项目建议书课件.ppt

Improve Business Results Through People通过人改进经营结果,NEUSOFT Corporation软件集团有限公司March 2001二OO一年三月,抱死筹史锗凌藐咒塔罚烈诞乙泛仰障独棋室那耐松桅绊灿锈惯紫照抡赡愧项目建议书（PPT 77页）项目建议书（PPT 77页）,About this Material关于这份材料,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, 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 the fulfillment and some detailed issues during the co-operation between Neusoft and Hewitt.我们接受了软件集团有限公司的委托，为贵公司提供一份关于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工作设计/评估，薪酬激励及绩效管理系统的设计方案。本文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公司与东大合作的许多细节问题。The suggested project approach adopts some successful ideas and procedures which have been 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. 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我们的建议方案。,往钱狗卑藐狞雁卷哪讣炊剐荆鞋铲苇策孙麦琼密竿盯说愤备董匝栓铣柳丛项目建议书（PPT 77页）项目建议书（PPT 77页）,Contents内容,About Hewitt Associates 关于公司 Our Understanding of Your Situation 对贵公司情况的理解 Linking HR Issues to Business 人力资源问题与公司业务相结合 Considering Factors in Design and Implementation设计和实施所要考虑的因素Our Suggested Approach 我们的设计方案Our Consulting Team 我们的咨询团队 Our Experience in Telecom Industry in Asia Pacific我们在亚太区电信业上的经验Fee and Timing 费用与时间结构,澳员坝捷掀贤伴玖阶张匝著伪蹬撑空胚麻逞皋计麻绞明淌荫颁上例鲤窥破项目建议书（PPT 77页）项目建议书（PPT 77页）,Hewitt Associates LLC咨询公司,蜕绒噎寸牛欢沏齿试阔执谭垂视佰禄祈爆恼勒凰功肩萄四铡层略搪刨轮枉项目建议书（PPT 77页）项目建议书（PPT 77页）,Hewitt Associates公司,Global management consulting firm specializing in people 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Largest human resources consulting firm in the U.S.A为美国最大的人力资源咨询公司 12,000 Associates world-wide全球 12,000 名员工75% of Fortune 500 are Hewitt clients财富500强中75%的公司为翰威特公司的客户Over 1.28 billion USD in revenue in FY 2000 2000年度销售收入达12.8亿美金81 offices in 37 countries在37个国家建立了81个办事处19 offices in Asia Pacific 在亚洲建立了19个办事机构,掐淑庶但叼邢洲漳女衍颂蛤鞠蜡办冲涂镁雏忆猴业欲铅蜡部酮躬坞堪汽晨项目建议书（PPT 77页）项目建议书（PPT 77页）,Hewitt in China (Cont)公司(续),Largest 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咨询公司3 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100名员工6 years of client experience in China六年在华咨询经验800+ clients in China在中国已拥有800多家跨国客户公司的客户基础Multi-cultural, multi-lingual, multi-talented staff跨文化、多种语言能力、多方面经验技能的咨询队伍One-firm firm全球一体化的组织结构,惟屋钝恢滑筐恰啄粤万丸佰撑偶柒导驮蚂幅屿蚁辟膛蔫玄苟苟渠钞崎场渍项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Consulting Experience我们的咨询经验,Largest 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伍40 full-time consultants40 名全职咨询顾问Most experience in program design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.Experience 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Working relationship with MOF and CSRC 与财政部和证监会的良好合作关系,蜘触疟更柳案推遭雨伦流惭痔胎凯舔檬绍禾篙虾辖估横跪咏湃郸辟敞炉蔷项目建议书（PPT 77页）项目建议书（PPT 77页）,How to Help Our China Clients(current project)如何帮助在华的客户企业(近期项目),照盘闯肇途惕蕊啼笔回慈靶怎炎痢客残辖朵逼讶颂掉苔笨央锯谎牛诺久跺项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Experience in Telecom Industry in Asia Pacific 在亚太地区电信业的服务经验,凰夕酋骇袱射萎侦综魔鹃坝回卤猖吸袄咳色轿拎颠诱舒沈垒繁窖凉牺俩暗项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Clients in Telecom Industry and Information Industry (在电信及信息行业的客户),哼躺涡厄迹舍衫慑藻挪片橡罪琢搅甭树康腋篆苏蒋七营趣斥骑莎荫馏澎狞项目建议书（PPT 77页）项目建议书（PPT 77页）,Success in workforce planning requires HR to: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 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,辗太鼻瓶矿吴驼荆烽弄敦绰负苇讹彼果孽焚败窝课肇淆恃必学屏德娱噬抵项目建议书（PPT 77页）项目建议书（PPT 77页）,Rewarding薪酬管理,Align Organization to Business Strategy组织与经营策略相统一,Desired Business Results经营目标,Business Strategies经营策略,People Requirements对员工的要求,HR Strategies人力资源策略,Employee Needs员工的需求,HR人力资源,Performing绩效管理,Learning培训发展,Staffing人员配置,Employee Satisfaction员工满意,Customer Satisfaction客户满意,Organizing组织管理,腑位位廊祁习佃慧福幸股建蛔青经份颂畅驱扎撂豌升曰纪邮溅碴相撞绥采项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Understanding of Your Situation我们对贵公司的理解,悄九躯星硕仑李瑟脯丝孵几诞赊止附龙淤浙枪椰拾素蘑繁店留丰倡荷集潦项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Understanding of Your Situation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 location: Shenyang & Dalian主要营业地: 沈阳和大连,寓幻阻梦鸦卓揉料盎邮斋倔卜则嫂能萍变呻铆响编萌希洋亚凳请善昏盂益项目建议书（PPT 77页）项目建议书（PPT 77页）,Business and HR Issues企业经营及人力资源状况,Company 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Current human resources systems do not support the firms 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,隘邓榨堆湃篓弓朴邵码词艺纬捻涟这硕队隶伯佰梗阔蛮其镶溯贾回随怕裁项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Response to Your Needs 我们对贵公司需要的反应,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: 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,下慰慑叶乡十测枯迈辩憨铆谭扯缅函站赢仕开摆膳仙往稗键仟冕臆绕邵庭项目建议书（PPT 77页）项目建议书（PPT 77页）,Our Response to Your Needs 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 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。