobDocumentation步驟4:審核職位文檔Neusoft‘sManagersandSupervisorsDocumentJobs東大軟件集團(tuán)有限企業(yè)經(jīng)理和主管將職位文本化t翰威特項(xiàng)目建議書第33頁(yè)P(yáng)rocessSteps

程序步驟Step1:Definingthepurposesofjobdocumentation

步驟1:確定職位文檔目標(biāo)Theprojectteamwillmeetto:

項(xiàng)目小組將見面:DiscusshowNeusoftwillusejobdocumentation

討論東大軟件集團(tuán)有限企業(yè)將怎樣使用職位文檔Presenthowvariouspurposescanimpactonthedesignofthetemplate

演示不一樣目標(biāo)將會(huì)怎樣影響模式設(shè)計(jì)Agreeonhighlevelprinciplesofthedevelopmentofajobdescriptiontemplate

在設(shè)計(jì)職位描述模式時(shí)所包括高層次原理上達(dá)成一致翰威特項(xiàng)目建議書第34頁(yè)P(yáng)rocessSteps

程序步驟Identifythemostappropriateapproach(e.g.,jobinterview,questionnaire)togatheringjobrelatedinformation

確定最恰當(dāng)方法(比如職位訪談和問(wèn)卷形式)，從而搜集全部與職位相關(guān)信息Outcome:Thepurposesofjobdocumentationisidentified,whichwillguidethedesignofthejobdescriptiontemplate;theprojectteamagreeshowtogatherupdatedandaccuratejobrelatedinformation

結(jié)果：職位文檔目標(biāo)最終確認(rèn)，并將指導(dǎo)職位描述模式設(shè)計(jì)；項(xiàng)目小組在怎樣搜集與職位相關(guān)最新并準(zhǔn)確信息上達(dá)成一致。翰威特項(xiàng)目建議書第35頁(yè)P(yáng)rocessSteps(Con’t)

程序步驟(續(xù))Step2:Designjobdescriptiontemplateandinformationgatheringtool

步驟2:設(shè)計(jì)職位描述模式以及信息搜集工具Hewittwillwilldesignthetemplateoff-site

翰威特將為企業(yè)設(shè)計(jì)模式ThetemplateshouldsupportNeusoft’spurposesofestablishingjobdocumentation

這一模式應(yīng)支持東大軟件集團(tuán)有限企業(yè)建立職位文檔目標(biāo)Thetemplatemayconsistsof:

這一模式可能由以下幾部分組成Jobpurpose,primarydutiesandresponsibilities.reportingrelationship,internal&externalcustomers,jobrequirement(e.g.,education,experience),approvalprocess

工作目標(biāo)、主要責(zé)任和職責(zé)、與上級(jí)匯報(bào)關(guān)系、內(nèi)部和外部客戶、工作要求(比如教育背景和相關(guān)經(jīng)驗(yàn))以及同意認(rèn)同程序。翰威特項(xiàng)目建議書第36頁(yè)P(yáng)rocessSteps(Con’t)

程序步驟(續(xù))Hewittwilldesignappropriatetools(e.g.,interviewguide,questionnaire)toprepareforinformationgathering

翰威特將設(shè)計(jì)恰當(dāng)工具(比如面談指導(dǎo)和問(wèn)卷)，從而為信息搜集做準(zhǔn)備Theprojectteamwillmeettofinalizethetemplateandinformationgatheringtools

項(xiàng)目小組將見面而且最終確定模式和信息搜集工具Outcome:Neusoftwillhaveausefuljobdescriptiontemplatethatservesitspurposes;andaneffectivetoolisavailabletogatherupdatedandaccuratejobrelatedinformation

結(jié)果:東大軟件集團(tuán)有限企業(yè)將擁有能為目標(biāo)服務(wù)有效職位描述模式，而且具備有效工具去搜集最新且準(zhǔn)確與職相關(guān)信息翰威特項(xiàng)目建議書第37頁(yè)P(yáng)rocessSteps(Con’t)

程序步驟(續(xù))Step3:JobDocumentationTraining

步驟3:職位文檔培訓(xùn)Hewittwillpreparetrainingmaterialsoff-site;thematerialwillfocuson:

