薪酬管理-海氏薪酬标杆英文 精品002
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企业薪酬管理培训资料
Agenda
• Introductions
• Project Objectives • Project Steps • Project Timeline • Q&A • Position Information Questionnaire Addendum
About the Hay Group
• 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.
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:
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.
• Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies.
New Jersey Institute of Technology Expertise
Step 2: Conduct Interviews
Interviews will be conducted withHale Waihona Puke Baiduthe 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
New Jersey Institute of Technology Position Information Questionnaire
• Managers will review, comment on and approve the completed questionnaires.
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.
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.
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:
• Global Human Resources Management Consulting Firm
• 2,000 Employees Worldwide • 9,000 Clients in Various Industries • Partners with Clients to Implement Human Resources
• 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:
Agenda
• Introductions
• Project Objectives • Project Steps • Project Timeline • Q&A • Position Information Questionnaire Addendum
About the Hay Group
• 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.
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:
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.
• Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies.
New Jersey Institute of Technology Expertise
Step 2: Conduct Interviews
Interviews will be conducted withHale Waihona Puke Baiduthe 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
New Jersey Institute of Technology Position Information Questionnaire
• Managers will review, comment on and approve the completed questionnaires.
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.
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.
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:
• Global Human Resources Management Consulting Firm
• 2,000 Employees Worldwide • 9,000 Clients in Various Industries • Partners with Clients to Implement Human Resources
• 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: