g翰威特項目建議書（東大）ppt課件

1、 Improve Business Results Through People經(jīng)過人改良運(yùn)營結(jié)果NEUSOFT Corporation東大軟件集團(tuán)March 2001二OO一年三月About this Material關(guān)于這份資料In response to “Neusoft invitation, Hewitt provide in this material our suggested project approach to help Neusoft build up the world-wide standard human resource management system, wh

2、ich 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 some detailed issues during t

3、he co-operation between Neusoft and Hewitt.我們接受了東大軟件集團(tuán)(東大)的委托，為貴公司提供一份關(guān)于翰威特公司將如何協(xié)助制定一個世界規(guī)范的人力資源管理系統(tǒng)，尤其是東大特別關(guān)注的任務(wù)設(shè)計/評價，薪酬鼓勵及績效管理系統(tǒng)的設(shè)計方案。本文本中所包括的信息闡明了我們將如何進(jìn)展這個工程。我們特別指出了我們對貴公司需求的了解、完成這個工程的方法過程以及翰威特公司與東大協(xié)作的許多細(xì)節(jié)問題。The suggested project approach adopts some successful ideas and procedures which have been

4、 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. 這個建議的過程采用了一些其他人力資源開展工程中運(yùn)轉(zhuǎn)較好的步驟。我們認(rèn)識到為了保證工程的勝利運(yùn)作他們能夠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點，并希望貴方提出

5、他們的想法以改良我們的建議方案。Contents內(nèi)容About Hewitt Associates 關(guān)于翰威特公司 Our Understanding of Your Situation 對貴公司情況的了解 Linking HR Issues to Business 人力資源問題與公司業(yè)務(wù)相結(jié)合 Considering Factors in Design and Implementation設(shè)計和實施所要思索的要素Our Suggested Approach 我們的設(shè)計方案Our Consulting Team 我們的咨詢團(tuán)隊 Our Experience in Telecom Industr

6、y in Asia Pacific我們在亞太區(qū)電信業(yè)上的閱歷Fee and Timing 費(fèi)用與時間構(gòu)造 Hewitt Associates LLC翰威特咨詢公司Hewitt Associates翰威特公司Global management consulting firm specializing in people solutions to business issues專長于從人員管理入手處理商業(yè)運(yùn)營問題的全球性管理咨詢公司Largest human resources consulting firm in the U.S.A為美國最大的人力資源咨詢公司 12,000 Associates

7、 world-wide全球 12,000 名員工75% of Fortune 500 are Hewitt clients財富500強(qiáng)中75%的公司為翰威特公司的客戶Over 1.28 billion USD in revenue in FY 2000 2000年度銷售收入達(dá)12.8億美金81 offices in 37 countries在37個國家建立了81個辦事處19 offices in Asia Pacific 在亞洲建立了19個辦事機(jī)構(gòu)Hewitt in China (Cont)翰威特公司(續(xù))Largest and most experienced workforce consu

8、lting firm in China中國規(guī)模最大并且閱歷最豐富的人力資源咨詢公司3 offices in Shanghai, , and Hong Kong with nearly 100 Associates在上海、北京、和香港辦事處擁有近100名員工6 years of client experience in China六年在華咨詢閱歷800+ clients in China在中國已擁有800多家跨國客戶公司的客戶根底Multi-cultural, multi-lingual, multi-talented staff跨文化、多種言語才干、多方面閱歷技藝的咨詢隊伍One-firm f

9、irm全球一體化的組織構(gòu)造Our Consulting Experience我們的咨詢閱歷Largest and most experienced restructure, compensation and performance management consulting practice in China中國最大、最有閱歷的重組，薪酬及績效管理咨詢隊伍40 full-time consultants40 名全職咨詢顧問Most experience in program design在工程設(shè)計方面擁有豐富的閱歷Organizational change, Salary structure,

10、 job evaluation, pay delivery .機(jī)構(gòu)重組，工資構(gòu)造、職位評價、工資發(fā)放.Experience with SOEs, JVs, Rep Offices, WOFEs, Private Chinese companies與國營企業(yè)、合資企業(yè)、外商代表處、獨(dú)資企業(yè)及中國的私營公司均有協(xié)作閱歷Working relationship with MOF and CSRC 與財政部和證監(jiān)會的良好協(xié)作關(guān)系 How to Help Our China Clients(current project)翰威特如何協(xié)助在華的客戶企業(yè)(近期工程) Our Experience in Te