翰威特將準(zhǔn)備培訓(xùn)材料，這些材料將重視于：Introductionofthetemplateandtheinformationgatheringtool

相關(guān)模式及信息搜集工具介紹Howtogatheringinformationanddocumentingjobsoncetheinformationisreceived

一旦接收到信息，將怎樣進(jìn)行信息搜集及職位文本化工作翰威特項(xiàng)目建議書第38頁(yè)P(yáng)rocessSteps(Con’t)

程序步驟(續(xù))Theprojectteamwillmeettofinalizethetrainingmaterial

項(xiàng)目小組將見面并最終確定培訓(xùn)材料Neusofwillmakeallnecessarylogisticsarrangementforthetraining東大軟件集團(tuán)有限企業(yè)將為培訓(xùn)做好全部必要安排Usually,managers/supervisorsareresponsiblefordocumentingtheirsubordinates’jobs;therefore,theyarerequiredtoattendthetraining

通常情況下，經(jīng)理或主管負(fù)責(zé)將他們下屬職位文本化。所以，他們被要求參加培訓(xùn)Hewittwillconductjobdocumentationtraining;examplesofcompletedjobdocumentationwillbeprovidedforNeusoftasareference

翰威特將進(jìn)行職位文檔培訓(xùn)，已完成職位文檔實(shí)例將提供給東大軟件集團(tuán)有限企業(yè)作為參考Outcome:Neusoft’smanagers/supervisorsknowshowtocompletethetaskofdocumentingtheirsubordinates’jobs

結(jié)果:東大軟件集團(tuán)有限企業(yè)經(jīng)理或主管會(huì)了解怎樣完成他們下屬職位文本任務(wù)翰威特項(xiàng)目建議書第39頁(yè)P(yáng)rocessSteps(Con’t)

程序步驟(續(xù))Step4:Reviewjobdocumentation

步驟4:審核職位文檔Oncealljobdocumentationiscompleted,Hewittwillreviewitandprovidecommentsorsuggestionsforimprovement

一旦全部職位文檔完成后，翰威特將進(jìn)行審核并提供改進(jìn)提議Dependingonthequalityofcompletedjobdocumentation,Hewittwill:

基于已完成職位文檔質(zhì)量，翰威特將：Eitherprovidemorecoachingforselectivemanagers/supervisorsandrequirethemtoimprovetheirwork,assumingthequalityisnotsogood

或者對(duì)選出經(jīng)理或主管進(jìn)行更多指導(dǎo)，并要求他們改進(jìn)工作(假設(shè)質(zhì)量不是很好)

OrcompileallcompletedjobdocumentationintoaNeusoft’sjobdescriptionmanual,assumingthequalityisacceptableorsatisfactory

或者將全部已完成職位文檔編輯成東大軟件集團(tuán)有限企業(yè)職位描述手冊(cè)中(假設(shè)質(zhì)量是能夠或令人滿意)翰威特項(xiàng)目建議書第40頁(yè)P(yáng)rocessSteps(Con’t)

程序步驟(續(xù))Thejobdescriptionmanualshouldincludepurposes,process,toolsandoutcomesofthejobdocumentationwork

職位描述手冊(cè)應(yīng)該包含目標(biāo)、程序、工具以及職位文檔工作結(jié)果Outcome:Neusoftwillhavewell-documentedjobdescriptionsthatsupportitspeoplepractice;knowledgeandskillsaretransferredtoNeusoft’sstaff

結(jié)果：東大軟件集團(tuán)有限企業(yè)將擁有良好職位描述文本，從而支持它人員管理，同時(shí)相關(guān)知識(shí)和技能將被傳授給東大軟件集團(tuán)有限企業(yè)員工翰威特項(xiàng)目建議書第41頁(yè)ComponentsofaCompensationProgram

