合益HayGroup海氏薪酬标杆
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Internal consistency of pay levels can be assessed by matching dollars to points:
Base Salary Practice Internal Equity Assessment
$
Points
Step 5: Conduct Market Pricing Analysis
New Jersey Institute of Technology Position Information Questionnaire
• Managers will review, comment on and approve the completed questionnaires.
Step 3: Evaluate Jobs
Know-How - the sum total of knowledge, however acquired, necessary for competent job performance:
• Technical Know-How • Managerial Know-How • Human Relations Skills
• An objective process is applied to all jobs
• Evaluations are consistent with external references and standards
Step 3: Evaluate Jobs (Cont’d)
Quality Control….
• Provides means to assess pay across different market/functions
• Evaluates jobs and not people
• Not based on performance, title, writing skills or current salary
Step 2: Conduct Interviews
Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s:
• Mission and Strategies • Job Roles and Challenges • Compensation Philosophy and Issues • Current Pay Structures and Processes
• Thinking Environment
• Thinking Challenge
Step 3: Evaluate Jobs (Cont’d)
Accountability - the latitude to take action and commit resources and the measured effect of the job on the organization:
合益HayGroup海氏薪 酬标杆
2021年7月8日星期四
About the Hay Group
• Global Human Resources Management Consulting Firm
• 2,000 Employees Worldwide • 9,000 Clients in Various Industries • Partners with Clients to Implement Human Resources
• Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies.
New Jersey Institute of Technology Expertise
J. D oe
F I3 3 0 4
E 3 (3 8 ) 1 1 5
E3C 152
571
S . S m ith
E I3 2 3 0
D 3 (3 3 ) 7 6
D 2P 115
421
B . B ro w n
E I2 2 3 0
D 3 (3 3 ) 7 6
D 2C 76
382
Step 4: Conduct Internal Equity Analysis
I:/GKN0524.ppt
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:
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.
P o s tio n
M anager S u p e rv is o r S y s te m s S p e c ia lis t
P ro b u m b e n t K n o w -H o w S o lv in g A c c o u n ta b ility P o in ts
Project Objectives
Benchmark sample of 80 positions (both aligned and non-aligned) selected to encompass a representative sample of titles and job levels in the following functional areas:
Step 3: Evaluate Jobs (Cont’d)
Hay’s Methodology is the most widely used process in the world:
• Measures jobs to reflect their relative weight in the organization
Njit’s pay levels will then be compared to appropriate competitive markets e.G., Regional companies, education sector, not for profits...
• Finance and Budget • North Jersey Transportation Planning Authority • Information Technology
Project Objectives
Recommend modifications to the design of the current program to ensure that pay structure:
Step 3: Evaluate Jobs (Cont’d)
Hay’s Job Evaluation Methodology values all jobs against three factors:
• Know-How • Problem Solving • Accountability
Step 3: Evaluate Jobs (Cont’d)
• Human Resources
NJIT currently uses a job measurement approach that is similar to Hay’s methodology.
Step 3: Evaluate Jobs (Cont’d)
A subset of the Committee will work with Hay to evaluate the benchmark positions over a four day period. Hay’s facilitation will ensure:
NJIT’s current classification program has not been formally reviewed in a number of years…concerns have developed about: comparability of roles and job value across the organization, turnover in certain areas, and the increasing complexity of work.
Step 3: Evaluate Jobs (Cont’d)
Problem Solving - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions:
Strategies which Align with Business Objectives • Leader in Compensation Assessment and Design
Project Objectives
Assess New Jersey Institute of Technology’s current position classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.
• Reflects job value and contribution in a consistent methodology
• Achieves desired and appropriately competitive market targets
Note: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.
Hay will train a committee comprised of NJIT employees in Hay’s proprietary job measurement methodology. Committee members will include senior management and select representatives from:
• Freedom to Act
• Impact on End Results
• Magnitude (Monetary Value of Impact)
Step 3: Evaluate Jobs (Cont’d)
The result of the job evaluation process is a ranking of positions from top to bottom:
The Committee’s evaluations will then be reviewed with the Division Heads to ensure that the relative importance of jobs has accurately been reflected.
