1、学习改变命运学习改变命运,知识创造未来知识创造未来2022年11月25日星期五中国移动人力资源改进中国移动人力资源改进报告英文版报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Human Resource System EnhancementHuman Resource System EnhancementProject Methodologies,Time and feeProject OrganizationProject Steps中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来DiscoverDiscoveru During this pha
2、se,our aim is to collect all necessary information for the Invent stage.The specific steps,timing and deliverables are as follows:A.Project PlanningB.Clarification of HR Strategy and Company CultureC.Understanding current HR management process D.Job AnalysisE.Understanding the current performance ma
3、nagement appraisal systemsDetails see Attachment III-Project PlanuProject plan uCommunication planuUnderstanding of:-current business,future vision-HR philosophy,direction,strategy,guiding principles,etc.-performance management systemuIdentification and understanding of benchmark jobsActivitiesTimin
4、gDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来InventInventu During this phase,our aim is to design remuneration and performance management and organizational development related programs.F.Design a job evaluation system G.Evaluate the benchmark jobsH.Benchmark against marketI.Develop a reward
5、 strategy frameworkJ.Design a salary structureK.Revise benefit programsL.Devise a Performance Management SystemM.Prepare Communication MaterialDetails see Attachment III-Project Planu Job Evaluation Systemu Grade Structureu Market Assessment Resultu Salary Structureu Benefit Schemeu Performance Mana
6、gement Systemu Communication MaterialActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来N.Communicate recommendations to the senior management team for approvalO.Develop an implementation planP.Training and communication on the performance management systemQ.Final documentation and
7、hand-overDetails see Attachment III-Project Planu Presentation to the senior management team and approval of new programs by the senior management teamu Implementation Planu Performance Management“Train the Trainers”Sessionsu A“Manual”summarising all project deliverablesActivitiesTimingDeliverablesD
8、eliverDeliveru During this phase,our aim is to roll out all plans and programs.中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Our Team and ExperienceOur Team and ExperienceuTo navigate this process,accenture has put together an integrated team consisting of a project director,project manager,and consulting
9、 experts in organizational strategy&process,compensation&benefit and performance management&incentive.The team assigned to this project brings a wealth of expertise in the development of human resources systems for Chinese companies.uOur experience includes a similar assignment for a Chinese state-o
10、wned energy company,whose legacy grading and pay structure is based on seniority not skills,bonuses are equally divided,performance measured through relationships.accenture assisted the client in:implementing a grading structure for white-collar and blue-collar employees that considers job skills in
11、 place of seniority,designing a pay structure which corresponds to the new grading and is linked to job skills and market,devising an annual incentive and stock option plan that is linked to employees performance achievementdeveloping performance contracts using Key Performance Indicators(KPIs)to me
12、asure individual performanceuIn addition to the accenture team,we recommend developing a joint project team,consisting of members from China Mobile and accenture.accenture will work with the project team to determine what other resources will be needed in the design of the system and how,for example
13、,an Advisory or Steering Committee,etc.might augment and facilitate the work of the project team.中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Time&FeeTime&Feeu The time frame for the development and implementation for this project is tight.From our experience,a project of this size and scope typically ta
14、kes 8 to 10 months.However,we can be flexible and partner with you to develop a project plan and scope that is achievable in 4 to 5 months.In order to do so,we will need a greater understanding of the objectives of this project,internal work done to date and work in progress.u We estimate the fees f
15、or the three phases to be as follows:US$Discover Phase:44,000Invent Phase:218,000Deliver Phase:48,000Out of Pocket Expense:52,350Total:362,350中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Time&FeeTime&Feeuaccenture will invoice China Mobile for fees and expenses in accordance to the following payment sche
16、dule:-Project Proposal acceptance30%of Total fees(USD 108,705)-After Conducting Job Evaluation at the end of May,200140%of Total fees(USD 144,940)-After all the deliverables submitted at the end of July,200130%of Total fees(USD 108,705)uInvoices are payable upon receipt and payment will be due thirt