11、lecom Industry in Asia Pacific 翰威特在亞太地域電信業(yè)的效力閱歷Our Clients in Telecom Industry and Information Industry (翰威特在電信及信息行業(yè)的客戶)Success in workforce planning requires HR to:勝利的進(jìn)展員工隊伍戰(zhàn)略部署方案需求人力資源部門來：Understand outcomes desired by business了解企業(yè)運(yùn)營的預(yù)期成果Understand business strategies for obtaining outcomes了解獲得這些成

12、果所要采取的運(yùn)營戰(zhàn)略Define best organization structure to support business strategy設(shè)計最正確組織構(gòu)造來支持運(yùn)營戰(zhàn)略Define people requirements needed to achieve business strategy確定完成企業(yè)運(yùn)營戰(zhàn)略所需的員工素質(zhì)才干要求Develop strategies for delivering people requirements制定將員工才干付諸于實際的戰(zhàn)略Develop techniques for monitoring progress toward goals開展對于到

13、達(dá)目的的進(jìn)程進(jìn)展監(jiān)控的技藝Linking People Strategy to Business Strategy將人力資源戰(zhàn)略與企業(yè)運(yùn)營戰(zhàn)略相聯(lián)絡(luò)Rewarding薪酬管理Align Organization to Business Strategy組織與運(yùn)營戰(zhàn)略相一致Desired Business Results運(yùn)營目的Business Strategies運(yùn)營戰(zhàn)略People Requirements對員工的要求HR Strategies人力資源戰(zhàn)略Employee Needs員工的需求HR人力資源Performing績效管理Learning培訓(xùn)開展Staffing人員配置Employ

14、ee Satisfaction員工稱心Customer Satisfaction客戶稱心Organizing組織管理Our Understanding of Your Situation我們對貴公司的了解Our Understanding of Your Situation我們對貴公司情況的了解Number of employees: Over2700員工人數(shù): 2700余人Registed Capital:0.56billion RMB注冊資本：5.6億元Main line of business:運(yùn)營范圍:Products or services: Application software

15、 and solutions產(chǎn)品或效力: 運(yùn)用軟件的供應(yīng)商和處理方案的提供者Operation location: Shenyang & Dalian主要營業(yè)地: 沈陽和大連Business and HR Issues企業(yè)運(yùn)營及人力資源情況Company is experiencing increasing competition for talent and market share 面臨日趨猛烈的人才及市場份額的競爭Current human resources systems do not support the firms need to be more competitive in

16、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, competitiveness, and longevity of current organization structure需求提高現(xiàn)有組織構(gòu)造的效率、市場競爭力以及有效壽命WTO will have an impact on your competitive situation中國入世對他們的競爭位置將產(chǎn)生影響Need to develop an effective compensation and p

17、erformance management program that:著手制定有效的薪酬鼓勵和績效管理方案，此方案將：Is in alignment with business needs and results與企業(yè)運(yùn)營績效相互協(xié)調(diào)Helps attract, retain and motivate employees, especially for management staffs協(xié)助吸引，留用和鼓勵員工,尤其針對管理層Rewards competency and/or contribution獎勵員工才干和/或奉獻(xiàn)Our Response to Your Needs 我們對貴公司需求的

18、反響The 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)了翰威特公司的初步建議，有關(guān)為理處理相關(guān)問題我們將如何與東大進(jìn)展協(xié)作。我們的建議方案包括以下三個主要階段：Phase 1 - Executive Interviews階段1-高級經(jīng)理面談Phas

19、e 2 - Assesment of Current HR Practices, Presentation to Management階段2-現(xiàn)有人力資源方案評價，并向管理層人員演講引見Phase 3 - Re-design Compensation Structure, Long term Incentive Plan and Performance Management System階段3-重新設(shè)計薪酬構(gòu)造、長期獎勵方案以及績效管理體系Our Response to Your Needs 我們對貴公司需求的反響B(tài)ecause we understand from our meeting t

20、hat development of a competency frame-work might also be valuable to Neusoft, we have included some suggestions on competencies and training in the appendix. Indeed, Hewitt advocates a holistic approach to all workforce programs rather than a piecemeal approach. This approach is particularly relevan

21、t 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 programs.經(jīng)過會議，我們了解到中心才干構(gòu)造的設(shè)計以及管理培訓(xùn)也將對東大有一定的價值。因此我們在附錄中也包括了有關(guān)這兩方面的建議。實踐上，翰威特更主張?zhí)峁┮徽兹娴娜肆Y源方案，對公司的長久開展更為相關(guān)。中心才干是構(gòu)成人力資源方案一切關(guān)健要素的根底。Overview of