Base Salary Practice Internal Equity Assessment
$
Points
Step 5: Conduct Market Pricing Analysis
New Jersey Institute of Technology Position Information Questionnaire
• Managers will review, comment on and approve the completed questionnaires.
Step 3: Evaluate Jobs
Know-How - the sum total of knowledge, however acquired, necessary for competent job performance:
• Technical Know-How • Managerial Know-How • Human Relations Skills
• An objective process is applied to all jobs
• Evaluations are consistent with external references and standards
Step 3: Evaluate Jobs (Cont’d)
Quality Control….
• Provides means to assess pay across different market/functions
• Evaluates jobs and not people
• Not based on performance, title, writing skills or current salary
Step 2: Conduct Interviews
Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s:
• Mission and Strategies • Job Roles and Challenges • Compensation Philosophy and Issues • Current Pay Structures and Processes
• Thinking Environment
• Thinking Challenge
Step 3: Evaluate Jobs (Cont’d)
Accountability - the latitude to take action and commit resources and the measured effect of the job on the organization:
合益HayGroup海氏薪 酬标杆
2021年7月8日星期四
About the Hay Group
• Global Human Resources Management Consulting Firm
• 2,000 Employees Worldwide • 9,000 Clients in Various Industries • Partners with Clients to Implement Human Resources
• Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies.
New Jersey Institute of Technology Expertise
J. D oe
F I3 3 0 4
E 3 (3 8 ) 1 1 5
E3C 152
571
S . S m ith
E I3 2 3 0
D 3 (3 3 ) 7 6
D 2P 115
421
B . B ro w n
E I2 2 3 0
D 3 (3 3 ) 7 6
D 2C 76
382
Step 4: Conduct Internal Equity Analysis
I:/GKN0524.ppt
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:
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.
P o s tio n
M anager S u p e rv is o r S y s te m s S p e c ia lis t
P ro b u m b e n t K n o w -H o w S o lv in g A c c o u n ta b ility P o in ts
Project Objectives
Benchmark sample of 80 positions (both aligned and non-aligned) selected to encompass a representative sample of titles and job levels in the following functional areas:
Step 3: Evaluate Jobs (Cont’d)
Hay’s Methodology is the most widely used process in the world:
• Measures jobs to reflect their relative weight in the organization
Njit’s pay levels will then be compared to appropriate competitive markets e.G., Regional companies, education sector, not for profits...
• Finance and Budget • North Jersey Transportation Planning Authority • Information Technology
Project Objectives
Recommend modifications to the design of the current program to ensure that pay structure:
Step 3: Evaluate Jobs (Cont’d)
Hay’s Job Evaluation Methodology values all jobs against three factors:
• Know-How • Problem Solving • Accountability
Step 3: Evaluate Jobs (Cont’d)
• Human Resources
NJIT currently uses a job measurement approach that is similar to Hay’s methodology.
Step 3: Evaluate Jobs (Cont’d)
A subset of the Committee will work with Hay to evaluate the benchmark positions over a four day period. Hay’s facilitation will ensure:
NJIT’s current classification program has not been formally reviewed in a number of years…concerns have developed about: comparability of roles and job value across the organization, turnover in certain areas, and the increasing complexity of work.
Step 3: Evaluate Jobs (Cont’d)
Problem Solving - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions:
Strategies which Align with Business Objectives • Leader in Compensation Assessment and Design
Project Objectives
Assess New Jersey Institute of Technology’s current position classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.
• Reflects job value and contribution in a consistent methodology
• Achieves desired and appropriately competitive market targets
Note: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.
Hay will train a committee comprised of NJIT employees in Hay’s proprietary job measurement methodology. Committee members will include senior management and select representatives from:
• Freedom to Act
• Impact on End Results
• Magnitude (Monetary Value of Impact)
Step 3: Evaluate Jobs (Cont’d)
The result of the job evaluation process is a ranking of positions from top to bottom:
The Committee’s evaluations will then be reviewed with the Division Heads to ensure that the relative importance of jobs has accurately been reflected.