17、y(30)days following the date of the invoice.accenture will assess a late charge at the rate of one percent(1%)per month on any balance outstanding more than 30 days following the date of the invoice.中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Human Resource System EnhancementHuman Resource System Enhanc
18、ementProject OrganizationProject StepsProject Methodologies,Time and fee中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来DiscoverDiscoveru During this phase,our aim is to collect all necessary information for the Invent stage.The specific steps,timing and deliverables are as follows:A.Project PlanningDuring
19、this stage,we will work with you to clarify objectives,expectations,deliverables and timing.We will also discuss the resources needed from different parties and their availability.Accordingly,we will devise a detailed project plan that is realistic and suitable for all parties involved.The roles and
20、 responsibilities of each party,approval requirements,communication protocols,regular meeting schedules,project update and review procedures,success measures will all be discussed and finalised during this planning phase.In addition,a plan will be devised to outline what information will have to be
21、communicated,when,to who and how.Details see Attachment III-Project Planu Detailed project plan with clearly defined roles and responsibilitiesu Communication planActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来DiscoverDiscoverB.Clarification of Human Resources Strategy and Compa
22、ny Cultureaccenture contributes the success of remuneration programs to their alignment with business strategy,human resources strategy and company culture.We will collect any pertinent document,including but not limited to employee focus group and survey reports,employee policies and programs,asses
23、sments of the structure and staffing competencies,etc.We will assemble pertinent best practice data from accentures various proprietary data sources,and collate what we have learned about the current China Mobile culture situation.Details see Attachment III-Project Planu Understanding of China Mobil
24、es current business,future vision and clarification of the Human Resources StrategyActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来DiscoverDiscoverC.Understanding current HR management processTo get an overview of the HR management process,We will collect all the documents relate
25、d to the HR management working processes,including the current process map,the description manual,relevant tables and documents.We would conduct individual interview with the HR department regarding the core HR management process,including recruitment,training,compensation and benefit,etc.We would a
26、lso conduct several focus group discussions among the member staff regarding the HR management process.Through the interviews and the group discussions,we aim to get a clear current HR management process map at different subsidiaries.Details see Attachment III-Project Planu Understanding of the key
27、processes of HR management.ActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来DiscoverDiscoverD.Job AnalysisThis step involves the collection and validation of information about the jobs.Instead of analyzing all jobs,we will aim to select around a total of 150 benchmark jobs in 3 se
28、lected locations of China Mobile.The primary source of job related information will be job descriptions that will be provided to us by the Human Resources Department.We assume that China Mobile has updated job descriptions that accurately reflect the duties,responsibilities and key result areas of t
29、he various jobs.If needed,accenture can also provide China Mobile with job analysis questionnaires to facilitate the collection of relevant information.In case there are doubts about the jobs,the process will be complemented through interviews with line managers or supervisors.We assume those to be
30、limited to 50 interviews.Please note that writing detailed job descriptions is beyond the scope of this project.Details see Attachment III-Project Planu Understanding of 150 benchmark jobs in China MobileActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来DiscoverDiscoverE.Understand
31、ing the current performance management/appraisal systems As part of this stage,we will collect documentary evidence of different schemes that are in place within China Mobile.We will also aim to obtain a qualitative evaluation of how those are actually implemented,how effective they are perceived,th
32、e things that work and those that do not work.In order to facilitate data collection,we will carry this out in tandem with steps B,C,D and F.When we meet representatives of different subsidiaries,we will also ask them to comment on their experience with the performance management system.Details see
33、Attachment III-Project Planu Understanding of different performance management systems that are in place and their effectiveness ActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来InventInventu During this phase,our aim is to design remuneration and performance management and organi
