hay group 薪酬标杆.ppt
Agenda,IntroductionsProject ObjectivesProject StepsProject TimelineQ&APosition Information Questionnaire Addendum,About the Hay Group,Global Human Resources Management Consulting Firm2,000 Employees Worldwide9,000 Clients in Various IndustriesPartners with Clients to Implement Human Resources Strategies which Align with Business ObjectivesLeader in Compensation Assessment and Design,Project Objectives,Assess New Jersey Institute of Technologys currentposition classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.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 Objectives,Benchmark sample of 80 positions(both 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,Project Objectives,Recommend modifications to the design of the current program 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.,Step 1:Conduct Employee Orientation Sessions,Two sessions to familiarize NJIT employees with the objectives and steps in the process,answer questions and distribute position information questionnaires.,I:/GKN0524.ppt,Step 2:Conduct Interviews,Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJITs:Mission and StrategiesJob Roles and ChallengesCompensation Philosophy and IssuesCurrent Pay Structures and Processes,Step 2:Review and Update Job Documentation,Classification and corresponding compensation parameters should be linked to 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.,Step 3:Evaluate Jobs,Hay will train a committee comprised of NJIT employees in Hays proprietary job measurement methodology.Committeemembers will include senior management and selectrepresentatives from:Human ResourcesNJIT 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 consistent with external references and standards,Step 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 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 current salary,Hays Job Evaluation Methodology values all jobsagainst 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 Skills,Step 3:Evaluate Jobs(Contd),Problem Solving-the amount of original,“self”starting”thinking required to analyze,evaluate,create and make conclusions:Thinking EnvironmentThinking Challenge,Step 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 ActImpact 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 Analysis,Internal consistency of pay levels can be assessed by matching dollars to points:,Base Salary Practice Internal Equity Assessment,Step 5:Conduct Market Pricing Analysis,Njits pay levels will then be compared to appropriate competitive markets e.G.,Regional companies,education sector,not for profits.,Annual Dollars(000s),Client Points,90th Percentile,75th Percentile,ABC Pay Practice,Average,25th Percentile,10th Percentile,Hay 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 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,Once NJIT has had the opportunity to review Hays report,NJIT will present a summary of the findings and recommendations to all employees involved/impacted by the study.,Step 7:Provide Feedback to Employees,Project Timeline,Project milestonesConduct employee orientationConduct interviewsEmployees complete questionnaire and send to supervisorSupervisors review questionnaires,revise and send to NJIT Human ResourcesTrain committeeEvaluate benchmarks with committeeConduct compensation analysesPresent findings and recommendationsFeedback to employees,Completed ByDecember 10thDecember 18thDecember 24thJanuary 2ndMid/late JanuaryLate JanuaryFebruaryFebruary/MarchMarch,Benchmark Review of Compensation Employee OrientationDecember 10,2001,
