469 hay group 薪酬标杆ppt课件

1、Agenda学知网 china-，专注于提供优质的管理培训课程与效力IntroductionsProject ObjectivesProject StepsProject TimelineQ&APosition Information Questionnaire AddendumAbout the Hay GroupGlobal Human Resources Management Consulting Firm2,000 Employees Worldwide9,000 Clients in Various IndustriesPartners with Clients to Impleme

2、nt Human Resources Strategies which Align with Business ObjectivesLeader in Compensation Assessment and DesignProject ObjectivesAssess New Jersey Institute of Technologys currentposition classification program and make recommendations to ensure that it enables pay in an equitable and competitive man

3、ner.NJITs current classification program has not been formallyreviewed in a number of yearsconcerns have developed about:comparability of roles and job value across the organization,turnover in certain areas, and the increasing complexity of work.Project ObjectivesBenchmark sample of 80 positions (b

4、oth aligned and non-aligned)selected to encompass a representative sample of titles and job levelsin the following functional areas:Finance and BudgetNorth Jersey Transportation Planning AuthorityInformation TechnologyProject ObjectivesRecommend modifications to the design of the current program to

5、ensure that pay structure:Reflects job value and contribution in a consistent methodologyAchieves desired and appropriately competitive market targetsNote: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.Step 1: Cond

6、uct Employee Orientation SessionsTwo sessions to familiarize NJIT employees with the objectives and steps in the process, answer questions and distribute position information questionnaires.I:/GKN0524.pptStep 2: Conduct InterviewsInterviews will be conducted with the defined area Division Heads and

7、Human Resources to understand NJITs:Mission and StrategiesJob Roles and ChallengesCompensation Philosophy and IssuesCurrent Pay Structures and ProcessesStep 2: Review and Update Job DocumentationClassification and corresponding compensation parameters should be linked to job content - in order to fa

8、irly “size the benchmark positions at NJIT: Employees will complete a positioninformation questionnaire to providecurrent information on job accountabilities, requirements and competencies. Managers will review, comment on and approve the completed questionnaires.New Jersey Institute of Technology E

9、xpertiseNew Jersey Institute of TechnologyPosition Information QuestionnaireStep 3: Evaluate JobsHay will train a committee comprised of NJIT employees in Hays proprietary job measurement methodology. Committeemembers will include senior management and selectrepresentatives from:Human ResourcesNJIT

10、currently uses a job measurementapproach that is similar to Haysmethodology. Step 3: Evaluate Jobs (Contd)A subset of the Committee will work with Hay to evaluate thebenchmark positions over a four day period. Hays facilitationwill ensure:An objective process is applied to all jobsEvaluations are co

11、nsistent with external references and standardsStep 3: Evaluate Jobs (Contd)Quality Control.The Committees evaluations will then be reviewed with the Division Heads to ensure that the relative importance of jobshas accurately been reflected.Step 3: Evaluate Jobs (Contd)Hays Methodology is the most w

12、idely used process inthe world:Measures jobs to reflect their relative weight in the organizationProvides means to assess pay across differentmarket/functionsEvaluates jobs and not peopleNot based on performance, title, writing skills or current salaryHays Job Evaluation Methodology values all jobsa

13、gainst three factors:Know-HowProblem SolvingAccountability Step 3: Evaluate Jobs (Contd)Know-How - the sum total of knowledge, however acquired,necessary for competent job performance:Technical Know-HowManagerial Know-HowHuman Relations SkillsStep 3: Evaluate Jobs (Contd)Problem Solving - the amount

14、 of original, “selfstarting thinking required to analyze, evaluate, create and make conclusions:Thinking EnvironmentThinking ChallengeStep 3: Evaluate Jobs (Contd)Accountability - the latitude to take action and commit resources and the measured effect of the job on the organization:Freedom to ActIm

15、pact on End ResultsMagnitude (Monetary Value of Impact)Step 3: Evaluate Jobs (Contd)The result of the job evaluation process is a ranking of positionsfrom top to bottom:Step 3: Evaluate Jobs (Contd)Step 4: Conduct Internal Equity AnalysisInternal consistency of pay levels can be assessed by matching

16、 dollars to points:Base Salary Practice Internal Equity Assessment$PointsStep 5: Conduct Market Pricing AnalysisNjits pay levels will then be compared to appropriate competitive markets e.G., Regional companies, education sector, not for profits.Annual Dollars (000s)Client Points14012010080604020002

17、4048072096090th Percentile75th PercentileABC Pay PracticeAverage25th Percentile10th PercentileHay will prepare a final report of findings and recommendations for NJIT Executives and Human Resources that will cover:Assessment of internal equityResults of market pricing analysisAdjustments to classifi

18、cation and/or compensation structureCost of implementing changesImpact of changes on current processes and bargaining agreementsHay will review the results of the study with NJIT Human Resources and Division Heads from the Benchmark groups .Step 6: Present ReportOnce NJIT has had the opportunity to review Hays report, NJIT will present a summary of the