人力資源診斷報告模版

1、1w Improve Business Results Through People通過人改進(jìn)經(jīng)營結(jié)果通過人改進(jìn)經(jīng)營結(jié)果NEUSOFT CorporationXXX有限公司有限公司March 2001二二OO一一年三月年三月2wAbout this Material關(guān)于這份材料關(guān)于這份材料vIn response to “Neusoft” invitation, AAAAprovide in this material our suggested project approach to help Neusoft build up the world-wide standard human re

2、source management system, which will be especially focused on the job design/evaluation, compensation 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 s

3、ome detailed issues during the co-operation between Neusoft and Hewitt.v我們接受了我們接受了XXX有限公司的委托，為貴公司提供一份關(guān)于有限公司的委托，為貴公司提供一份關(guān)于AA咨詢公司將如咨詢公司將如何幫助制定一個世界標(biāo)準(zhǔn)的人力資源管理系統(tǒng)，尤其是何幫助制定一個世界標(biāo)準(zhǔn)的人力資源管理系統(tǒng)，尤其是XXX有限公司特別有限公司特別關(guān)注的關(guān)注的工作設(shè)計工作設(shè)計/評估，薪酬激勵及績效管理系統(tǒng)評估，薪酬激勵及績效管理系統(tǒng)的設(shè)計方案。本文本的設(shè)計方案。本文本中所包括的信息說明了我們將如何進(jìn)行這個項目。我們特別指出了我們對貴中所包括的信息說

4、明了我們將如何進(jìn)行這個項目。我們特別指出了我們對貴公司需求的理解、完成這個項目的方法過程以及公司需求的理解、完成這個項目的方法過程以及AA咨詢公司與咨詢公司與XXX有限公有限公司合作的許多細(xì)節(jié)問題。司合作的許多細(xì)節(jié)問題。vThe 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 modific

5、ations based on our suggestions to ensure the success of this project. We look forward to getting your input. 這個建議的過程采納了一些其他人力資源發(fā)展項目中運(yùn)行較好的步驟。我們這個建議的過程采納了一些其他人力資源發(fā)展項目中運(yùn)行較好的步驟。我們認(rèn)識到為了保證項目的成功運(yùn)作你們可能會對我們所提出的設(shè)計方案做出相認(rèn)識到為了保證項目的成功運(yùn)作你們可能會對我們所提出的設(shè)計方案做出相應(yīng)的改動。我們隨時歡迎貴公司的指導(dǎo)，并希望貴方提出你們的想法以改進(jìn)應(yīng)的改動。我們隨時歡迎貴公司的指導(dǎo)，并希望貴方提出

6、你們的想法以改進(jìn)我們的建議方案。我們的建議方案。3wContents內(nèi)容內(nèi)容vAbout AAAAAssociates 關(guān)于關(guān)于AA咨詢公司咨詢公司 vOur Understanding of Your Situation 對貴公司情況的理解對貴公司情況的理解 vLinking HR Issues to Business 人力資源問題與公司業(yè)務(wù)相結(jié)合人力資源問題與公司業(yè)務(wù)相結(jié)合 vConsidering Factors in Design and Implementation設(shè)計和實施所要考設(shè)計和實施所要考慮的因素慮的因素vOur Suggested Approach 我們的設(shè)計方案我們的設(shè)計

7、方案vOur Consulting Team 我們的咨詢團(tuán)隊我們的咨詢團(tuán)隊 vOur Experience in Telecom Industry in Asia Pacific我們在亞太區(qū)電信我們在亞太區(qū)電信業(yè)上的經(jīng)驗業(yè)上的經(jīng)驗vFee and Timing 費(fèi)用與時間結(jié)構(gòu)費(fèi)用與時間結(jié)構(gòu) 4wAA咨詢公司咨詢公司5wAAAAAssociatesAA咨詢公司咨詢公司vGlobal management consulting firm specializing in people solutions to business issues專長于從人員管理入手解決商業(yè)經(jīng)營問題的全球性管理咨詢公司專長

8、于從人員管理入手解決商業(yè)經(jīng)營問題的全球性管理咨詢公司6wvSuccess in workforce planning requires HR to:成功的進(jìn)行員工隊伍戰(zhàn)略部署計劃需要人力資源部門來：成功的進(jìn)行員工隊伍戰(zhàn)略部署計劃需要人力資源部門來：Understand outcomes desired by business了解企業(yè)經(jīng)營的預(yù)期成果Understand business strategies for obtaining outcomes了解獲得這些成果所要采取的經(jīng)營策略Define best organization structure to support business s

