最新翰威特项目建议书东大

1、1wh翰威特 improve business results through people通过人改进经营结果通过人改进经营结果neusoft corporation东大软件集团有限公司东大软件集团有限公司march 2001二二oo一年三月一年三月2wh翰威特about this material关于这份材料关于这份材料vin response to “neusoft” invitation, hewitt provide in this material our suggested project approach to help neusoft build up the world-wi

2、de standard human resource 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 t

3、he fulfillment and some detailed issues during the co-operation between neusoft and hewitt.v我们接受了东大软件集团有限公司我们接受了东大软件集团有限公司(东大东大)的委托，为贵公司提供一份关于翰的委托，为贵公司提供一份关于翰威特公司将如何帮助制定一个世界标准的人力资源管理系统，尤其是东大特威特公司将如何帮助制定一个世界标准的人力资源管理系统，尤其是东大特别关注的别关注的工作设计工作设计/评估，薪酬激励及绩效管理系统评估，薪酬激励及绩效管理系统的设计方案。本文的设计方案。本文本中所包括的信息说明了我们将如

4、何进行这个项目。我们特别指出了我们对本中所包括的信息说明了我们将如何进行这个项目。我们特别指出了我们对贵公司需求的理解、完成这个项目的方法过程以及翰威特公司与东大合作的贵公司需求的理解、完成这个项目的方法过程以及翰威特公司与东大合作的许多细节问题。许多细节问题。vthe suggested project approach adopts some successful ideas and procedures which have been proved in other human resource consulting projects. we acknowledge that you w

5、ill have some modifications based on our suggestions to ensure the success of this project. we look forward to getting your input. 这个建议的过程采纳了一些其他人力资源发展项目中运行较好的步骤。我们这个建议的过程采纳了一些其他人力资源发展项目中运行较好的步骤。我们认识到为了保证项目的成功运作你们可能会对我们所提出的设计方案做出相认识到为了保证项目的成功运作你们可能会对我们所提出的设计方案做出相应的改动。我们随时欢迎贵公司的指导，并希望贵方提出你们的想法以改进应的改动

6、。我们随时欢迎贵公司的指导，并希望贵方提出你们的想法以改进我们的建议方案。我们的建议方案。3wh翰威特contents内容内容vabout hewitt associates 关于翰威特公司关于翰威特公司 vour understanding of your situation 对贵公司情况的理解对贵公司情况的理解 vlinking hr issues to business 人力资源问题与公司业务相结合人力资源问题与公司业务相结合 vconsidering factors in design and implementation设计和实施所要考设计和实施所要考虑的因素虑的因素vour sug

7、gested approach 我们的设计方案我们的设计方案vour consulting team 我们的咨询团队我们的咨询团队 vour experience in telecom industry in asia pacific我们在亚太区电信我们在亚太区电信业上的经验业上的经验vfee and timing 费用与时间结构费用与时间结构 4wh翰威特hewitt associates llc翰威特咨询公司翰威特咨询公司5wh翰威特hewitt associates翰威特公司翰威特公司vglobal management consulting firm specializing in p

8、eople solutions to business issues专长于从人员管理入手解决商业经营问题的全球性管理咨询公司专长于从人员管理入手解决商业经营问题的全球性管理咨询公司vlargest human resources consulting firm in the u.s.a为美国最大的人力资源咨询公司为美国最大的人力资源咨询公司 v12,000 associates world-wide全球全球 12,000 名员工名员工v75% of fortune 500 are hewitt clients财富财富500强中强中75%的公司为翰威特公司的客户的公司为翰威特公司的客户vover

9、 1.28 billion usd in revenue in fy 2000 2000年度销售收入达年度销售收入达12.8亿美金亿美金v81 offices in 37 countries在在37个国家建立了个国家建立了81个办事处个办事处19 offices in asia pacific 在亚洲建立了在亚洲建立了19个办事机构个办事机构6wh翰威特hewitt in china (cont)翰威特公司翰威特公司( (续续) )vlargest and most experienced workforce consulting firm in china中国规模最大并且经验最丰富的人力资源