薪酬計(jì)劃內(nèi)容CompensationStrategy薪酬策略JobDocumentation工作描述文本JobEvaluation職位評(píng)定MarketPricing市場(chǎng)定價(jià)SalaryStructure薪資結(jié)構(gòu)PayDelivery-Short-termincentives-Long-termincentives工資發(fā)放-短期獎(jiǎng)勵(lì)-長(zhǎng)久獎(jiǎng)勵(lì)Communication,ImplementationandAnnualMaintenance項(xiàng)目溝通、實(shí)施以及整年管理Hewitt’scompensationdesignapproachfocusesonthefollowingkeyelements:

翰威特企業(yè)薪酬設(shè)計(jì)方法翰威特項(xiàng)目建議書第42頁(yè)CompensationDesignConsultingProcess

薪酬設(shè)計(jì)咨詢程序JobEvaluation職位評(píng)定SalaryStructure薪資結(jié)構(gòu)MarketPricing市場(chǎng)定價(jià)Communication,ImplementationandAnnualMaintenanceprocess項(xiàng)目溝通、實(shí)施以及整年管理CompensationStrategyDesign薪酬策略設(shè)計(jì)1.1DesignPlanning設(shè)計(jì)計(jì)劃ManagementReport管理層匯報(bào)Step步驟1Step步驟2Step步驟3Step步驟4Step步驟5KeyProjectSteps主要項(xiàng)目步驟Processyieldsfullyfunctionalcompensationprogramthatistotallyintegratedwithneworganizationdesign.程序產(chǎn)生了完全功效化薪酬計(jì)劃,與新組織設(shè)計(jì)完全符合PayDelivery(shortandlong-termincentive工資發(fā)放(短期和長(zhǎng)久獎(jiǎng)勵(lì))1.2CreateDesignTeam成立設(shè)計(jì)小組翰威特項(xiàng)目建議書第43頁(yè)Step1.1:DesignPlanning

步驟1.1：設(shè)計(jì)計(jì)劃Purpose:Toplanallactivitiesforthedesignofthecompensationsystem,long-termincentiveplanandperformancemanagementre-design

目標(biāo)：計(jì)劃全部薪酬體系設(shè)計(jì)、長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃和績(jī)效管理重新設(shè)計(jì)Process:1/2dayplanningmeetingwithkeyNeusoftteammembers,plus1/2dayinitialinformationsharing/brainstormingsession.

程序：與關(guān)健東大小組組員進(jìn)行半天計(jì)劃會(huì)議，另外用半天時(shí)間進(jìn)行初步信息共享和意見交流。Hewittwillprepareplanninginformationandprojectmanagementtimlinesandkeyoutcomes

翰威特將準(zhǔn)備計(jì)劃信息、項(xiàng)目管理時(shí)間安排以及關(guān)健結(jié)果HewittandNeusoftwillworktheplanandagreeonprojecttimelines,milestonesandkeyoutcomes

翰威特和東大將共同設(shè)計(jì)計(jì)劃，并在項(xiàng)目標(biāo)時(shí)間安排、里程碑和關(guān)健結(jié)果上達(dá)成一致Outcome:Detailedprojectplan.Listofissuesassociatedwithcurrentcompensationsystemandperformancemanagement,broadinformationaboutitscharacter,andinitialideasforthefuturesystem.

結(jié)果：對(duì)薪酬設(shè)計(jì)階段作出詳細(xì)項(xiàng)目計(jì)劃。與當(dāng)前薪酬體系相關(guān)問(wèn)題以及相關(guān)特點(diǎn)廣泛信息，對(duì)未來(lái)體系初步想法。翰威特項(xiàng)目建議書第44頁(yè)Step1.2:CreateDesignTeam

步驟1.2：成立設(shè)計(jì)小組DesignteamcomprisesHewittconsultantsandteamofmanagersfromNeusoft

設(shè)計(jì)小組由翰威特企業(yè)咨詢顧問(wèn)和東大經(jīng)理小組組成Criteriaforselection

組員挑選標(biāo)準(zhǔn)SeniorlevelHR

高級(jí)人力資源管理人員Othermanagersfamiliarwithdirectionofbusiness

其它熟悉企業(yè)經(jīng)營(yíng)方向經(jīng)理MustbeabletoattendALLmeetings

必需能夠參加每一次會(huì)議翰威特項(xiàng)目建議書第45頁(yè)Step2:CompensationStrategyDesign

步驟2：薪酬策略設(shè)計(jì)Purpose:EstablishhowNeusoftwillusecompensationtoattract,retain,motivate,andrewardemployees,inlinewithitsbusinessstrategy

