hay group 薪酬标杆

Agenda,IntroductionsProjectObjectivesProjectStepsProjectTimelineQ&APositionInformationQuestionnaireAddendum,AbouttheHayGroup,GlobalHumanResourcesManagementConsultingFirm2,000EmployeesWorldwide9,000ClientsinVariousIndustriesPartnerswithClientstoImplementHumanResourcesStrategieswhichAlignwithBusinessObjectivesLeaderinCompensationAssessmentandDesign,ProjectObjectives,AssessNewJerseyInstituteofTechnologyscurrentpositionclassificationprogramandmakerecommendationstoensurethatitenablespayinanequitableandcompetitivemanner.NJITscurrentclassificationprogramhasnotbeenformallyreviewedinanumberofyearsconcernshavedevelopedabout:comparabilityofrolesandjobvalueacrosstheorganization,turnoverincertainareas,andtheincreasingcomplexityofwork.,ProjectObjectives,Benchmarksampleof80positions(bothalignedandnon-aligned)selectedtoencompassarepresentativesampleoftitlesandjoblevelsinthefollowingfunctionalareas:FinanceandBudgetNorthJerseyTransportationPlanningAuthorityInformationTechnology,ProjectObjectives,Recommendmodificationstothedesignofthecurrentprogramtoensurethatpaystructure:ReflectsjobvalueandcontributioninaconsistentmethodologyAchievesdesiredandappropriatelycompetitivemarkettargetsNote:Therewillbenoreductionsinpayasadirectresultofthisstudynordoweanticipatewholesaleincreasesincompensationlevels.,Step1:ConductEmployeeOrientationSessions,TwosessionstofamiliarizeNJITemployeeswiththeobjectivesandstepsintheprocess,answerquestionsanddistributepositioninformationquestionnaires.,I:/GKN0524.ppt,Step2:ConductInterviews,InterviewswillbeconductedwiththedefinedareaDivisionHeadsandHumanResourcestounderstandNJITs:MissionandStrategiesJobRolesandChallengesCompensationPhilosophyandIssuesCurrentPayStructuresandProcesses,Step2:ReviewandUpdateJobDocumentation,Classificationandcorrespondingcompensationparametersshouldbelinkedtojobcontent-inordertofairly“size”thebenchmarkpositionsatNJIT:Employeeswillcompleteapositioninformationquestionnairetoprovidecurrentinformationonjobaccountabilities,requirementsandcompetencies.Managerswillreview,commentonandapprovethecompletedquestionnaires.,Step3:EvaluateJobs,HaywilltrainacommitteecomprisedofNJITemployeesinHaysproprietaryjobmeasurementmethodology.Committeememberswillincludeseniormanagementandselectrepresentativesfrom:HumanResourcesNJITcurrentlyusesajobmeasurementapproachthatissimilartoHaysmethodology.,Step3:EvaluateJobs(Contd),AsubsetoftheCommitteewillworkwithHaytoevaluatethebenchmarkpositionsoverafourdayperiod.Haysfacilitationwillensure:AnobjectiveprocessisappliedtoalljobsEvaluationsareconsistentwithexternalreferencesandstandards,Step3:EvaluateJobs(Contd),QualityControl.TheCommitteesevaluationswillthenbereviewedwiththeDivisionHeadstoensurethattherelativeimportanceofjobshasaccuratelybeenreflected.,Step3:EvaluateJobs(Contd),HaysMethodologyisthemostwidelyusedprocessintheworld:MeasuresjobstoreflecttheirrelativeweightintheorganizationProvidesmeanstoassesspayacrossdifferentmarket/functionsEvaluatesjobsandnotpeopleNotbasedonperformance,title,writingskillsorcurrentsalary,HaysJobEvaluationMethodologyvaluesalljobsagainstthreefactors:Know-HowProblemSolvingAccountability,Step3:EvaluateJobs(Contd),Know-How-thesumtotalofknowledge,howeveracquired,necessaryforcompetentjobperformance:TechnicalKnow-HowManagerialKnow-HowHumanRelationsSkills,Step3:EvaluateJobs(Contd),ProblemSolving-theamountoforiginal,“self”starting”thinkingrequiredtoanalyze,evaluate,createandmakeconclusions:ThinkingEnvironmentThinkingChallenge,Step3:EvaluateJobs(Contd),Accountability-thelatitudetotakeactionandcommitresourcesandthemeasuredeffectofthejobontheorganization:FreedomtoActImpactonEndResultsMagnitude(MonetaryValueofImpact),Step3:EvaluateJobs(Contd),Theresultofthejobevaluationprocessisarankingofpositionsfromtoptobottom:,Step3:EvaluateJobs(Contd),Step4:ConductInternalEquityAnalysis,Internalconsistencyofpaylevelscanbeassessedbymatchingdollarstopoints:,BaseSalaryPracticeInternalEquityAssessment,Step5:ConductMarketPricingAnalysis,Njitspaylevelswillthenbecomparedtoappropriatecompetitivemarketse.G.,Regionalcompanies,educationsector,notforprofits.,AnnualDollars(000s),ClientPoints,90thPercentile,75thPercentile,ABCPayPractice,Average,25thPercentile,10thPercentile,HaywillprepareafinalreportoffindingsandrecommendationsforNJITExecutivesandHumanResourcesthatwillcover:AssessmentofinternalequityResultsofmarketpricinganalysisAdjustmentstoclassificationand/orcompensationstructureCostofimplementingchangesImpactofchangesoncurrentprocessesandbargainingagreementsHaywillreviewtheresultsofthestudywithNJITHumanResourcesandDivisionHeadsfromtheBenchmarkgroups.,Step6:PresentReport,OnceNJIThashadtheopportunitytoreviewHaysreport,NJITwillpresentasummaryofthefindingsandrecommendationstoallemployeesinvolved/impactedbythestudy.,Step7:ProvideFeedbacktoEmployees,ProjectTimeline,ProjectmilestonesConductemployeeorientationConductinterviewsEmployeescompletequestionnaireandsendtosupervisorSupervisorsreviewquestionnaires,reviseandsendtoNJITHumanResourcesTraincommitteeEvaluatebenchmarkswithco