10、咨询公司中国规模最大并且经验最丰富的人力资源咨询公司v3 offices in shanghai, beijing, and hong kong with nearly 100 associates在上海、北京、和香港办事处拥有近在上海、北京、和香港办事处拥有近100名员工名员工v6 years of client experience in china六年在华咨询经验六年在华咨询经验v800+ clients in china在中国已拥有在中国已拥有800多家跨国客户公司的客户基础多家跨国客户公司的客户基础vmulti-cultural, multi-lingual, multi-talen

11、ted staff跨文化、多种语言能力、多方面经验技能的咨询队伍跨文化、多种语言能力、多方面经验技能的咨询队伍vone-firm firm全球一体化的组织结构全球一体化的组织结构7wh翰威特our consulting experience我们的咨询经验我们的咨询经验vlargest and most experienced restructure, compensation and performance management consulting practice in china中国最大、最有经验的重组，薪酬及绩效管理咨询队伍中国最大、最有经验的重组，薪酬及绩效管理咨询队伍40 full

12、-time consultants40 名全职咨询顾问vmost experience in program design在项目设计方面拥有丰富的经验在项目设计方面拥有丰富的经验organizational change, salary structure, job evaluation, pay delivery .机构重组，工资结构、职位评估、工资发放.vexperience with soes, jvs, rep offices, wofes, private chinese companies与国营企业、合资企业、外商代表处、独资企业及中国的私营公司均有合作经验与国营企业、合资企业、外

13、商代表处、独资企业及中国的私营公司均有合作经验vworking relationship with mof and csrc 与财政部和证监会的良好合作关系与财政部和证监会的良好合作关系 8wh翰威特how to help our china clients(current project)翰威特如何帮助在华的客户企业翰威特如何帮助在华的客户企业(近期项目近期项目)adidasair productsallied signalb. a. t.butler manufacturingfordfudian automotivecaltexcarrefourchina eagle securitie

14、schina grand enterpriseschina national investmentguarantee company (nigc)china world trade centercoca coladecathlondow corningdelphi automotivedanonedupontexxongeneral electricgeneral motorsgillettegracehenkelhoneywellibmjohnson & johnsonlegendmary kaymessermobilmotorolanestlenikenovartisnovo no

15、rdiskowens corningpillsburyprocter & gamblepraxairroches.c. johnsonschneider electricshanghai east dragonzipper making coshanghai fudan kingstarlimitedshellwyeth-ayerst9wh翰威特 our experience in telecom industry in asia pacific 翰威特在亚太地区电信业的服务经验10wh翰威特our clients in telecom industry and information

16、 industry (翰威特在电信及信息行业的客户翰威特在电信及信息行业的客户)airtouch com m unicationalcatel com m unicationsam eritechat& tbc telecombce (bell canadaenterprises)bell atlanticbellsouthbritish telecom m unicationcable & w irelesscable & w ireless com mcincinnati bellddideutsche telekomfrance telecomg tejapan

17、telecomk oninklijke pttlegend com puternederlandm annesm annm ci com m unicationsm ediaone g roupnetcom system snew zealand telephonecom panynigeriantelecom m unications(nitel)nippon telegraph &telephoneo livettio rangephilippine long distancetelephone co.portugal telecomsbc com m unicationssing

18、aporetelecom m unicationssk telecomsouthern new englandtelecom msprinttele danm arktelebrastelecom corp of newzealandtelecom italiatelefonica de espanatelefonos de m exicoteleport com m unicationsg rouptelstra timu s w estvodafone g roupw orldcom11wh翰威特vsuccess in workforce planning requires hr to:成

19、功的进行员工队伍战略部署计划需要人力资源部门来：成功的进行员工队伍战略部署计划需要人力资源部门来：understand outcomes desired by business了解企业经营的预期成果understand business strategies for obtaining outcomes了解获得这些成果所要采取的经营策略define best organization structure to support business strategy设计最佳组织结构来支持经营战略define people requirements needed to achieve business

