海氏薪酬标杆(英文PPT23页).pptx
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1、AgendaIntroductionsProject ObjectivesProject StepsProject TimelineQ&APosition Information Questionnaire AddendumAbout the Hay GroupGlobal Human Resources Management Consulting Firm2,000 Employees Worldwide9,000 Clients in Various IndustriesPartners with Clients to Implement Human Resources Strategie
2、s which Align with Business ObjectivesLeader in Compensation Assessment and DesignProject ObjectivesAssess New Jersey Institute of Technologys currentposition classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.NJITs current classifica
3、tion program has not been formallyreviewed 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 ObjectivesBenchmark sample of 80 positions(both aligned and non-aligned)se
4、lected to encompass a representative sample of titles and job levelsin the following functional areas:Finance and BudgetNorth Jersey Transportation Planning AuthorityInformation TechnologyProject ObjectivesRecommend modifications to the design of the current program to ensure that pay structure:Refl
5、ects job value and contribution in a consistent methodologyAchieves desired and appropriately competitive market targetsNote: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 Session
6、sTwo sessions to familiarize NJIT employees with the objectives and steps in the process,answer questions and distribute position information questionnaires.I:/GKN0524.pptStep 2:Conduct InterviewsInterviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT
7、s:Mission and StrategiesJob Roles and ChallengesCompensation Philosophy and IssuesCurrent Pay Structures and ProcessesStep 2:Review and Update Job DocumentationClassification and corresponding compensation parameters should be linked to job content-in order to fairly“size”the benchmark positions at
8、NJIT:Employees will complete a positioninformation questionnaire to providecurrent information on job accountabilities,requirements and competencies.Managers will review,comment on and approve the completed questionnaires.New Jersey Institute of Technology ExpertiseNew Jersey Institute of Technology
9、Position Information QuestionnaireStep 3:Evaluate JobsHay will train a committee comprised of NJIT employees in Hays proprietary job measurement methodology.Committeemembers will include senior management and selectrepresentatives from:Human ResourcesNJIT currently uses a job measurementapproach tha
10、t is similar to Haysmethodology.Step 3:Evaluate Jobs(Contd)A subset of the Committee will work with Hay to evaluate thebenchmark positions over a four day period.Hays facilitationwill ensure:An objective process is applied to all jobsEvaluations are consistent with external references and standardsS
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