9、trategy設(shè)計最佳組織結(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)

10、經(jīng)營戰(zhàn)略相聯(lián)系將人力資源戰(zhàn)略與企業(yè)經(jīng)營戰(zhàn)略相聯(lián)系7w薪酬管理薪酬管理Align Organization to Business Strategy組織與經(jīng)營策略相統(tǒng)一組織與經(jīng)營策略相統(tǒng)一Desired Business Results經(jīng)營目標(biāo)經(jīng)營目標(biāo)Business Strategies經(jīng)營策略經(jīng)營策略People Requirements對對員工的要求員工的要求HR Strategies人力資源策略人力資源策略Employee Needs員工的需求員工的需求HR人力人力資源資源Performing績效管理績效管理Learning培訓(xùn)發(fā)展培訓(xùn)發(fā)展Staffing人員配置人員配置員工滿意員工滿意

11、Customer Satisfaction客戶滿意客戶滿意組織管理組織管理8wOur Understanding of Your Situation我們對貴公司的理解我們對貴公司的理解9wOur Understanding of Your Situation我們對貴公司情況的理解我們對貴公司情況的理解Number of employees: OverXXX員工人數(shù): XXX余人Registed Capital:XXXRMB注冊資本：XXX億元Main line of business:經(jīng)營范圍: Products or services: XXX產(chǎn)品或服務(wù): XXX Operation loc

12、ation: XXX主要營業(yè)地: XXX10wBusiness and HR Issues企業(yè)經(jīng)營及人力資源狀況企業(yè)經(jīng)營及人力資源狀況vCompany is experiencing increasing competition for talent and market share 面臨日趨激烈的人才及市場份額的競爭面臨日趨激烈的人才及市場份額的競爭vCurrent human resources systems do not support the firms need to be more competitive in the market and the war of talents現(xiàn)

13、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vNeed to address the efficiency, competitiveness, and longevity of current organization 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 competitive situation中國入世對你們的競爭地位將產(chǎn)生影響vNeed to develop an effect

14、ive compensation and performance management program that:著手制定著手制定有效的有效的薪酬激勵和績效管理計劃薪酬激勵和績效管理計劃，此計劃將：，此計劃將：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，留用和激勵員工,尤其針對管理層Rewards competency and/or contribution獎

15、勵員工能力和/或貢獻(xiàn)11wOur Response to Your Needs 我們對貴公司需要的反應(yīng)我們對貴公司需要的反應(yīng)vThe remainder of this document presents Hewitts initial suggestions regarding how we might partner with Neusoft to resolve the issues at hand.Our suggested approach is in three main phases: 這份文件的以后部分呈現(xiàn)了這份文件的以后部分呈現(xiàn)了AA咨詢公司的初步建議，有關(guān)為了解決相關(guān)問題咨

16、詢公司的初步建議，有關(guān)為了解決相關(guān)問題我們將如何與我們將如何與XXX有限公司進(jìn)行合作。我們的建議方案包括以下三個主要階有限公司進(jìn)行合作。我們的建議方案包括以下三個主要階段段：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 - Re-design Compensation Structure, Long term Incentive Plan and Per

17、formance Management System階段3-重新設(shè)計薪酬結(jié)構(gòu)、長期獎勵計劃以及績效管理體系12wOur Response to Your Needs 我們對貴公司需要的反應(yīng)我們對貴公司需要的反應(yīng)Because we understand from our meeting that development of a competency frame-work might also be valuable to Neusoft, we have included some suggestions on competencies and training in the appendi

18、x. Indeed, AAAAadvocates a holistic approach to all workforce programs rather than a piecemeal approach. This approach is particularly relevant when considering both your short and long-term business strategy. We believe that competencies can form the basis for all the key elements of your workforce