20、 strategy确定完成企业经营策略所需的员工素质能力要求develop strategies for delivering people requirements制定将员工能力付诸于实践的策略develop techniques for monitoring progress toward goals发展对于达到目标的进程进行监控的技能linking people strategy to business strategy将人力资源战略与企业经营战略相联系将人力资源战略与企业经营战略相联系12wh翰威特薪酬管理薪酬管理align organization to business strat

21、egy组织与经营策略相统一组织与经营策略相统一desired business results经营目标经营目标business strategies经营策略经营策略people requirements对对员工的要求员工的要求hr strategies人力资源策略人力资源策略employee needs员工的需求员工的需求hr人力人力资源资源performing绩效管理绩效管理learning培训发展培训发展staffing人员配置人员配置员工满意员工满意customer satisfaction客户满意客户满意组织管理组织管理13wh翰威特our understanding of your

22、situation我们对贵公司的理解我们对贵公司的理解14wh翰威特our understanding of your situation我们对贵公司情况的理解我们对贵公司情况的理解number of employees: over2700员工人数: 2700余人registed capital:0.56billion rmb注册资本：5.6亿元main line of business:经营范围: products or services: application software and solutions产品或服务: 应用软件的供应商和解决方案的提供者 operation locatio

23、n: shenyang & dalian主要营业地: 沈阳和大连15wh翰威特business and hr issues企业经营及人力资源状况企业经营及人力资源状况vcompany is experiencing increasing competition for talent and market share 面临日趋激烈的人才及市场份额的竞争面临日趋激烈的人才及市场份额的竞争vcurrent human resources systems do not support the firms need to be more competitive in the market and

24、 the war of talents现有人力资源体制不能有效支持企业提高人才及市场竞争力的要求现有人力资源体制不能有效支持企业提高人才及市场竞争力的要求vneed to address the efficiency, competitiveness, and longevity of current organization structure需要提高现有组织结构的效率、市场竞争力以及有效寿命需要提高现有组织结构的效率、市场竞争力以及有效寿命wto will have an impact on your competitive situation中国入世对你们的竞争地位将产生影响vneed

25、to develop an effective compensation and performance management program that:着手制定有效的薪酬激励和绩效管理计划，此计划将：着手制定有效的薪酬激励和绩效管理计划，此计划将：is in alignment with business needs and results与企业经营绩效相互协调helps attract, retain and motivate employees, especially for management staffs帮助吸引，留用和激励员工,尤其针对管理层rewards competency

26、and/or contribution奖励员工能力和/或贡献16wh翰威特our response to your needs 我们对贵公司需要的反应我们对贵公司需要的反应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: 这份文件的以后部分呈现了翰威特公司的初步建议，

27、有关为了解决相关问题这份文件的以后部分呈现了翰威特公司的初步建议，有关为了解决相关问题我们将如何与东大进行合作。我们的建议方案包括以下三个主要阶段我们将如何与东大进行合作。我们的建议方案包括以下三个主要阶段：phase 1 - executive interviews阶段1-高级经理面谈phase 2 - assesment of current hr practices, presentation to management阶段2-现有人力资源方案评估，并向管理层人员演讲介绍phase 3 - re-design compensation structure, long term incen

28、tive plan and performance management system阶段3-重新设计薪酬结构、长期奖励计划以及绩效管理体系17wh翰威特our response to your needs 我们对贵公司需要的反应我们对贵公司需要的反应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 tr

29、aining in the appendix. indeed, hewitt advocates 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 el