34、zational development related programs.F.Design a job evaluation system WW typically starts this phase by deciding which type of evaluation system would apply to the particular client situation.The types of evaluation approaches are as follows:u accenture FactorCompu accenture Global Grading SystemIn
35、troduction of the methods are given in Appendix A.Details see Attachment III-Project Planu A new job evaluation system to be used to assess the relative worth of jobs within China MobileActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来InventInventG.Evaluate the benchmark jobs base
36、d on the new job evaluation systemFollowing the design of the job evaluation system,we will proceed to evaluating the analysed benchmark jobs.This process will be conducted together with China Mobiles Personnel Team through workshops.The intention is for the future users of the system to fully under
37、stand it,experience the use of it and ensure that they feel comfortable administering it in the future.We would expect China Mobile staff to evaluate non-benchmark jobs.Details see Attachment III-Project Planu Workshop with personnel representatives of China Mobileu Evaluation of all 150 benchmark j
38、obs ActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来InventInventH.Benchmark against marketThis will involve collecting compensation and benefits information from all the units to assess the competitiveness of jobs,understand the extent of internal inequities and also devise a tra
39、nsition plan once the new system is designed.The remuneration information will then be collected through survey instruments provided by us.The figures 1 to 3 overleaf demonstrate the kind of analysis that will be conductedDetails see Attachment III-Project Planu One to one job matching meetings with
40、 each of the entitiesu Collection of compensation and benefit practices u Benchmark result:-Assessment of internal equity-Assessment of external competitiveness with respect to remuneration mix and compensation and benefits levelsActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来P9
41、0P75P50P25P10Figure 1:Competitive Analysis-Trendline中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Figure 2:Market Comparison of cash compensation中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Figure 3:Benefits,Terms and Conditions of Service Company Providing%No.18.Car Provisions/%of companies providing/Staff el
42、igibility/Management/Non-management/Usage of company car/Management/for business use only/for both business and private use/Non-management/for business use only/for both business and private use中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来InventInventI.Develop a reward strategy and frameworkFollowing cla
43、rification of the human resources strategy and understanding of your current competitive positioning,we will move on to design a new and realistic remuneration strategy for China Mobile.The strategy will aim to attract and retain the right calibre of employees going forward and motivate existing sta
44、ff towards high performance levels.It will clearly set out what China Mobiles philosophy is in paying people,who it considers as competitors,what the pay strategy is for different components and groups of staff,etc.We will work with your senior human resources team to create the strategy.The figures
45、 4 overleaf demonstrate the total rewards model to support key business imperatives.Details see Attachment III-Project Planu Reward strategy for China MobileActivitiesTimingDeliverables中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来Illustrative Reward Strategy MatrixFlexHealth PlanHousingPensionNon-Remuner
46、ative RewardCareer DevelopmentRecognition ProgramPerformance ManagementChild Care FacilitiesRecreation FacilitiesProf.Development LeavePrimeImportanceSecondaryImportanceNot RelevantFigure 4:Total Rewards ModelKey Business ImperativesReward ComponentAttractEmployeesRetain KeyPerformersEnhanceProducti
47、vityRecognizeIndividualContributionMaximizeCompanyPerformanceImproveOverallSkill LevelsRemuneration CashBasic SalaryIndividual Performance PayGroup Productivity PayLong term IncentiveRemuneration-Non-Cash中国移动人力资源改进报告英文版学习改变命运学习改变命运,知识创造未来知识创造未来InventInventJ.Design a salary structureThis involves put
48、ting the new strategy into practice.We will look at readjusting the remuneration mix used at China Mobile to better align with the market and its business.We would expect the mix to be slightly different for different organisational levels and front line and back office functions.(Before we move on
49、with the development of an incentive plan or salary structure,we will seek to communicate and get approval of the proposed mix from your senior management team.)Based on the new base pay strategy and current pay levels,we will devise a new and realistic salary structure.The structure would be based
50、on the new grading structure devised as a result of the job evaluation exercise.Whilst we present the new salary structure,we will also highlight the positions that are paid below or above the structure and advise you on how to deal with these cases.Weeks 1215u Remuneration mix by function,if approp
