海氏薪酬标杆（英文PPT 23页）

1Agenda•Introductions•ProjectObjectives•ProjectSteps•ProjectTimeline•Q&A•PositionInformationQuestionnaireAddendum2AbouttheHayGroup•GlobalHumanResourcesManagementConsultingFirm•2,000EmployeesWorldwide•9,000ClientsinVariousIndustries•PartnerswithClientstoImplementHumanResourcesStrategieswhichAlignwithBusinessObjectives•LeaderinCompensationAssessmentandDesign3ProjectObjectivesAssessNewJerseyInstituteofTechnology’scurrentpositionclassificationprogramandmakerecommendationstoensurethatitenablespayinanequitableandcompetitivemanner.NJIT’scurrentclassificationprogramhasnotbeenformallyreviewedinanumberofyears…concernshavedevelopedabout:comparabilityofrolesandjobvalueacrosstheorganization,turnoverincertainareas,andtheincreasingcomplexityofwork.4ProjectObjectivesBenchmarksampleof80positions(bothalignedandnon-aligned)selectedtoencompassarepresentativesampleoftitlesandjoblevelsinthefollowingfunctionalareas:•FinanceandBudget•NorthJerseyTransportationPlanningAuthority•InformationTechnology5ProjectObjectivesRecommendmodificationstothedesignofthecurrentprogramtoensurethatpaystructure:•Reflectsjobvalueandcontributioninaconsistentmethodology•AchievesdesiredandappropriatelycompetitivemarkettargetsNote:Therewillbenoreductionsinpayasadirectresultofthisstudynordoweanticipatewholesaleincreasesincompensationlevels.6Step1:ConductEmployeeOrientationSessionsTwosessionstofamiliarizeNJITemployeeswiththeobjectivesandstepsintheprocess,answerquestionsanddistributepositioninformationquestionnaires.7I:/GKN0524.pptStep2:ConductInterviewsInterviewswillbeconductedwiththedefinedareaDivisionHeadsandHumanResourcestounderstandNJIT’s:•MissionandStrategies•JobRolesandChallenges•CompensationPhilosophyandIssues•CurrentPayStructuresandProcesses8Step2:ReviewandUpdateJobDocumentationClassificationandcorrespondingcompensationparametersshouldbelinkedtojobcontent-inordertofairly“size”thebenchmarkpositionsatNJIT:•Employeeswillcompleteapositioninformationquestionnairetoprovidecurrentinformationonjobaccountabilities,requirementsandcompetencies.•Managerswillreview,commentonandapprovethecompletedquestionnaires.NewJerseyInstituteofTechnologyExpertiseNewJerseyInstituteofTechnologyPositionInformationQuestionnaire9Step3:EvaluateJobsHaywilltrainacommitteecomprisedofNJITemployeesinHay’sproprietaryjobmeasurementmethodology.Committeememberswillincludeseniormanagementandselectrepresentativesfrom:•HumanResourcesNJITcurrentlyusesajobmeasurementapproachthatissimilartoHay’smethodology.10Step3:EvaluateJobs(Cont’d)AsubsetoftheCommitteewillworkwithHaytoevaluatethebenchmarkpositionsoverafourdayperiod.Hay’sfacilitationwillensure:•Anobjectiveprocessisappliedtoalljobs•Evaluationsareconsistentwithexternalreferencesandstandards11Step3:EvaluateJobs(Cont’d)QualityControl….TheCommittee’sevaluationswillthenbereviewedwiththeDivisionHeadstoensurethattherelativeimportanceofjobshasaccuratelybeenreflected.12Step3:EvaluateJobs(Cont’d)Hay’sMethodologyisthemostwidelyusedprocessintheworld:•Measuresjobstoreflecttheirrelativeweightintheorganization•Providesmeanstoassesspayacrossdifferentmarket/functions•Evaluatesjobsandnotpeople•Notbasedonperformance,title,writingskillsorcurrentsalary13Hay’sJobEvaluationMethodologyvaluesalljobsagainstthreefactors:•Know-How•ProblemSolving•AccountabilityStep3:EvaluateJobs(Cont’d)14Know-How-thesumtotalofknowledge,howeveracquired,necessaryforcompetentjobperformance:•TechnicalKnow-How•ManagerialKnow-How•HumanRelationsSkillsStep3:EvaluateJobs(Cont’d)15ProblemSolving-theamountoforiginal,“self”starting”thinkingrequiredtoanalyze,evaluate,createandmakeconclusions:•ThinkingEnvironment•ThinkingChallengeStep3:EvaluateJobs(Cont’d)16Accountability-thelatitudetotakeactionandcommitresourcesandthemeasuredeffectofthejobontheorganization:•FreedomtoAct•ImpactonEndResults•Magnitude(MonetaryValueofImpact)Step3:EvaluateJobs(Cont’d)17Theresultofthejobevaluationprocessisarankingofpositionsfromtoptobottom:Step3:EvaluateJobs(Cont’d)ProblemTotalPostionIncumbentKnow-HowSolvingAccountabilityPointsManagerJ.DoeFI3304E3(38)115E3C152571SupervisorS.SmithEI3230D3(33)76D2P115421SystemsSpecialistB.BrownEI2230D3(33)76D2C7638218Step4:ConductInternalEquityAnalysisInternalconsistencyofpaylevelscanbeassessedbymatchingdollarstopoints:BaseSalaryPracticeInternalEquityAssessment$Points19Step5:ConductMarketPricingAnalysisNjit’spaylevelswillthenbecomparedtoappropriatecompetitivemarketse.G.,Regionalcompanies,educationsector,notforprofits...AnnualDollars(000’s)ClientPoints140120100806040200024048072096090thPercentile75thPercentileABCPayPracticeAverage25thPercentile10thPercentile20HaywillprepareafinalreportoffindingsandrecommendationsforNJITExecutivesandHumanResourcesthatwillcover:•Assessmentofinternalequity•Resultsofmarketpricinganalysis•Adjustmentstoclassificationand/orcompensationstructure•Costofimplementingchanges•ImpactofchangesoncurrentprocessesandbargainingagreementsHaywillreviewtheresultsofthestudywithNJITHumanResourcesandDivisionHeadsfromtheBenchmarkgroups.Step6:PresentReport21OnceNJIThashadtheopportunitytorev