30、ements of your workforce programs.通过会议，我们了解到通过会议，我们了解到核心能力结构的设计以及管理培训核心能力结构的设计以及管理培训也将对东大有也将对东大有一定的价值。因此我们在附录中也包括了有关这两方面的建议。实际上，翰一定的价值。因此我们在附录中也包括了有关这两方面的建议。实际上，翰威特更主张提供一整套全面的人力资源方案，对公司的长远发展更为相关。威特更主张提供一整套全面的人力资源方案，对公司的长远发展更为相关。核心能力是形成人力资源方案所有关健要素的基础。核心能力是形成人力资源方案所有关健要素的基础。18wh翰威特overview of the pro

31、ject phases 项目阶段概览项目阶段概览phase 1 阶段一阶段一executive interview of neusofts top management to set directionfor long-term incentive plan, compensation philosophy, and performance management 与东大高级管理人员进行面谈，以便确定长期性奖励计划、薪资理念和绩效管理的方向与东大高级管理人员进行面谈，以便确定长期性奖励计划、薪资理念和绩效管理的方向 phase 2阶段二阶段二a. assessment of neusofts c

32、urrent human resource system focusing on performance managementand the compensation systema. 对东大当前的人力资源管理系统，尤其是绩效管理和薪资系统进行评估对东大当前的人力资源管理系统，尤其是绩效管理和薪资系统进行评估b. presentation to management b. 向管理层汇报演讲向管理层汇报演讲phase 3a阶段三阶段三are-design of neusofts compensation structure/ re-design of neusofts longterm ince

33、ntive plan重新设计东大的薪酬结构和重新设计东大的薪酬结构和长期奖励计划长期奖励计划 phase 3b阶段三阶段三bre-design performancemanagement system 重新设计绩效管理体系重新设计绩效管理体系19wh翰威特phase 1 - executive interviews 第一阶段：高层经理面谈第一阶段：高层经理面谈vwe will meet with key executives to understand company goals and strategy and the overall business needs 我们将与关键的高层经理进行

34、面谈，以了解公司目标、策略及总体经营需求我们将与关键的高层经理进行面谈，以了解公司目标、策略及总体经营需求vinterviews will be based on a pre-agreed questionnaire and will be designed to last approximately 2 hours each. 我们将根据双方预先确定的问卷来进行面谈，每个面谈将持续两小时左右我们将根据双方预先确定的问卷来进行面谈，每个面谈将持续两小时左右we had agreed that we would meet with the following individuals 根据双方所达

35、成的共识，我们将与下述人员进行面谈： chairman, ceo, cfo, senior vice president, secretary to the board, gm, and the director of human resources董事长、首席执行官、首席财政官、高级副总裁、董事会秘书、总经理及人力资源总监20wh翰威特phase 1 - executive interviews 第一阶段：高层经理面谈第一阶段：高层经理面谈 vduring the interviews, we will clarify several important questions that pro

36、vide a context for the long term incentive plan and the compensation system, including: 在面谈过程中，我们将明确与长期奖励计划及薪酬系统相关的诸多重要问题，其中包括：在面谈过程中，我们将明确与长期奖励计划及薪酬系统相关的诸多重要问题，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 compan

37、y?长期奖励计划应如何与其它全面薪酬计划相匹配？匹配方式是否应根据职位而有所不同？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)? 需要通过长期奖励计划传达什么信息？计划设计过程中应融入哪些绩效标准？是否应根据绩效幅度来确定费用结构？h

38、ow will the company fund the program? 公司如何筹措计划基金？what should be the proper mix of base pay, short-term incentive, long-term incentive, and benefits in the compensation plan?在薪酬计划中，基本工资、短期奖励、长期奖励和福利应各占多少比例？21wh翰威特phase 1 - executive interviews 第一阶段：高层经理面谈第一阶段：高层经理面谈vyour answers to these questions wi

39、ll generate a context within which hewitt associates can guide neusoft in the identification of long term incentive plan provisions, including: 翰威特咨询公司将根据您所提供的答案来引导东大确定基本的长期奖励计划条款，其中包括翰威特咨询公司将根据您所提供的答案来引导东大确定基本的长期奖励计划条款，其中包括：eligibilityhow will plan coverage be determined and administered?享受资格：如何确定和

