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20047July2004MercerHumanResourceConsulting“©2003,MercerHumanResourceConsultingLLCJuly2004MercerHumanResourceConsultingJuly2004MercerHumanResourceConsulting36%...HR16%CFOSource:2002,CFOResearch/MercerstudyJuly2004MercerHumanResourceConsultingAustraliaAsiaEuropeLatinAmericaCanadaUS7%13%62%9%75%9%14%76%11%9%50%8%25%7%9%75%74%12%进开Source:TransformingHRforBusinessSuccess,MercerHumanResourceConsulting,2003July2004MercerHumanResourceConsulting……DDDJuly2004MercerHumanResourceConsultingCBMcanhelpyouonthefollowingaspects:-ImprovedunderstandingofinternalHRMsystemsanditseffectiveness-AnexternalperspectiveleadingtotheestablishmentofmorerelevantHRMgoals-Becomingawareofindustrybestpractices-BecomingmorecompetitiveinthemarketplaceOverviewJuly2004MercerHumanResourceConsultingOverview33keyHRbenchmarksacross7categories:733–Staffingratios–Humanresourcesbudgets–Salarycostsandprofitratios–Training–Employeeturnover–Sickleave–OvertimeandrecruitmentJuly2004MercerHumanResourceConsulting33Benchmarks-I33HRstaffasapercentageoftotalstaffPayrollstaffasapercentageoftotalstaffTrainingstaffasapercentageoftotalstaffFinancestaffasapercentageoftotalstaffITstaffasapercentageoftotalstaffMarketingstaffasapercentageoftotalstaffSalesstaffasapercentageoftotalstaffTrainingexpenditureperemployeePercentageofemployeesprovidedwithtrainingTrainingexpenditureasapercentageofbasesalarycostsAnnualtraininghoursperemployeeVoluntarystaffturnoverInvoluntarystaffturnoverTotalstaffturnoverSickleavedaysperemployeeSickleaverateJuly2004MercerHumanResourceConsultingHRbudgetperemployeeHRbudgetasapercentageofsalesturnoverPayrollfunctionbudgetperemployeePayrollbudgetasapercentageofrevenueHoursovertime-officestaffHoursovertime-factorystaffDaystofillclericalvacancyDaystofillprofessionalvacancyDaystofillmiddlemanagementvacancyDaystofillseniormanagementvacancyRecruitmentcost–clerical/secretarialstaffRecruitmentcost–professionalstaffRecruitmentcost–middlemanagementRecruitmentcost–seniormanagementBasesalarycostsperemployeeEmployeebenefitsasapercentageofbasesalarycostsProfitperemployee33Benchmarks-II33––////July2004MercerHumanResourceConsultingHRStaffas%ofTotalStaff0.001.002.003.004.00JPHKAUSGTHVT%HRStaffJuly2004MercerHumanResourceConsultingEmployeebenefitsas%ofbasesalary010203040506070JPHKAUSGTHVTEmployeeBenefits(%)July2004MercerHumanResourceConsulting1.272857CaseStudy-linkingbusinesstoHRM-July2004MercerHumanResourceConsulting?July2004MercerHumanResourceConsulting23%14%28%16%9%11%12%25%24%21%0%5%10%15%20%25%30%14.9%23.2%July2004MercerHumanResourceConsulting,July2004MercerHumanResourceConsulting,///July2004MercerHumanResourceConsulting//July2004MercerHumanResourceConsulting3PJuly2004MercerHumanResourceConsulting3PJuly2004MercerHumanResourceConsulting//July2004MercerHumanResourceConsulting/July2004MercerHumanResourceConsulting//July2004MercerHumanResourceConsulting2售()()()()()()()ABCDABCDABCDABCDJuly2004MercerHumanResourceConsulting()July2004MercerHumanResourceConsulting()July2004MercerHumanResourceConsultingCutmetaltosizeShapesMetalJoinsmetalsectionsbyweldingPaints/enamelsAssemblesfinishedproductsDeliversproductstocustomerSheetMetalShopPressShopFabricationShopFinishingShopAssemblyShopDespatchMostwhitewaremanufacturersusethissplitintheirmanufacturingdivisions()July2004MercerHumanResourceConsulting--MIS//July2004MercerHumanResourceConsulting-July2004MercerHumanResourceConsulting/July2004MercerHumanResourceConsulting4.1.2.3.July2004MercerHumanResourceConsultingJuly2004MercerHumanResourceConsultingJuly2004MercerHumanResourceConsultingARPCIA-V(Approval-Veto)R(responsibility):PParticipateC(Consultation)I(Inform)July2004MercerHumanResourceConsultingARCPIRPA-VRARCPIJuly2004MercerHumanResourceConsultingJuly2004MercerHumanResourceConsultingExpectedroleCommunicationCommitmentMotivationPerceivedroleFulfilledroleAcceptedrolePerformanceCompensationAdaptationStrategyOrganizationCompetitionPerformancecontractPositionclarificationEffectivenessSuccessFixedVariableTheRolesMercerHumanResourceConsultingThePositionistheSmallestUnitofanOrganizationOrganizationDivision/Unit/AreasofResponsibilityDepartment/Unit/StructureFunction/RolesPositionPositionPosition…Assuch,itsexistence,natureanddefinitiondependonthecompany’sbusinessstrategyFunctionJuly2004MercerHumanResourceConsultingPOSITIONHOLDERVIEWOFPOSITIONSUPERVISORVIEWOFPOSITIONPositionClarificationCommitment-对岗July2004MercerHumanResourceConsultingPOSITIONHOLDERVIEWOFPOSITIONSUPERVISORVIEWOFPOSITIONPositionClarificationCommitment岗说书认July2004MercerHumanResourceConsultingABasicToolofHumanResourcesManagementAllocationofresponsibilitiesRoleclarificationObjectivessettingPerformancecontractPositionevaluationCompensationstructurePositionrequirementsIncumbentprofile}}}}OrganizationTrainingPromotionRewardRecruitmentPerformanceManagementJuly2004MercerHumanResourceConsultingPositionDateAREASOFRESPONSIBILITYMEASUREMENTCRITERIAHeadingsRankingQuantitativeINORDERTO,whatresultsQualitative1234567PersonIDENTITYDateOrganizationUnitPositionPersonApprovalSupervisor’spositio