目標(biāo)：建立東大利用薪酬體系來(lái)吸引、保留、激勵(lì)、報(bào)償員工指導(dǎo)標(biāo)準(zhǔn),并使之與經(jīng)營(yíng)策略相一致Process:OneorTwo1/2-daymeetingswiththedesignteamfocusedondiscussing:

程序：與設(shè)計(jì)小組進(jìn)行一次或兩次半天會(huì)議，討論：Businessgoals,strategyandpeoplerequirements

商業(yè)目標(biāo)、商業(yè)策略與人員要求Theroleofcompensation,andhowitsupportsNeusoft‘sbusiness

薪資作用，它怎樣支持東大業(yè)務(wù)發(fā)展Compensationusage(e.g.targetpaylevels,usageofvariablepay,etc.)

怎樣利用薪資杠桿(比如，目標(biāo)工資水平、浮動(dòng)獎(jiǎng)金作用，等等)

Outcome:Compensationstrategystatementwhichprovidesaframeworkforthedesign,communicationandadministrationofthecompensationatNeusoft.

結(jié)果：制訂為薪酬項(xiàng)目設(shè)計(jì)，溝通和管理提供指導(dǎo)東大薪酬策略翰威特項(xiàng)目建議書第46頁(yè)Step3.1:JobEvaluation

步驟3.1：職位評(píng)定Purpose:DeterminetherelativevaluesofjobsatNeusoft

目標(biāo)：確定東大內(nèi)部職位相對(duì)價(jià)值Process：

程序步驟；

EstablishjobevaluationmethodologythatworksbestforNeusoft

制訂最適合用于東大職位評(píng)定準(zhǔn)則GatheringrelevantdataonNeusoft’sjobs搜集東大相關(guān)職位信息Option1:Thedesignteamprovidesinformationonalljobsagainstdevelopedcriteria

備選方案1：設(shè)計(jì)小組組員依據(jù)新制訂職位評(píng)定準(zhǔn)則提供全部職位信息Option2:HewittdesignsaninformationgatheringformandNeusoftgathersinformationinternally

備選方案2：由翰威特企業(yè)設(shè)計(jì)問(wèn)卷，而由東大安排從內(nèi)部搜集詳細(xì)信息Option3:Hewitttoconductjobinterviews

備選方案3：翰威特進(jìn)行職位面談UsingmethodologyandinformationevaluateNeusoftjobs

對(duì)東大職位進(jìn)行評(píng)定翰威特項(xiàng)目建議書第47頁(yè)Step3.1:JobEvaluation

步驟3.1：職位評(píng)定Outcome:Alljobswillbevaluedonacomparativebasis,depictedinachartofhierarchieswithinjobfamilies

結(jié)果：對(duì)全部職位進(jìn)行比較評(píng)定,并經(jīng)過(guò)圖表形式將職位類別中等級(jí)描繪出來(lái)。Note:Anoptional,additionalstepassociatedwithjobevaluationwouldbetoproducedocumentationonalljobs,ortodesignaprocesswherebyNeusoftcandocumentitsjobs

備注：采取與職位評(píng)定相關(guān)備選附加步驟，將制訂出全部職位文檔，或設(shè)計(jì)出東大怎樣將職位歸檔程序。翰威特項(xiàng)目建議書第48頁(yè)VariousJobEvaluationMethodologies

職位評(píng)定不一樣方法ExternallyFocused主要側(cè)重于外部InternallyFocused主要側(cè)重于內(nèi)部Ranktomarket市場(chǎng)定位法InternalRanking內(nèi)部評(píng)級(jí)法PointFactorMethods原因評(píng)分法

FactorComparison原因比較法PairedComparison匹配比較法翰威特項(xiàng)目建議書第49頁(yè)SelectinganEvaluationMethod

職位評(píng)定方法選擇

Considerationsmayinclude:

