1、 Improve Business Results Through People經過人改良運營結果NEUSOFT Corporation東大軟件集團March 2001二OO一年三月About this Material關于這份資料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(東大)的委托，為貴公司提供一份關于翰威特公司將如何協助制定一個世界規范的人力資源管理系統，尤其是東大特別關注的任務設計/評價，薪酬鼓勵及績效管理系統的設計方案。本文本中所包括的信息闡明了我們將如何進展這個工程。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作的許多細節問題。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轉較好的步驟。我們認識到為了保證工程的勝利運作他們能夠會對我們所提出的設計方案做出相應的改動。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內容About Hewitt Associates 關于翰威特公司 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務相結合 Considering Factors in Design and Implementation設計和實施所要思索的要素Our Suggested Approach 我們的設計方案Our Consulting Team 我們的咨詢團隊 Our Experience in Telecom Industr

6、y in Asia Pacific我們在亞太區電信業上的閱歷Fee and Timing 費用與時間構造 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運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個辦事機構Hewitt in China (Cont)翰威特公司(續)Largest and most experienced workforce consu

8、lting firm in China中國規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在工程設計方面擁有豐富的閱歷Organizational change, Salary structure,

10、 job evaluation, pay delivery .機構重組，工資構造、職位評價、工資發放.Experience with SOEs, JVs, Rep Offices, WOFEs, Private Chinese companies與國營企業、合資企業、外商代表處、獨資企業及中國的私營公司均有協作閱歷Working relationship with MOF and CSRC 與財政部和證監會的良好協作關系 How to Help Our China Clients(current project)翰威特如何協助在華的客戶企業(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的效力閱歷Our Clients in Telecom Industry and Information Industry (翰威特在電信及信息行業的客戶)Success in workforce planning requires HR to:勝利的進展員工隊伍戰略部署方案需求人力資源部門來：Understand outcomes desired by business了解企業運營的預期成果Understand business strategies for obtaining outcomes了解獲得這些成

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

13、達目的的進程進展監控的技藝Linking People Strategy to Business Strategy將人力資源戰略與企業運營戰略相聯絡Rewarding薪酬管理Align Organization to Business Strategy組織與運營戰略相一致Desired Business Results運營目的Business Strategies運營戰略People Requirements對員工的要求HR Strategies人力資源戰略Employee Needs員工的需求HR人力資源Performing績效管理Learning培訓開展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: 2700余人Registed Capital:0.56billion RMB注冊資本：5.6億元Main line of business:運營范圍:Products or services: Application software

15、 and solutions產品或效力: 運用軟件的供應商和處理方案的提供者Operation location: Shenyang & Dalian主要營業地: 沈陽和大連Business and HR Issues企業運營及人力資源情況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現有人力資源體制不能有效支持企業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需求提高現有組織構造的效率、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與企業運營績效相互協調Helps attract, retain and motivate employees, especially for management staffs協助吸引，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了翰威特公司的初步建議，有關為理處理相關問題我們將如何與東大進展協作。我們的建議方案包括以下三個主要階段：Phase 1 - Executive Interviews階段1-高級經理面談Phas

19、e 2 - Assesment of Current HR Practices, Presentation to Management階段2-現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-重新設計薪酬構造、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Because 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.經過會議，我們了解到中心才干構造的設計以及管理培訓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這兩方面的建議。實踐上，翰威特更主張提供一整套全面的人力資源方案，對公司的長久開展更為相關。中心才干是構成人力資源方案一切關健要素的根底。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. 對東大當前的人力資源管理系統，尤其是績效管理和薪資系統進展評價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重新設計東大的薪酬構造和長期獎勵方案 Phase 3B階段三BRe-design performancemanagement system 重新設計績

24、效管理體系Phase 1 - Executive Interviews 第一階段：高層經理面談We will meet with key executives to understand company goals and strategy and the overall business needs 我們將與關鍵的高層經理進展面談，以了解公司目的、戰略及總體運營需求Interviews will be based on a pre-agreed questionnaire and will be designed to last approximately 2 hours each. 我們將

25、根據雙方預先確定的問卷來進展面談，每個面談將繼續兩小時左右We had agreed that we would meet with the following individuals 根據雙方所達成的共識，我們將與下述人員進展面談：Chairman, CEO, CFO, Senior Vice President, Secretary to the Board, GM, and the Director of Human Resources董事長、首席執行官、首席財政官、高級副總裁、董事會秘書、總經理及人力資源總監Phase 1 - Executive Interviews 第一階段：高層經

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相關的諸多重要問題，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?長期獎勵方案應如何與其它全面薪酬方案相匹配？匹配方式能否應根據職位而有所不同？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)? 需求經過長期獎勵方案傳達

28、什么信息？方案設計過程中應融入哪些績效規范？能否應根據績效幅度來確定費用構造？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、長期獎勵和福利應各占多少比例？Phase 1 - Executive Interviews 第一階段：高層經理面談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您所提供的答案來引導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? 授予數額與目的機遇：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? 兌現或承兌限制：與時間或績效相關的兌現限制措施的本質是什么？Termination provi