40、管理计划的适用范围？award sizes and target opportunitieshow will award levels be defined? 授予数额与目标机遇：如何确定授予级别？award frequencyhow often will awards be issued? 授予周期：授予周期为多长时间？vesting or exercise restrictionswhat will be the nature of time- or performance-related vesting restrictions? 兑现或承兑限制：与时间或绩效相关的兑现限制措施的实质是什

41、么？termination provisionswhat will happen at death, disability, retirement, etc.? 终结条款：计划享受者死亡、残疾、退休时应如何加以处理？the right total compensation mix between base pay, short and long-term incentive, and benefits 全面薪酬计划中，基本工资、短期奖励、长期奖励与福利的合理比例。22wh翰威特phase 1 - executive interviews 第一阶段：高层经理面谈第一阶段：高层经理面谈vkey o

42、utcomes:关键结果：关键结果：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 该阶段结束时，我们将收集到各位关键高层经理有关经营策略方面的意见与建议，以及对长期奖励与薪酬计划的目标与期望we also will have clarified th

43、e objectives and potential key design features of the program我们还将明确该计划的总体目标及潜在的关键设计要素23wh翰威特phase 1 - executive interviewsfocus group (optional) 第一阶段：核心小组第一阶段：核心小组(备选备选)vyou may also choose to have us conduct focus group meetings with key groups of employees 您还可以选择由翰威特咨询公司与关键的员工小组来进行核心小组面谈您还可以选择由翰威特

44、咨询公司与关键的员工小组来进行核心小组面谈vduring these focus group discussions we would assess the employees views on:在核心小组面谈中，我们将评估下述内容：在核心小组面谈中，我们将评估下述内容：how satisfied employees are with neusofts compensation system 员工对东大薪酬系统的满意度their understanding of the various components of pay (i.e. base bay, incentives, bonus, b

45、enefits, etc.) 员工对各种薪酬要素的理解情况(即：基本工资、奖励、奖金、福利等)their views on how competitive neusoft is in terms of total compensation员工对东大全面薪酬系统竞争力的看法their overall satisfaction about the employment relationship a neusoft 员工对东大聘用关系的总体满意度their overall view of the various hr systems and management in general 员工对各种人力

46、资源系统与一般管理的总体看法their understanding of the companys business goals and their contributions to those goals员工对公司经营目标以及他们在实现这些目标的过程中所发挥的作用的理解情况24wh翰威特phase 1 - executive interviewsfocus group (optional) 第一阶段：核心小组第一阶段：核心小组(备选备选)vkey outcomes: 关键结果：关键结果：at the end of this phase, we will have gathered input

47、s from employees on the business goals and their views on all hr systems including total compensation该阶段结束时，我们将收集到员工们对于经营目标的建议，以及他们对包括全面薪酬在内的所有人力资源系统的看法we will use this information to help us design programs that both meet the needs of top management and employees.我们将根据该信息来设计相关计划，使之既满足高层管理人员的需求，也满足员

48、工们的需求25wh翰威特phase 2a - assessment of current hr practices 第二阶段第二阶段a：现有人力资源方案评估：现有人力资源方案评估vin this phase, hewitt associates will review all of neusofts materials and procedures regarding human resources with a specific focus on compensation and performance management 在该阶段中，翰威特咨询公司将审核所有的东大人力资源材料与规程，尤其

49、是薪酬与绩在该阶段中，翰威特咨询公司将审核所有的东大人力资源材料与规程，尤其是薪酬与绩效管理方面的内容效管理方面的内容vhewitt will give neusoft a list of materials it would like to study 翰威特将为东大提供一系列分析材料翰威特将为东大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

50、材料之后，我们将对其加以审核并对照翰威特最佳方案数据库来评估贵公司收集到所有材料之后，我们将对其加以审核并对照翰威特最佳方案数据库来评估贵公司的系统。我们将：的系统。我们将：review all technical aspects of your systems and determine where there are gaps and areas for improvement 审核东大系统中所有的技术要素，并确定其中的差距与不足之处assess the link between your human resource practices and your stated business