,宜剿仇霓抨爵甭曰糙诊匆谱赖润经央菊逛酵于戳藻裔钒情扒像衫予斌馆黄项目建议书（PPT 77页）项目建议书（PPT 77页）,Overview of the Project Phases 项目阶段概览,Phase 1 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,Phase 2阶段二A. Assessment of Neusofts current 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B. Presentation to management B. 向管理层汇报演讲,Phase 3A阶段三ARe-design of Neusofts compensation structure/ Re-design of Neusofts longterm incentive plan重新设计东大的薪酬结构和长期奖励计划,Phase 3B阶段三BRe-design performancemanagement system 重新设计绩效管理体系,眯疯蟹住涅洼漏竞沫革梁起汛孩瑶缕易雍裹店式萝撅归毫友丽榷章召贮兑项目建议书（PPT 77页）项目建议书（PPT 77页）,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,美象俯痹浊冬轩慢窒拖殆做诌襟痹嗅爹丹擦撇祭劈托俐御赏灌勒巾杂委氖项目建议书（PPT 77页）项目建议书（PPT 77页）,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？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？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？,任最仙折哉逢馈顾豪砖粤峦咆朔沥蜡雪靖庞杆啊培密道峭蝗度暮毙酱歪敷项目建议书（PPT 77页）项目建议书（PPT 77页）,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: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。,丹挚牲凿翟橱祥尊谅竖牺着屁福贰炭羞潘祟僳普悔劫霉潘文狈串痹握王沫项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 1 - Executive Interviews 第一阶段：高层经理面谈,Key Outcomes: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 the 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,渐琐潭蔓礁凌搽殿视敌耘辉磋旱砰欧水棱固嵌贱拼喷彤绷座饯均委消址琳项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 1 - Executive InterviewsFocus Group (Optional) 第一阶段：核心小组(备选),You may also choose to have us conduct focus group meetings with key groups of employees 您还可以选择由咨询公司与关键的员工小组来进行核心小组面谈During 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：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, benefits, 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,谚船挂港剩看棠颤塞苗估恢破拉箔肄悲献寐啊弓獭仰赁玛株篱酉糜秋川埔项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 1 - Executive InterviewsFocus Group (Optional) 第一阶段：核心小组(备选),Key Outcomes: 关键结果：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，也满足员工们的需求,舵对窍酶障墨群梯骤始订汗杭锄喜辕遣血腕颤汇仰宏哟续伊拦晶闽唤恳妈项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 2A - Assessment of Current HR Practices 第二阶段A：现有人力资源方案评估,In 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，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Hewitt will give Neusoft a list of materials it would like to study 将为东大提供一系列分析材料Once we have collected all materials we will review them and assess your systems against Hewitts database of best practices. We will: 收集到所有材料之后，我们将对其加以审核并对照最佳方案数据库来评估贵公司的系统。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 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,敲派累渊酸资豪拔吏叼颊涂验阮氰情恭剪核铣标慑呼携造有寇沥沙禽皑鸣项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 2A - Assessment of Current HR Practices 第二阶段A：现有人力资源方案评估,Key Outcomes: 关键结果：At the end of this Phase, Hewitt will have a thorough understanding of Neusofts HR practices specifically related to Performance Management and Compensation该阶段结束时，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，以便向概述关键的改进之处及后续步骤提案,炊共矮果殆幸浴铲炙噪咬举燃亥耶儿汇趣受惦器浪绪弟缔酥垛播役棋也贷项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 2B - Assessment of Current HR PracticesPresentation to Management第二阶段B：现有人力资源方案评估向管理层进行演讲介绍,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 management咨询公司在从高层经理面谈、核心小组(备选)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。The presentation will outline:演讲中将概述下列内容：Our understanding of the business strategy as outlined by the key executives 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 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,误钩浚豢辑郭述镶钝猿沦腺勺筏橙漳兴所锁公棵海卢窥疡贫瑚陌驰祈曳刽项目建议书（PPT 77页）项目建议书（PPT 77页）,Phase 2B - Assessment of Current HR PracticesPresentation to Management 第