19、 programs.通過會議，我們了解到通過會議，我們了解到核心能力結(jié)構(gòu)的設(shè)計以及管理培訓(xùn)核心能力結(jié)構(gòu)的設(shè)計以及管理培訓(xùn)也將對也將對XXX有有限公司有一定的價值。因此我們在附錄中也包括了有關(guān)這兩方面的建議。實限公司有一定的價值。因此我們在附錄中也包括了有關(guān)這兩方面的建議。實際上，際上，AA咨詢公司更主張?zhí)峁┮徽兹娴娜肆Y源方案，對公司的長遠(yuǎn)發(fā)咨詢公司更主張?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)。核心能力是形成人力資源方案所有關(guān)健要素的基礎(chǔ)。展更為相關(guān)。核心能力是形成人力資源方案所有關(guān)健要素的基礎(chǔ)。13wOverview of the Project Phases 項目階段概

20、覽項目階段概覽Phase 1 階段一階段一Executive Interview of Neusofts top management to set directionfor long-term incentive plan, compensation philosophy, and performance management 與與XXX有限公司高級管理人員進(jìn)行面談，以便確定長期性獎勵計劃、薪資理念和績效管理的方向有限公司高級管理人員進(jìn)行面談，以便確定長期性獎勵計劃、薪資理念和績效管理的方向 Phase 2階段二階段二A. Assessment of Neusofts current hum

21、an resource system focusing on performance managementand the compensation systemA. 對對XXX有限公司當(dāng)前的人力資源管理系統(tǒng)，尤其是績效管理和薪資系統(tǒng)進(jìn)行評估有限公司當(dāng)前的人力資源管理系統(tǒng)，尤其是績效管理和薪資系統(tǒng)進(jìn)行評估B. Presentation to management B. 向管理層匯報演講向管理層匯報演講Phase 3A階段階段三三ARe-design of Neusofts compensation structure/ Re-design of Neusofts longterm incenti

22、ve plan重新設(shè)計重新設(shè)計XXX有限公司的薪酬結(jié)構(gòu)和有限公司的薪酬結(jié)構(gòu)和長期獎勵計劃長期獎勵計劃 Phase 3B階段三階段三BRe-design performancemanagement system 重新設(shè)計績效管理體系重新設(shè)計績效管理體系14wPhase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談vWe will meet with key executives to understand company goals and strategy and the overall business needs 我們將與關(guān)鍵的高層經(jīng)理進(jìn)行

23、面談我們將與關(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，以了解公司目標(biāo)、策略及總體經(jīng)營需求vInterviews will be based on a pre-agreed 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，每個面談將持續(xù)兩小時左右我們將根據(jù)雙方預(yù)先確定的問卷來進(jìn)行面談，每個面談將持續(xù)兩小時左右We had agreed that we would meet with the following individuals 根據(jù)雙方所達(dá)

24、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、首席財政官、高級副總裁、董事會秘書、總經(jīng)理及人力資源總監(jiān)15wPhase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談 vDuring the interviews, we will clarify several important questions that provide

25、 a context for the long term incentive plan and the compensation system, including: 在面談過程中，我們將明確與長期獎勵計劃及薪酬系統(tǒng)相關(guān)的諸多重要問題，其中包括在面談過程中，我們將明確與長期獎勵計劃及薪酬系統(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 compensation package? Should fit vary by position in the company?長期獎

26、勵計劃應(yīng)如何與其它全面薪酬計劃相匹配？匹配方式是否應(yīng)根據(jù)職位而有所不同？What messages need to be delivered 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)? 需要通過長期獎勵計劃傳達(dá)什么信息？計劃設(shè)計過程中應(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 wi

27、ll the company fund the program? 公司如何籌措計劃基金？What should be the proper mix of base pay, short-term incentive, long-term incentive, and benefits in the compensation plan?在薪酬計劃中，基本工資、短期獎勵、長期獎勵和福利應(yīng)各占多少比例？16wPhase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談vYour answers to these questions will genera

28、te a context within which AAAAAssociates can guide Neusoft in the identification of long term incentive plan provisions, including: AA咨詢公司將根據(jù)您所提供的答案來引導(dǎo)咨詢公司將根據(jù)您所提供的答案來引導(dǎo)XXX有限公司確定基本的長期獎勵計劃條款有限公司確定基本的長期獎勵計劃條款，其中，其中包括包括：Eligibilityhow will plan coverage be determined and administered?享受資格：如何確定和管理計劃的適用范圍

29、？Award sizes and target opportunitieshow will award levels be defined? 授予數(shù)額與目標(biāo)機(jī)遇：如何確定授予級別？Award frequencyhow often will awards be issued? 授予周期：授予周期為多長時間？Vesting or exercise restrictionswhat will be the nature of time- or performance-related vesting restrictions? 兌現(xiàn)或承兌限制：與時間或績效相關(guān)的兌現(xiàn)限制措施的實質(zhì)是什么？Termina

