翰威特 - 通过人改进经营结果(东软集团)(2)

面临日趋激烈的人才及市场份额的竞争

Current human resources systems do not support the firm’s need to be more competitive in the market and 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 Need 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 — 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

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Need 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： — — — 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 and/or contribution 奖励员工能力和/或贡献15

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Our Response to Your Needs 我们对贵公司需要的反应

The remainder of this document presents Hewitt‘s 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，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：— 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 Incentive 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

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Our Response to Your Needs 我们对贵公司需要的反应

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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 training 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 elements of your workforce programs.通过会议，我们了解到核心能力结构的设计以及管理培训也将对东大有 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 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。

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Overview of the Project Phases 项目阶段概览Phase 1 阶段一 Executive Interview of Neusoft’s top management to set direction for 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

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Phase 2 阶段二 A. Assessment of Neusoft’s current human resource system focusing on performance management and the compensation system A. 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

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Phase 3A 阶段三A Re-design of Neusoft’s compensation structure/ Re-design of Neusoft’s long term incentive plan 重新设计东大的薪酬结构和 长期奖励计划18

Phase 3B 阶段三B Re-design performance management system 重新设计绩效管理体系

翰威特公司资料

Phase 1 - Executive Interviews 第一阶段：高层经理面谈

We 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面谈，以了解公司目标、策略及总体经营需求 Interviews 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— We had agreed that we would meet with the following individuals 根据双方所达成的共识，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

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Phase 1 - Executive Interviews 第一阶段：高层经理面谈

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 company? 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？

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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？How will the company fund the program? 公司如何筹措计划基金？

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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？

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Phase 1 - Executive Interviews 第一阶段：高层经理面谈

Your answers 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 ：— Eligibility—how will plan coverage be determi

ned and administered? 享受资格：如何确定和管理计划的适用范围？ Award sizes and target opportunities—how will award levels be defined? 授予数额与目标机遇：如何确定授予级别？ Award frequency—how often will awards be issue …… 此处隐藏：3236字，全部文档内容请下载后查看。喜欢就下载吧 ……