22、the Project Phases 工程階段概覽Phase 1 階段一Executive Interview of Neusofts top management to set directionfor long-term incentive plan, compensation philosophy, and performance management 與東大高級管理人員進(jìn)展面談，以便確定長期性獎勵方案、薪資理念和績效管理的方向 Phase 2階段二A. Assessment of Neusofts current human resource system focusing on pe

23、rformance managementand the compensation systemA. 對東大當(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)展評價B. Presentation to management B. 向管理層匯報演講Phase 3A階段三ARe-design of Neusofts compensation structure/ Re-design of Neusofts longterm incentive plan重新設(shè)計東大的薪酬構(gòu)造和長期獎勵方案 Phase 3B階段三BRe-design performancemanagement system 重新設(shè)計績

24、效管理體系Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談We 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)展面談，以了解公司目的、戰(zhàn)略及總體運(yùn)營需求Interviews will be based on a pre-agreed questionnaire and will be designed to last approximately 2 hours each. 我們將

25、根據(jù)雙方預(yù)先確定的問卷來進(jìn)展面談，每個面談將繼續(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)成的共識，我們將與下述人員進(jìn)展面談：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)Phase 1 - Executive Interviews 第一階段：高層經(jīng)

26、理面談 During the interviews, we will clarify several important questions that provide 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方案及薪酬系統(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? S

27、hould fit vary by position in the company?長期獎勵方案應(yīng)如何與其它全面薪酬方案相匹配？匹配方式能否應(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)? 需求經(jīng)過長期獎勵方案傳達(dá)

28、什么信息？方案設(shè)計過程中應(yīng)融入哪些績效規(guī)范？能否應(yīng)根據(jù)績效幅度來確定費(fèi)用構(gòu)造？How will the company fund the program? 公司如何籌措方案基金？What should be the proper mix of base pay, short-term incentive, long-term incentive, and benefits in the compensation plan?在薪酬方案中，根本工資、短期獎勵、長期獎勵和福利應(yīng)各占多少比例？Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談Your answers

29、to these questions will generate a context within which Hewitt Associates can guide Neusoft in the identification of long term incentive plan provisions, including: 翰威特咨詢公司將根據(jù)您所提供的答案來引導(dǎo)東大確定根本的長期獎勵方案條款，其中包括：Eligibilityhow will plan coverage be determined and administered?享用資歷：如何確定和管理方案的適用范圍？Award siz

30、es and target opportunitieshow will award levels be defined? 授予數(shù)額與目的機(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)限制措施的本質(zhì)是什么？Termination provi

31、sionswhat will happen at death, disability, retirement, etc.? 終結(jié)條款：方案享用者死亡、殘疾、退休時應(yīng)如何加以處置？The right total compensation mix between base pay, short and long-term incentive, and benefits 全面薪酬方案中，根本工資、短期獎勵、長期獎勵與福利的合理比例。Phase 1 - Executive Interviews 第一階段：高層經(jīng)理面談Key Outcomes:關(guān)鍵結(jié)果：At the end of this phase,

32、 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 該階段終了時，我們將搜集到各位關(guān)鍵高層經(jīng)理有關(guān)運(yùn)營戰(zhàn)略方面的意見與建議，以及對長期獎勵與薪酬方案的目的與期望We also will have clarified the objectives and potential key design featu

33、res of the program我們還將明確該方案的總體目的及潛在的關(guān)鍵設(shè)計要素Phase 1 - Executive InterviewsFocus Group (Optional) 第一階段：中心小組(備選)You may also choose to have us conduct focus group meetings with key groups of employees 您還可以選擇由翰威特咨詢公司與關(guān)鍵的員工小組來進(jìn)展中心小組面談During these focus group discussions we would assess the employees views

34、 on:在中心小組面談中，我們將評價下述內(nèi)容：How satisfied employees are with Neusofts compensation system 員工對東大薪酬系統(tǒng)的稱心度Their understanding of the various components of pay (I.e. base bay, incentives, bonus, benefits, etc.) 員工對各種薪酬要素的了解情況(即：根本工資、獎勵、獎金、福利等)Their views on how competitive Neusoft is in terms of total compen

35、sation員工對東大全面薪酬系統(tǒng)競爭力的看法Their overall satisfaction about the employment relationship a Neusoft 員工對東大聘用關(guān)系的總體稱心度Their overall view of the various HR systems and management in general 員工對各種人力資源系統(tǒng)與普通管理的總體看法Their understanding of the companys business goals and their contributions to those goals員工對公司運(yùn)營目的以