31、sionswhat will happen at death, disability, retirement, etc.? 終結條款：方案享用者死亡、殘疾、退休時應如何加以處置？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：高層經理面談Key Outcomes:關鍵結果：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鍵高層經理有關運營戰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鍵設計要素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鍵的員工小組來進展中心小組面談During these focus group discussions we would assess the employees views

34、 on:在中心小組面談中，我們將評價下述內容：How satisfied employees are with Neusofts compensation system 員工對東大薪酬系統的稱心度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競爭力的看法Their overall satisfaction about the employment relationship a Neusoft 員工對東大聘用關系的總體稱心度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員工對公司運營目的以

36、及他們在實現這些目的的過程中所發揚的作用的了解情況Phase 1 - Executive InterviewsFocus Group (Optional) 第一階段：中心小組(備選)Key Outcomes: 關鍵結果：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營目的的建議，以及他們對包括全面薪

37、酬在內的一切人力資源系統的看法We will use this information to help us design programs that both meet the needs of top management and employees.我們將根據該信息來設計相關方案，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程，尤其是薪酬與績效管理方面的內容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據庫來評價貴公司的系統。我們將：Review all technical aspects of your systems and determine where there are gaps and areas for improvement 審核東大系統中一切的技術要素，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營結果之間的關聯性Determine if the link is strong or not 確定這一關聯性能否嚴密Begin outlining how to improve the system 開場規劃如何改良該系統Phase 2A - Assessment of Current HR Practices 第二階段A：現有人力資源方案評價Key Outcomes: 關鍵結果：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我們將根據該信息草擬一份報告，以便向東大約述關

42、鍵的改良之處及后續步驟提案Phase 2B - Assessment of Current HR PracticesPresentation to Management第二階段B：現有人力資源方案評價向管理層進展演講引見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容：Our understanding of the business strategy as outlined by the key executives 我們對于東大高層經理所概述的運營戰略的了解How the business strategy fits in with the total compensation plan該運營戰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成的關鍵共識The message Executives want to send through the implementation of the long term incentive plan 高層經理希望經過實施長期獎勵方案所傳達的信息內容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調整相關的信息Phase 2B - Assessment of Current HR PracticesPresentation to Management 第二階段B：現有人力資源方案評價向管理層進展演講引見The presentation will also outline: 演講中還將概述以下內容：Our findings from the audit of the human resource practices 人力資源方案的主要審核結果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、缺陷Our recommendations on solutions best adapted to Neusofts situation 我們所建議的最適用于東大

47、現狀的處理方案A comprehensive proposal on how to design and implement our recommendations有關如何設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：現有人力資源方案評價向管理層進展演講引見Key Outcomes: 關鍵結果：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，東大將對設計和實施長期獎勵方案的方向和預期結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，其內容是關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、新設計薪酬構造和長期獎勵方案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 任務責任/職責Job characteristics 任務性質Other requirements of jobs 其他的任務要求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:確定目的和準那么Step 2:Design Template and Tool步驟2:設計方式和工具Step 3: Job DocumentationTraining步驟3: 職位文檔培訓Step 4: Review Job Documentation步驟4: 審核職位文檔NeusoftsManagers and SupervisorsDocument Jobs東大軟件集團的經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討論東大軟件集團將如何運用職位文檔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計Agree on high level principles of the development of a job description template 在設計職位描畫方式時所涉及的

53、高層次的原理上達成一致Process Steps 程序步驟Identify the most appropriate approach (e.g., job interview, questionnaire) to gathering job related information 確定最恰當的方法(例如職位訪談和問卷方式)，從而搜集一切與職位相關的信息 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 結果：職位文檔的目的最終確認，并將指點職位描畫方式的設計；工程小組在如何搜集與職位相關的最新的并準確的信息上達成一致。Process Steps (Cont) 程序步驟(續)Step 2: Design job description template and information gathering tool 步驟2: 設計職位描畫方式以及信息搜集工具Hewitt will will design the template off

55、-site 翰威特將為公司設計方式The template should support Neusoft s purposes of establishing job documentation這一方式應支持東大軟件集團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 任務目的、主要的責任和職責、與上級的匯報關系、內部和外部的客戶、任務要求(例如教育背景和相關閱歷)以及同意認同的程序。Process Steps (Cont) 程序步驟(續)Hewitt will design appropriate tools (e.g., interview guide, questionnaire) to prepare for information gathering 翰威特將設計恰當的工具(例如面談指點和問卷)，從而為信息搜集做預備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 結果: 東大軟件集團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確的與職

58、相關的信息Process Steps (Cont) 程序步驟(續)Step 3: Job Documentation Training 步驟3: 職位文檔培訓Hewitt will prepare training materials off-site; the material will focus on: 翰威特將預備培訓資料，這些資料將注重于：Introduction of the template and the information gathering tool有關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，將如何進展信息搜集及職位文本化任務Process Steps (Cont) 程序步驟(續)The project team will meet to finalize the training material 工程小組將會面并最終確定培訓資料Neusof will make all necessary logistics arrangement for the training東大軟件集團將為培訓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，經理或主管擔任將他們下屬的職位文本化。因此，他們被要求參與培訓Hewitt will conduct job documentation training; examples of completed job documentation will be provided for Neusoft as a reference 翰威特將進展職位文檔培訓，已完成的職位文檔實例將提供應東大軟件集團作為參考Ou