30、tion provisionswhat will happen at death, disability, retirement, etc.? 終結(jié)條款：計劃享受者死亡、殘疾、退休時應(yīng)如何加以處理？The right total compensation mix between base pay, short and long-term incentive, and benefits 全面薪酬計劃中，基本工資、短期獎勵、長期獎勵與福利的合理比例。17wPhase 1 - Executive Interviews 第一階段：高層經(jīng)理面談第一階段：高層經(jīng)理面談vKey Outcomes:關(guān)鍵結(jié)果：

31、關(guān)鍵結(jié)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 compensation program 該階段結(jié)束時，我們將收集到各位關(guān)鍵高層經(jīng)理有關(guān)經(jīng)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(biāo)與期望We also will have clarified the objectives

32、and potential key design features of the program我們還將明確該計劃的總體目標(biāo)及潛在的關(guān)鍵設(shè)計要素18wPhase 1 - Executive InterviewsFocus Group (Optional) 第一階段：核心小組第一階段：核心小組(備選備選)vYou may also choose to have us conduct focus group meetings with key groups of employees 您還可以您還可以選擇由選擇由AA咨詢公司與關(guān)鍵的員工小組來進(jìn)行核心小組面談咨詢公司與關(guān)鍵的員工小組來進(jìn)行核心小組面談

33、vDuring 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(nèi)容在核心小組面談中，我們將評估下述內(nèi)容：How satisfied employees are with Neusofts compensation system 員工對XXX有限公司薪酬系統(tǒng)的滿意度Their understanding of the various components of pay (I.e. base bay, incentives, bonus, benefits, etc.) 員工

34、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 competitive Neusoft is in terms of total compensation員工對XXX有限公司全面薪酬系統(tǒng)競爭力的看法Their overall satisfaction about the employment relationship a Neusoft 員工對XXX有限公司聘用關(guān)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

35、管理的總體看法Their understanding of the companys business goals and their contributions to those goals員工對公司經(jīng)營目標(biāo)以及他們在實現(xiàn)這些目標(biāo)的過程中所發(fā)揮的作用的理解情況19wPhase 1 - Executive InterviewsFocus Group (Optional) 第一階段：核心小組第一階段：核心小組(備選備選)vKey Outcomes: 關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this phase, we will have gathered inputs from empl

36、oyees on the business goals and their views on all HR systems including total compensation該階段結(jié)束時，我們將收集到員工們對于經(jīng)營目標(biāo)的建議，以及他們對包括全面薪酬在內(nèi)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(jù)該信息來設(shè)計相關(guān)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20wPha

37、se 2A - Assessment of Current HR Practices 第二階段第二階段A：現(xiàn)有人力資源方案評估現(xiàn)有人力資源方案評估vIn this Phase, AAAAAssociates will review all of Neusofts materials and procedures regarding Human Resources with a specific focus on Compensation and Performance Management 在該階段中，在該階段中，AA咨詢公司將審核所有的咨詢公司將審核所有的XXX有限公司人力資源材料與規(guī)程，尤

38、其是有限公司人力資源材料與規(guī)程，尤其是薪薪酬酬與績效管理方面的內(nèi)容與績效管理方面的內(nèi)容vAAAAwill give Neusoft a list of materials it would like to study AA咨詢公司將為咨詢公司將為XXX有限公司提供一系列分析材料有限公司提供一系列分析材料vOnce we have collected all materials we will review them and assess your systems against Hewitts database of best practices. We will: 收集到所有材料之后，我們將

39、對其加以審核并對照收集到所有材料之后，我們將對其加以審核并對照AA咨詢公司最佳方案數(shù)據(jù)庫來評估咨詢公司最佳方案數(shù)據(jù)庫來評估貴公司的系統(tǒng)貴公司的系統(tǒng)。我們將：。我們將：Review all technical aspects of your systems and determine where there are gaps and areas for improvement 審核XXX有限公司系統(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

40、 results 評估XXX有限公司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)21wPhase 2A - Assessment of Current HR Practices 第二階段第二階段A：現(xiàn)有人力資源方案評估現(xiàn)有人力資源方案評估vKey Outcomes: 關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this Phase, AAAAwill have a thorough