36、及他們在實現(xiàn)這些目的的過程中所發(fā)揚(yáng)的作用的了解情況Phase 1 - Executive InterviewsFocus Group (Optional) 第一階段：中心小組(備選)Key Outcomes: 關(guān)鍵結(jié)果：At the end of this phase, we will have gathered inputs from employees on the business goals and their views on all HR systems including total compensation該階段終了時，我們將搜集到員工們對于運(yùn)營目的的建議，以及他們對包括全面薪

37、酬在內(nèi)的一切人力資源系統(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)方案，使之既滿足高層管理人員的需求，也滿足員工們的需求Phase 2A - Assessment of Current HR Practices 第二階段A：現(xiàn)有人力資源方案評價In this Phase, Hewitt Associates will review all of Neusofts materials

38、 and procedures regarding Human Resources with a specific focus on Compensation and Performance Management 在該階段中，翰威特咨詢公司將審核一切的東大人力資源資料與規(guī)程，尤其是薪酬與績效管理方面的內(nèi)容Hewitt will give Neusoft a list of materials it would like to study 翰威特將為東大提供一系列分析資料Once we have collected all materials we will review them and as

39、sess your systems against Hewitts database of best practices. We will: 搜集到一切資料之后，我們將對其加以審核并對照翰威特最正確方案數(shù)據(jù)庫來評價貴公司的系統(tǒng)。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)中一切的技術(shù)要素，并確定其中的差距與缺乏之處Assess the link between your human resource prac

40、tices and your stated business results 評價東大人力資源方案與您所陳說的運(yùn)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)性能否嚴(yán)密Begin outlining how to improve the system 開場規(guī)劃如何改良該系統(tǒng)Phase 2A - Assessment of Current HR Practices 第二階段A：現(xiàn)有人力資源方案評價Key Outcomes: 關(guān)鍵結(jié)果：At the end of this Phase, Hewitt will have a thorou

41、gh understanding of Neusofts HR practices specifically related to Performance Management and Compensation該階段終了時，翰威特咨詢公司將充分了解東大的人力資源方案，尤其是那些與績效管理和薪酬親密相關(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，以便向東大約述關(guān)

42、鍵的改良之處及后續(xù)步驟提案Phase 2B - Assessment of Current HR PracticesPresentation to Management第二階段B：現(xiàn)有人力資源方案評價向管理層進(jìn)展演講引見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 half-day presentation to ma

43、nagement翰威特咨詢公司在從高層經(jīng)理面談、中心小組(備選)面談及人力資源方案評價中搜集到一切信息之后，我們將向東大管理層進(jìn)展一次為期半天的演講引見。The presentation will outline:演講中將概述以下內(nèi)容：Our understanding of the business strategy as outlined by the key executives 我們對于東大高層經(jīng)理所概述的運(yùn)營戰(zhàn)略的了解How the business strategy fits in with the total compensation plan該運(yùn)營戰(zhàn)略與全面薪酬方案的匹配情況K

44、ey 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方案所達(dá)成的關(guān)鍵共識The message Executives want to send through the implementation of the long term incentive plan 高層經(jīng)理希望經(jīng)過實施長期獎勵方案所傳達(dá)的信息內(nèi)容Any related information on the direction of the company and t

45、he 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Phase 2B - Assessment of Current HR PracticesPresentation to Management 第二階段B：現(xiàn)有人力資源方案評價向管理層進(jìn)展演講引見The presentation will also outline: 演講中還將概述以下內(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 Neuso

46、ft practices compare with best practices in China東大方案與在華最正確方案的對比情況Our suggestions for modifications and improvement including:我們的修正與改良建議包括：Various options along with advantages and disadvantages of each option 各種方案及其優(yōu)、缺陷Our recommendations on solutions best adapted to Neusofts situation 我們所建議的最適用于東大

47、現(xiàn)狀的處理方案A comprehensive proposal on how to design and implement our recommendations有關(guān)如何設(shè)計和實施翰威特提案的一個綜合性方案Phase 2B - Assessment of Current HR PracticesPresentation to Management 第二階段B：現(xiàn)有人力資源方案評價向管理層進(jìn)展演講引見Key Outcomes: 關(guān)鍵結(jié)果：At the end of this presentation, Neusoft will have a comprehensive understandin

48、g of the direction and desire results for designing and implementing long term incentive plan演講終了時，東大將對設(shè)計和實施長期獎勵方案的方向和預(yù)期結(jié)果獲得一個全面的了解Neusoft will also have a comprehensive review of its total remuneration and performance management system along with recommendations for improvement東大在獲得改良建議的同時，還將獲得對其全面

49、薪酬與績效管理系統(tǒng)的全面審視Neusoft will have a comprehensive proposal on how Hewitt would address its desire to modify or re-do the compensation and performance management systems東大將獲得一份綜合性的提案，其內(nèi)容是關(guān)于翰威特公司將如何在修正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Phase 3A：Re - Design of Compensation Structure/Long-Term Incentive Plans 階段三A：重