考慮原因可能包含：

Precision準(zhǔn)確性

Time/Resources時(shí)間/資源Regulatory/Compliance法律規(guī)范Communication交流溝通Typesofjobs工作類型Numberofjobs工作數(shù)量ApplicabilitytootherHRprograms對(duì)其它人力資源項(xiàng)目標(biāo)適用性Responsivenesstochange對(duì)變動(dòng)適應(yīng)性

翰威特項(xiàng)目建議書第50頁(yè)Step3.2:MarketPricing

步驟3.2：市場(chǎng)定價(jià)Purpose:Establishcompetitivemarketpaydataforbenchmarkjobs

目標(biāo)：建立針對(duì)東大代表性基準(zhǔn)職位為依據(jù)市場(chǎng)定價(jià)Process:1/2daymeeting,incombinationwithHewittconsultantsworkinginternally

程序：半天會(huì)議，以及翰威特咨詢顧問(wèn)獨(dú)立進(jìn)行數(shù)據(jù)分析工作Establishbenchmarkjobs,pricingapproach,etc.確定基準(zhǔn)職位、定價(jià)方式，等Pricingbenchmarkjobs職位定價(jià)Option1:UseHewitt’sexistingdata(TCM)

備選方案1：利用現(xiàn)有數(shù)據(jù)起源Option2:ConductacustomstudyfocussedonChineseHigh-Techindustry(suggested-moreaccurateanddefensible)

備選方案2：組織專題行業(yè)薪資調(diào)研(提議性，更為正確和可靠)Outcome:AllbenchmarkjobsatNeusoftarepricedwithcompetitivemarketpaydatawhichincludes:

結(jié)果：取得東大全部職位競(jìng)爭(zhēng)性市場(chǎng)數(shù)據(jù)，包含：Variouspaycomponents各種各樣薪資組成Quartilestatisticsfortotalcashcompensation全方面現(xiàn)金工資百分位分析數(shù)據(jù)翰威特項(xiàng)目建議書第51頁(yè)Step3.3:SalaryStructure

步驟3.3：薪資結(jié)構(gòu)Purpose:Developsalarystructurewithpaytargetrangesassignedandalljobscaptured

目標(biāo)：建立薪資結(jié)構(gòu)，該結(jié)構(gòu)能容納全部職位并分別建立目標(biāo)工資幅度Process:Designmeetings,incombinationwithHewittconsultantsworkinginternally

程序：設(shè)計(jì)會(huì)議與翰威特咨詢顧問(wèn)獨(dú)立進(jìn)行分析工作Combinejobevaluationresultsandmarketpaydata

融合職位評(píng)定結(jié)果與市場(chǎng)定價(jià)數(shù)據(jù)Definenumberofgrades,rangewidth,midpointprogression,etc.,basedoncompensationstrategy

在薪酬策略基礎(chǔ)上確定級(jí)數(shù)、幅寬、中點(diǎn)值遞進(jìn)率，等等Developtargetpaylevelsforeachjob

為每個(gè)職位制訂目標(biāo)薪酬水準(zhǔn)Outcome:Formalsalarystructurewithmarketcompetitivepaylevelsassignedtoeachjob

結(jié)果：全部職位劃歸入不一樣工資級(jí)別，并對(duì)應(yīng)建立市場(chǎng)競(jìng)爭(zhēng)性工資水平翰威特項(xiàng)目建議書第52頁(yè)Step3.4:PayDelivery--Short-andlong-termIncentivePlanDesign

步驟3.4：薪資發(fā)放-短期和長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃設(shè)計(jì)Purpose:Developshort-andlong-termincentiveplansandapaydeliverymechanismthatdrivesemployeebehaviorinsupportofNeusoft’sbusinessobjectives

目標(biāo)：建立短期和長(zhǎng)久獎(jiǎng)勵(lì)計(jì)劃及發(fā)放機(jī)制，著眼于激勵(lì)員工行為并支持東大久遠(yuǎn)商業(yè)目標(biāo)翰威特項(xiàng)目建議書第53頁(yè)Step3.4.3:DesignPlan

步驟3.4.3：設(shè)計(jì)方案Purpose:Progressivedevelopmentandrefinementofplandesign