41、understanding of Neusofts HR practices specifically related to Performance Management and Compensation該階段結(jié)束時，AA咨詢公司將充分理解XXX有限公司的人力資源方案，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)該信息草擬一份報告，以便向XXX有

42、限公司概述關(guān)鍵的改進(jìn)之處及后續(xù)步驟提案22wPhase 2B - Assessment of Current HR PracticesPresentation to Management第二階段第二階段B：現(xiàn)有人力現(xiàn)有人力資源方案評估資源方案評估向管理層進(jìn)行演講介紹向管理層進(jìn)行演講介紹vOnce AAAAhas gathered all the information from the executive interviews, focus group (if applicable), and assessment of human resource practices we will mak

43、e a half-day presentation to managementAA咨詢公司在從高層經(jīng)理面談、核心小組咨詢公司在從高層經(jīng)理面談、核心小組(備選備選)面談及人力資源方案評估中收集到所有信息面談及人力資源方案評估中收集到所有信息之后之后，我們將向我們將向XXX有限公司管理層進(jìn)行一次為期半天的演講介紹。有限公司管理層進(jìn)行一次為期半天的演講介紹。vThe presentation will outline:演講中將概述下列內(nèi)容演講中將概述下列內(nèi)容：Our understanding of the business strategy as outlined by the key execu

44、tives 我們對于XXX有限公司高層經(jīng)理所概述的經(jīng)營策略的理解How the business strategy fits in with the total compensation plan該經(jīng)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(dá)成的關(guān)鍵共識The message Executives want to send through the implementation o

45、f the long term incentive plan 高層經(jīng)理希望通過實施長期獎勵計劃所傳達(dá)的信息內(nèi)容Any related information on the direction of the company 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(diào)整相關(guān)的信息23wPhase 2B - Assessment of Current HR PracticesPresentation to Management 第二階段第二階段B：現(xiàn)有人力現(xiàn)有人力資源方案評估資源方案評估向管理層進(jìn)行演講介紹向

46、管理層進(jìn)行演講介紹vThe presentation will also outline: 演講中還將概述下列內(nèi)容演講中還將概述下列內(nèi)容：Our findings from the audit of the human resource practices 人力資源方案的主要審核結(jié)果How the Neusoft practices compare with best practices in ChinaXXX有限公司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(jìn)建議包括： V

47、arious options along with advantages and disadvantages of each option 各種方案及其優(yōu)、缺點(diǎn) Our recommendations on solutions best adapted to Neusofts situation 我們所建議的最適用于XXX有限公司現(xiàn)狀的解決方案 A comprehensive proposal on how to design and implement our recommendations有關(guān)如何設(shè)計和實施AA咨詢公司提案的一個綜合性計劃24wPhase 2B - Assessment o

48、f Current HR PracticesPresentation to Management 第二階段第二階段B：現(xiàn)有人力現(xiàn)有人力資源方案評估資源方案評估向管理層進(jìn)行演講介紹向管理層進(jìn)行演講介紹vKey Outcomes: 關(guān)鍵結(jié)果：關(guān)鍵結(jié)果：At the end of this presentation, Neusoft will have a comprehensive understanding of the direction and desire results for designing and implementing long term incentive plan演講結(jié)束

49、時，XXX有限公司將對設(shè)計和實施長期獎勵計劃的方向和預(yù)期結(jié)果獲得一個全面的理解Neusoft will also have a comprehensive review of its total remuneration and performance management system along with recommendations for improvementXXX有限公司在獲得改進(jìn)建議的同時，還將獲得對其全面薪酬與績效管理系統(tǒng)的全面審視Neusoft will have a comprehensive proposal on how AAAAwould address its d

50、esire to modify or re-do the compensation and performance management systemsXXX有限公司將獲得一份綜合性的提案，其內(nèi)容是關(guān)于AA咨詢公司將如何在修改或重新制定薪酬與績效管理系統(tǒng)方面滿足貴公司的需求25wPhase 3A：Re - Design of Compensation Structure/Long-Term Incentive Plans 階段三階段三A：重新設(shè)計薪酬結(jié)構(gòu)和長期獎勵計劃重新設(shè)計薪酬結(jié)構(gòu)和長期獎勵計劃26wJob Documentation 職位文檔職位文檔27wDefinition and Pu

