浅析海氏薪酬标杆英文版

Agenda,Introductions,Project Objectives,Project Steps,Project Timeline,Q&A,Position Information Questionnaire Addendum,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,Strategies which Align with Business Objectives,Leader in Compensation Assessment and Design,Project Objectives,Assess New Jersey Institute of Technologys current,position classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.,NJITs current classification program has not been formally,reviewed in a number of yearsconcerns 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:,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:,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.,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.,I:/GKN0524.ppt,Step 2:Conduct Interviews,Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJITs:,Mission and Strategies,Job Roles and Challenges,Compensation Philosophy and Issues,Current Pay Structures and Processes,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:,Employees will complete a position,information questionnaire to provide,current information on job,accountabilities,requirements and,competencies.,Managers will review,comment on,and approve the completed,questionnaires.,New Jersey Institute of Technology,Expertise,New Jersey Institute of Technology,Position Information Questionnaire,Step 3:Evaluate Jobs,Hay will train a committee comprised of NJIT employees in,Hays proprietary job measurement methodology.Committee,members will include senior management and select,representatives from:,Human Resources,NJIT currently uses a job measurement,approach that is similar to Hays,methodology.,Step 3:Evaluate Jobs(Contd),A subset of the Committee will work with Hay to evaluate the,benchmark positions over a four day period.Hays facilitation,will ensure:,An objective process is applied to all jobs,Evaluations are consistent with external references,and standards,Step 3:Evaluate Jobs(Contd),Quality Control.,The Committees evaluations will then be reviewed with the,Division Heads to ensure that the relative importance of jobs,has accurately been reflected.,Step 3:Evaluate Jobs(Contd),Hays Methodology is the most widely used process in,the world:,Measures jobs to reflect their relative weight in the organization,Provides means to assess pay across different,market/functions,Evaluates,jobs,and not,people,Not based on performance,title,writing skills,or current salary,Hays Job Evaluation Methodology values all jobs,against three factors:,Know-How,Problem Solving,Accountability,Step 3:Evaluate Jobs(Contd),Know-How,-the sum total of knowledge,however acquired,necessary for,competent,job performance:,Technical Know-How,Managerial Know-How,Human Relations Skills,Step 3:Evaluate Jobs(Contd),Problem Solving,-the amount of original,“self”starting”thinking required to analyze,evaluate,create and make conclusions:,Thinking Environment,Thinking Challenge,Step 3:Evaluate Jobs(Contd),Accountability,-the latitude to take action and commit resources and the measured effect of the job on the organization:,Freedom to Act,Impact on End Results,Magnitude(Monetary Value of Impact),Step 3:Evaluate Jobs(Contd),The result of the job evaluation process is a ranking of positions,from top to bottom:,Step 3:Evaluate Jobs(Contd),Step 4:Conduct Internal Equity Analysis,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,Njits pay levels will then be compared to appropriate competitive markets e.G.,Regional companies,education sector,not for profits.,Annual Dollars(000s),Client Points,140,120,100,80,60,40,20,0,0,240,480,720,960,90,th Percentile,75,th Percentile,ABC Pay Practice,Average,25,th Percentile,10,th Percentile,Hay will prepare a final report of findings and recomm