海氏薪酬标杆（英文）ppt课件

1、AgendaIntroductionsProject ObjectivesProject StepsProject TimelineQ&APosition Information Questionnaire Addendum精品资料网shuAbout the Hay GroupGlobal Human Resources Management Consulting Firm2,000 Employees Worldwide9,000 Clients in Various IndustriesPartners with Clients to Implement Human Resources S

2、trategies which Align with Business ObjectivesLeader in Compensation Assessment and Design精品资料网shuProject ObjectivesAssess New Jersey Institute of Technologys currentposition classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.NJITs cu

3、rrent 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.精品资料网shuProject ObjectivesBenchmark sample of 80 positions (both

4、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 Technology精品资料网shuProject ObjectivesRecommend modifications to the design of the current program

5、 to 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.精品资料网shu

6、Step 1: Conduct Employee Orientation SessionsTwo sessions to familiarize NJIT employees with the objectives and steps in the process, answer questions and distribute position information questionnaires.精品资料网shuI:/GKN0524.pptStep 2: Conduct InterviewsInterviews will be conducted with the defined area

7、 Division Heads and Human Resources to understand NJITs:Mission and StrategiesJob Roles and ChallengesCompensation Philosophy and IssuesCurrent Pay Structures and Processes精品资料网shuStep 2: Review and Update Job DocumentationClassification and corresponding compensation parameters should be linked to

8、job content - in order to fairly “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 Jers

9、ey Institute of Technology ExpertiseNew Jersey Institute of TechnologyPosition Information Questionnaire精品资料网shuStep 3: Evaluate JobsHay will train a committee comprised of NJIT employees in Hays proprietary job measurement methodology. Committeemembers will include senior management and selectrepre

10、sentatives from:Human ResourcesNJIT currently uses a job measurementapproach that is similar to Haysmethodology. 精品资料网shuStep 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 proc

11、ess is applied to all jobsEvaluations are consistent with external references and standards精品资料网shuStep 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.精品资料网sh

12、uStep 3: Evaluate Jobs (Contd)Hays Methodology is the most widely 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 cu

13、rrent salary精品资料网shuHays Job Evaluation Methodology values all jobsagainst three factors:Know-HowProblem SolvingAccountability Step 3: Evaluate Jobs (Contd)精品资料网shuKnow-How - the sum total of knowledge, however acquired,necessary for competent job performance:Technical Know-HowManagerial Know-HowHum

14、an Relations SkillsStep 3: Evaluate Jobs (Contd)精品资料网shuProblem Solving - the amount of original, “selfstarting thinking required to analyze, evaluate, create and make conclusions:Thinking EnvironmentThinking ChallengeStep 3: Evaluate Jobs (Contd)精品资料网shuAccountability - the latitude to take action

15、and commit resources and the measured effect of the job on the organization:Freedom to ActImpact on End ResultsMagnitude (Monetary Value of Impact)Step 3: Evaluate Jobs (Contd)精品资料网shuThe result of the job evaluation process is a ranking of positionsfrom top to bottom:Step 3: Evaluate Jobs (Contd)精品

16、资料网shuStep 4: Conduct Internal Equity AnalysisInternal consistency of pay levels can be assessed by matching dollars to points:Base Salary Practice Internal Equity Assessment$Points精品资料网shuStep 5: Conduct Market Pricing AnalysisNjits pay levels will then be compared to appropriate competitive market

17、s e.G., Regional companies, education sector, not for profits.Annual Dollars (000s)Client Points140120100806040200024048072096090th Percentile75th PercentileABC Pay PracticeAverage25th Percentile10th Percentile精品资料网shuHay will prepare a final report of findings and recommendations for NJIT Executive

18、s and Human Resources that will cover:Assessment of internal equityResults of market pricing analysisAdjustments to classification 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 Report精品资料网shuOnce NJIT has had the opportunity to review Hays report, NJIT will present a summary of the findings and recommendations to all employees