50、新設(shè)計薪酬構(gòu)造和長期獎勵方案Job Documentation 職位文檔Definition and Purposes 定義和目的Is a process of defining and describing: 是一個定義和描畫的過程:Job duties/responsibilities 任務(wù)責(zé)任/職責(zé)Job characteristics 任務(wù)性質(zhì)Other requirements of jobs 其他的任務(wù)要求Typical purposes of job documentation include: 職位文檔的典型目的包括:Process Overview 程序概覽Step 1:De

51、fine Purposesand Guidelines 步驟1:確定目的和準(zhǔn)那么Step 2:Design Template and Tool步驟2:設(shè)計方式和工具Step 3: Job DocumentationTraining步驟3: 職位文檔培訓(xùn)Step 4: Review Job Documentation步驟4: 審核職位文檔NeusoftsManagers and SupervisorsDocument Jobs東大軟件集團(tuán)的經(jīng)理和主管將職位文本化tProcess Steps 程序步驟Step 1: Defining the purposes of job documentatio

52、n 步驟1: 確定職位文檔的目的The project team will meet to: 工程小組將會面:Discuss how Neusoft will use job documentation討論東大軟件集團(tuán)將如何運(yùn)用職位文檔Present how various purposes can impact on the design of the template 演示不同的目的將會如何影響方式的設(shè)計Agree on high level principles of the development of a job description template 在設(shè)計職位描畫方式時所涉及的

53、高層次的原理上達(dá)成一致Process Steps 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方式)，從而搜集一切與職位相關(guān)的信息 Outcome: The purposes of job documentation is identified, which will guide the design of the job description template; th

54、e 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)，并將指點職位描畫方式的設(shè)計；工程小組在如何搜集與職位相關(guān)的最新的并準(zhǔn)確的信息上達(dá)成一致。Process Steps (Cont) 程序步驟(續(xù))Step 2: Design job description template and information gathering tool 步驟2: 設(shè)計職位描畫方式以及信息搜集工具Hewitt will will design the template off

55、-site 翰威特將為公司設(shè)計方式The template should support Neusoft s purposes of establishing job documentation這一方式應(yīng)支持東大軟件集團(tuán)建立職位文檔的目的The template may consists of: 這一方式能夠由以下幾部分組成Job purpose, primary duties and responsibilities. reporting relationship, internal & external customers, job requirement (e.g., education

56、, experience), approval process 任務(wù)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、任務(wù)要求(例如教育背景和相關(guān)閱歷)以及同意認(rèn)同的程序。Process Steps (Cont) 程序步驟(續(xù))Hewitt will design appropriate tools (e.g., interview guide, questionnaire) to prepare for information gathering 翰威特將設(shè)計恰當(dāng)?shù)墓ぞ?例如面談指點和問卷)，從而為信息搜集做預(yù)備The project team will meet to final

57、ize the template and information gathering tools 工程小組將會面并且最終確定方式和信息搜集的工具Outcome: 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: 東大軟件集團(tuán)將擁有能為目的效力的有效的職位描畫方式，并且具備有效的工具去搜集最新的且準(zhǔn)確的與職

58、相關(guān)的信息Process Steps (Cont) 程序步驟(續(xù))Step 3: Job Documentation Training 步驟3: 職位文檔培訓(xùn)Hewitt will prepare training materials off-site; the material will focus on: 翰威特將預(yù)備培訓(xùn)資料，這些資料將注重于：Introduction of the template and the information gathering tool有關(guān)方式及信息搜集工具的引見How to gathering information and documenting jo

59、bs once the information is received一旦接納到信息，將如何進(jìn)展信息搜集及職位文本化任務(wù)Process Steps (Cont) 程序步驟(續(xù))The project team will meet to finalize the training material 工程小組將會面并最終確定培訓(xùn)資料Neusof will make all necessary logistics arrangement for the training東大軟件集團(tuán)將為培訓(xùn)做好一切必要的安排Usually, managers/supervisors are responsible f

60、or documenting their subordinates jobs; therefore, they are required to attend the training 通常情況下，經(jīng)理或主管擔(dān)任將他們下屬的職位文本化。因此，他們被要求參與培訓(xùn)Hewitt will conduct job documentation training; examples of completed job documentation will be provided for Neusoft as a reference 翰威特將進(jìn)展職位文檔培訓(xùn)，已完成的職位文檔實例將提供應(yīng)東大軟件集團(tuán)作為參考Ou