51、results 评估东大人力资源方案与您所陈述的经营结果之间的关联性 determine if the link is strong or not 确定这一关联性是否紧密 begin outlining how to improve the system 开始规划如何改进该系统26wh翰威特phase 2a - assessment of current hr practices 第二阶段第二阶段a：现有人力资源方案评估：现有人力资源方案评估vkey outcomes: 关键结果：关键结果：at the end of this phase, hewitt will have a thoroug

52、h understanding of neusofts hr practices specifically related to performance management and compensation该阶段结束时，翰威特咨询公司将充分理解东大的人力资源方案，尤其是那些与绩效管理和薪酬密切相关的方案this information will be used to draft a report to neusoft outlining key areas for improvement and proposals for next steps我们将根据该信息草拟一份报告，以便向东大概述关键

53、的改进之处及后续步骤提案27wh翰威特phase 2b - assessment of current hr practicespresentation to management第二阶段第二阶段b：现有人力：现有人力资源方案评估向管理层进行演讲介绍资源方案评估向管理层进行演讲介绍vonce hewitt has gathered all the information from the executive interviews, focus group (if applicable), and assessment of human resource practices we will ma

54、ke a half-day presentation to management翰威特咨询公司在从高层经理面谈、核心小组翰威特咨询公司在从高层经理面谈、核心小组(备选备选)面谈及人力资源方案评估中收集到所有面谈及人力资源方案评估中收集到所有信息之后，我们将向东大管理层进行一次为期半天的演讲介绍。信息之后，我们将向东大管理层进行一次为期半天的演讲介绍。vthe presentation will outline:演讲中将概述下列内容：演讲中将概述下列内容：our understanding of the business strategy as outlined by the key execu

55、tives 我们对于东大高层经理所概述的经营策略的理解how the business strategy fits in with the total compensation plan该经营策略与全面薪酬计划的匹配情况key areas of agreement amongst the top management for the direction of the long term incentive plan 高层管理人员对长期奖励计划所达成的关键共识the message executives want to send through the implementation of the

56、 long term incentive plan 高层经理希望通过实施长期奖励计划所传达的信息内容any related information on the direction of the company and the alignment of the its human resource systems 任何与公司方向及人力资源系统调整相关的信息28wh翰威特phase 2b - assessment of current hr practicespresentation to management 第二阶段第二阶段b：现有人力：现有人力资源方案评估向管理层进行演讲介绍资源方案评估向

57、管理层进行演讲介绍vthe presentation will also outline: 演讲中还将概述下列内容：演讲中还将概述下列内容：our findings from the audit of the human resource practices 人力资源方案的主要审核结果how the neusoft practices compare with best practices in china东大方案与在华最佳方案的对比情况our suggestions for modifications and improvement including:我们的修改与改进建议包括： vario

58、us options along with advantages and disadvantages of each option 各种方案及其优、缺点 our recommendations on solutions best adapted to neusofts situation 我们所建议的最适用于东大现状的解决方案 a comprehensive proposal on how to design and implement our recommendations有关如何设计和实施翰威特提案的一个综合性计划29wh翰威特phase 2b - assessment of curren

59、t hr practicespresentation to management 第二阶段第二阶段b：现有人力：现有人力资源方案评估向管理层进行演讲介绍资源方案评估向管理层进行演讲介绍vkey outcomes: 关键结果：关键结果：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演讲结束时，东大将对设

60、计和实施长期奖励计划的方向和预期结果获得一个全面的理解neusoft will also have a comprehensive review of its total remuneration and performance management system along with recommendations for improvement东大在获得改进建议的同时，还将获得对其全面薪酬与绩效管理系统的全面审视neusoft will have a comprehensive proposal on how hewitt would address its desire to modify or re-do the compensatio