51、rposes 定義和目的定義和目的vIs a process of defining and describing: 是一個定義和描述的過程是一個定義和描述的過程:Job duties/responsibilities 工作責(zé)任/職責(zé)Job characteristics 工作性質(zhì)Other requirements of jobs 其他的工作要求vTypical purposes of job documentation include: 職位文檔的典型目的包括職位文檔的典型目的包括:0%20%40%60%80%100%職位評估薪資調(diào)查匹配招聘員工刊登招聘廣告績效評估職業(yè)前景定位指導(dǎo)/培訓(xùn)2

52、8wProcess Overview 程序概覽程序概覽Step 1:Define Purposesand Guidelines 步驟步驟1:確定目的和準(zhǔn)則確定目的和準(zhǔn)則Step 2:Design Template and Tool步驟步驟2:設(shè)計模式和工具設(shè)計模式和工具Step 3: Job DocumentationTraining步驟步驟3: 職位文檔培訓(xùn)職位文檔培訓(xùn)Step 4: Review Job Documentation步驟步驟4: 審核職位文檔審核職位文檔NeusoftsManagers and SupervisorsDocument JobsXXX有限公司的有限公司的經(jīng)理和主

53、管將職位經(jīng)理和主管將職位文本化文本化t29wProcess Steps 程序步驟程序步驟vStep 1: Defining the purposes of job documentation 步驟步驟1: 確定職位文檔的目的確定職位文檔的目的The project team will meet to: 項目小組將會面: Discuss how Neusoft will use job documentation討論XXX有限公司將如何使用職位文檔 Present how various purposes can impact on the design of the template 演示不同

54、的目的將會如何影響模式的設(shè)計 Agree on high level principles of the development of a job description template 在設(shè)計職位描述模式時所涉及的高層次的原理上達(dá)成一致30wProcess Steps 程序步驟程序步驟 Identify the most appropriate approach (e.g., job interview, questionnaire) to gathering job related information 確定最恰當(dāng)?shù)姆椒?例如職位訪談和問卷形式)，從而收集所有與職位相關(guān)的信息 vOut

55、come: The purposes of job documentation is identified, which will guide the design of the job description template; 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；項目小組結(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；項目小組在如何收集在如何收集與與職位相職位相關(guān)的最關(guān)的最新的并準(zhǔn)確的信息上達(dá)成

56、一致。新的并準(zhǔn)確的信息上達(dá)成一致。31wProcess Steps (Cont) 程序步驟程序步驟(續(xù)續(xù))vStep 2: Design job description template and information gathering tool 步驟步驟2: 設(shè)計職位描述模式以及信息收集工具設(shè)計職位描述模式以及信息收集工具AAAAwill will design the template off-site AA咨詢公司將為公司設(shè)計模式 The template should support Neusoft s purposes of establishing job documentati

57、on這一模式應(yīng)支持XXX有限公司建立職位文檔的目的 The template may consists of: 這一模式可能由以下幾部分組成- Job purpose, primary duties and responsibilities. reporting relationship, internal & external customers, job requirement (e.g., education, experience), approval process 工作目的、主要的責(zé)任和職責(zé)、與上級的匯報關(guān)系、內(nèi)部和外部的客戶、工作要求(例如教育背景和相關(guān)經(jīng)驗)以及批準(zhǔn)認(rèn)同

58、的程序。32wProcess Steps (Cont) 程序步驟程序步驟(續(xù)續(xù))AAAAwill design appropriate tools (e.g., interview guide, questionnaire) to prepare for information gathering AA咨詢公司將設(shè)計恰當(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 項目小組將會面并且最終確定模式和信息收集的工具vOutcom

59、e: Neusoft will have a useful job description template that serves its purposes; and an effective tool is available to gather updated and accurate job related information 結(jié)果結(jié)果: XXX有限公司將擁有能為目的服務(wù)的有效的職位描述模式，并且具備有限公司將擁有能為目的服務(wù)的有效的職位描述模式，并且具備有效的工具去收集有效的工具去收集最最新的且準(zhǔn)確的新的且準(zhǔn)確的與與職相關(guān)的信息職相關(guān)的信息33wProcess Steps (Co

60、nt) 程序步驟程序步驟(續(xù)續(xù))vStep 3: Job Documentation Training 步驟步驟3: 職位文檔培訓(xùn)職位文檔培訓(xùn)AAAAwill prepare training materials off-site; the material will focus on: AA咨詢公司將準(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 th