人力资源诊断报告模版
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— 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
人力资源诊断报告模版
2021/7/9
About this Material 关于这份材料
❖ In response to “Neusoft” invitation, AAAAprovide 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.
Desired Business Results 经营目标
Business Strategies 经营策略
People Requirements 对员工的要求
Employee Needs 员工的需求
Employee Satisfaction 员工满意
HR Strategies 人力资源策略
薪酬管理
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XXX有
限公司有一定的价值。因此我们在附录中也包括了有关这两方面的建议。实 际上，AA咨询公司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。
Overview of the Project Phases 项目阶段概览
— 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
Learning 培训发展
Staffing 人员配置
Organizing
HR
组织管理
人力
资源
Performing 绩效管理
Our Understanding of Your Situation 我们对贵公司的理解
Our Understanding of Your Situation 我们对贵公司情况的理解
❖ 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
— 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
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 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
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, AAAAadvocates 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.
— 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
❖ 我们接受了XXX有限公司的委托，为贵公司提供一份关于AA咨询公司将如 何帮助制定一个世界标准的人力资源管理系统，尤其是XXX有限公司特别
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AA咨询公司与XXX有限公 司合作的许多细节问题。
❖ 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
Linking People Strategy to Business Strategy 将人力资源战略与企业经营战略相联系
❖ 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
— Number of employees: OverXXX 员工人数: XXX余人
— Registed Capital:XXXRMB 注册资本：XXX亿元
— Main line of business: 经营范围: ▪ Products or services: XXX 产品或服务: XXX ▪ Operation location: XXX 主要营业地: XXX
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AA咨询公司的初步建议，有关为了解决相关问题 我们将如何与XXX有限公司进行合作。我们的建议方案包括以下三个主要阶 段：
— 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
Align Organization to Business Strategy 组织与经营策略相统一
Customer Satisfaction 客户满意
❖ 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.
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
❖ 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
业上的经验 ❖ Fee and Timing 费用与时间结构
AA咨询公司
AAAAAssociates AA咨询公司
❖ 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
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。
Contents 内容
❖ About AAAAAssociates 关于AA咨询公司 ❖ 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
— Define best organization structure to support business strategy 设计最佳组织结构来支持经营战略
人力资源诊断报告模版
2021/7/9
About this Material 关于这份材料
❖ In response to “Neusoft” invitation, AAAAprovide 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.
Desired Business Results 经营目标
Business Strategies 经营策略
People Requirements 对员工的要求
Employee Needs 员工的需求
Employee Satisfaction 员工满意
HR Strategies 人力资源策略
薪酬管理
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XXX有
限公司有一定的价值。因此我们在附录中也包括了有关这两方面的建议。实 际上，AA咨询公司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。
Overview of the Project Phases 项目阶段概览
— 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
Learning 培训发展
Staffing 人员配置
Organizing
HR
组织管理
人力
资源
Performing 绩效管理
Our Understanding of Your Situation 我们对贵公司的理解
Our Understanding of Your Situation 我们对贵公司情况的理解
❖ 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
— 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
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 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
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, AAAAadvocates 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.
— 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
❖ 我们接受了XXX有限公司的委托，为贵公司提供一份关于AA咨询公司将如 何帮助制定一个世界标准的人力资源管理系统，尤其是XXX有限公司特别
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AA咨询公司与XXX有限公 司合作的许多细节问题。
❖ 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
Linking People Strategy to Business Strategy 将人力资源战略与企业经营战略相联系
❖ 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
— Number of employees: OverXXX 员工人数: XXX余人
— Registed Capital:XXXRMB 注册资本：XXX亿元
— Main line of business: 经营范围: ▪ Products or services: XXX 产品或服务: XXX ▪ Operation location: XXX 主要营业地: XXX
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AA咨询公司的初步建议，有关为了解决相关问题 我们将如何与XXX有限公司进行合作。我们的建议方案包括以下三个主要阶 段：
— 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
Align Organization to Business Strategy 组织与经营策略相统一
Customer Satisfaction 客户满意
❖ 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.
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
❖ 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
业上的经验 ❖ Fee and Timing 费用与时间结构
AA咨询公司
AAAAAssociates AA咨询公司
❖ 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
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。
Contents 内容
❖ About AAAAAssociates 关于AA咨询公司 ❖ 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