薪酬标杆.ppt

agenda introductions projectobjectives projectsteps projecttimeline q a positioninformationquestionnaireaddendum aboutthehaygroup globalhumanresourcesmanagementconsultingfirm 2 000employeesworldwide 9 000clientsinvariousindustries partnerswithclientstoimplementhumanresourcesstrategieswhichalignwithbusinessobjectives leaderincompensationassessmentanddesign projectobjectives assessnewjerseyinstituteoftechnology scurrentpositionclassificationprogramandmakerecommendationstoensurethatitenablespayinanequitableandcompetitivemanner njit scurrentclassificationprogramhasnotbeenformallyreviewedinanumberofyears concernshavedevelopedabout comparabilityofrolesandjobvalueacrosstheorganization turnoverincertainareas andtheincreasingcomplexityofwork projectobjectives benchmarksampleof80positions bothalignedandnon aligned selectedtoencompassarepresentativesampleoftitlesandjoblevelsinthefollowingfunctionalareas financeandbudgetnorthjerseytransportationplanningauthorityinformationtechnology projectobjectives recommendmodificationstothedesignofthecurrentprogramtoensurethatpaystructure reflectsjobvalueandcontributioninaconsistentmethodologyachievesdesiredandappropriatelycompetitivemarkettargetsnote therewillbenoreductionsinpayasadirectresultofthisstudynordoweanticipatewholesaleincreasesincompensationlevels step1 conductemployeeorientationsessions twosessionstofamiliarizenjitemployeeswiththeobjectivesandstepsintheprocess answerquestionsanddistributepositioninformationquestionnaires i gkn0524 ppt step2 conductinterviews interviewswillbeconductedwiththedefinedareadivisionheadsandhumanresourcestounderstandnjit s missionandstrategiesjobrolesandchallengescompensationphilosophyandissuescurrentpaystructuresandprocesses step2 reviewandupdatejobdocumentation classificationandcorrespondingcompensationparametersshouldbelinkedtojobcontent inordertofairly size thebenchmarkpositionsatnjit employeeswillcompleteapositioninformationquestionnairetoprovidecurrentinformationonjobaccountabilities requirementsandcompetencies managerswillreview commentonandapprovethecompletedquestionnaires step3 evaluatejobs haywilltrainacommitteecomprisedofnjitemployeesinhay sproprietaryjobmeasurementmethodology committeememberswillincludeseniormanagementandselectrepresentativesfrom humanresourcesnjitcurrentlyusesajobmeasurementapproachthatissimilartohay smethodology step3 evaluatejobs cont d asubsetofthecommitteewillworkwithhaytoevaluatethebenchmarkpositionsoverafourdayperiod hay sfacilitationwillensure anobjectiveprocessisappliedtoalljobsevaluationsareconsistentwithexternalreferencesandstandards step3 evaluatejobs cont d qualitycontrol thecommittee sevaluationswillthenbereviewedwiththedivisionheadstoensurethattherelativeimportanceofjobshasaccuratelybeenreflected step3 evaluatejobs cont d hay smethodologyisthemostwidelyusedprocessintheworld measuresjobstoreflecttheirrelativeweightintheorganization providesmeanstoassesspayacrossdifferentmarket functions evaluatesjobsandnotpeople notbasedonperformance title writingskillsorcurrentsalary hay sjobevaluationmethodologyvaluesalljobsagainstthreefactors know howproblemsolvingaccountability step3 evaluatejobs cont d know how thesumtotalofknowledge howeveracquired necessaryforcompetentjobperformance technicalknow howmanagerialknow howhumanrelationsskills step3 evaluatejobs cont d problemsolving theamountoforiginal self starting thinkingrequiredtoanalyze evaluate createandmakeconclusions thinkingenvironmentthinkingchallenge step3 evaluatejobs cont d accountability thelatitudetotakeactionandcommitresourcesandthemeasuredeffectofthejobontheorganization freedomtoactimpactonendresultsmagnitude monetaryvalueofimpact step3 evaluatejobs cont d theresultofthejobevaluationprocessisarankingofpositionsfromtoptobottom step3 evaluatejobs cont d step4 conductinternalequityanalysis internalconsistencyofpaylevelscanbeassessedbymatchingdollarstopoints basesalarypracticeinternalequityassessment step5 conductmarketpricinganalysis njit spaylevelswillthenbecomparedtoappropriatecompetitivemarketse g regionalcompanies educationsector notforprofits annualdollars 000 s clientpoints 90thpercentile 75thpercentile abcpaypractice average 25thpercentile 10thpercentile haywillprepareafinalreportoffindingsandrecommendationsfornjitexecutivesandhumanresourcesthatwillcover assessmentofinternalequityresultsofmarketpricinganalysisadjustmentstoclassificationand orcompensationstructurecostofimplementingchangesimpactofchangesoncurrentprocessesandbargainingagreementshaywillreviewtheresultsofthestudywithnjithumanresourcesanddivisionheadsfromthebenchmarkgroups step6 presentreport oncenjithashadtheopportunitytoreviewhay sreport njitwillpresentasummaryofthefindingsandrecommendationstoallemployeesinvolved impactedbythestudy step7 providefeedbacktoemployees projecttimeline projectmilestones conductemployeeorientation conductinterviews employeescompletequestionnaireandsendtosupervisor supervisorsreviewquestionnaires reviseandsendtonjithumanresources traincommittee evaluatebenchmarkswithcommittee conductcompensatio