275hay group 薪酬標桿

1、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,

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,Proje

3、ct Objectives,Assess New Jersey Institute of Technology’s currentposition classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner.NJIT’s current classificat

4、ion program has not been formallyreviewed 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 wor

5、k.,Project Objectives,Benchmark sample of 80 positions (both aligned and non-aligned)selected to encompass a representative sample of titles and job levelsin the following functional areas:Finance and BudgetNorth Je

6、rsey Transportation Planning AuthorityInformation Technology,Project Objectives,Recommend modifications to the design of the current program to ensure that pay structure:Reflects job value and contribution in a cons

7、istent 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 lev

8、els.,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

9、.ppt,Step 2: Conduct Interviews,Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s:Mission and StrategiesJob Roles and ChallengesCompensation Philosophy and

10、IssuesCurrent 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 benchmar

11、k positions at NJIT: Employees will complete a positioninformation questionnaire to providecurrent information on job accountabilities, requirements and competencies. Managers will review, comment on and

12、approve the completed questionnaires.,Step 3: Evaluate Jobs,Hay will train a committee comprised of NJIT employees in Hay’s proprietary job measurement methodology. Committeemembers will include senior management a

13、nd selectrepresentatives from:?Human ResourcesNJIT currently uses a job measurementapproach that is similar to Hay’smethodology.,Step 3: Evaluate Jobs (Cont’d),A subset of the Committee will work with Hay to eva

14、luate thebenchmark positions over a four day period. Hay’s facilitationwill ensure:An objective process is applied to all jobsEvaluations are consistent with external references and standards,Step 3: Evaluate J

15、obs (Cont’d),Quality Control….The Committee’s evaluations will then be reviewed with the Division Heads to ensure that the relative importance of jobshas accurately been reflected.,Step 3: Evaluate Jobs (Cont’d),Hay

16、’s Methodology is the most widely used process inthe world:?Measures jobs to reflect their relative weight in the organization?Provides means to assess pay across differentmarket/functions?Evaluates jobs an

17、d not people?Not based on performance, title, writing skills or current salary,Hay’s Job Evaluation Methodology values all jobsagainst three factors:Know-HowProblem SolvingAccountability,Step 3: Evaluate Job

18、s (Cont’d),Know-How - the sum total of knowledge, however acquired,necessary for competent job performance:Technical Know-HowManagerial Know-HowHuman Relations Skills,Step 3: Evaluate Jobs (Cont’d),Problem Solvin

19、g - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions:Thinking EnvironmentThinking Challenge,Step 3: Evaluate Jobs (Cont’d),Accountability - the latitude to

20、take action and commit resources and the measured effect of the job on the organization:Freedom to ActImpact on End ResultsMagnitude (Monetary Value of Impact),Step 3: Evaluate Jobs (Cont’d),The result of the job

21、evaluation process is a ranking of positionsfrom top to bottom:,Step 3: Evaluate Jobs (Cont’d),,Step 4: Conduct Internal Equity Analysis,Internal consistency of pay levels can be assessed by matching dollars to points

22、:,Base Salary Practice Internal Equity Assessment,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,Step 5: Conduct Market Pricing Analysis,Njit’s pay levels will then be compared to appropriate competitive markets e.G., Reg

23、ional companies, education sector, not for profits...,,Annual Dollars (000’s),Client Points,,,,,,,90th Percentile,75th Percentile,ABC Pay Practice,Average,25th Percentile,10th Percentile,Hay will prepare a final report o

24、f findings and recommendations for NJIT Executives and Human Resources that will cover:Assessment of internal equityResults of market pricing analysisAdjustments to classification and/or compensation structureCost o

25、f implementing changesImpact of changes on current processes and bargaining agreementsHay will review the results of the study with NJIT Human Resources and Division Heads from the Benchmark groups .,Step 6: Present

26、Report,Once NJIT has had the opportunity to review Hay’s report, NJIT will present a summary of the findings and recommendations to all employees involved/impacted by the study.,Step 7: Provide Feedback to Employees,Pro

27、ject Timeline,Project milestones?Conduct employee orientation?Conduct interviews?Employees complete questionnaire and send to supervisor?Supervisors review questionnaires, revise and send to NJIT Human Resources

28、?Train committee?Evaluate benchmarks with committee?Conduct compensation analyses?Present findings and recommendations?Feedback to employees,Completed ByDecember 10thDecember 18thDecember 24thJanuary 2nd