埃森哲-中国移动人力资源项目薪酬及期权项目报告说明会.pdf
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1、China Mobile Human Resources Enhancement China Mobile Human Resources Enhancement Project MeetingProject Meeting Acenture Consultancy Co., Ltd July, 2001 Page 2 AgendaAgenda ?Project deliverable Discussion Part I:Market Comparison Result Part II:Salary Structure Design Part III:Benefit Plan Suggesti
2、on Part IV:Stock Option Plan Suggestion Confidential Draft for Discussion only Page 3 Part II. Salary StructurePart II. Salary Structure Page 4 Considerations in Salary Structure designConsiderations in Salary Structure design ? Based on the proposed salary structure discussed in last meeting on Jun
3、e 1st, and the interview with China Mobile top management, considering the current salary situation of China Mobile three pilot sites , suggested salary structure is designed based on the following pay philosophy: All employees Guarantee Cash should be correspond to Market median (P50). And based on
4、 the market trend, widen the GC gap among different levels of employees gradually, thus change the current situation that GC varies slightly among different levels. Adjust the percentage of Variable Pay Vs Guarantee Cash, thus change the current situation that VP percentage is too high. Widen the To
5、tal Cash salary gap among different levels based on the Market trend. Timeframe for achieving Target Market Position: 3 years Page 5 Considerations in Salary Structure designConsiderations in Salary Structure design ? In order to increase the accuracy of the new system design, and make it easier to
6、do cost analysis, the proposed new salary structure adopts the actual salary data of all employees provided by HR department of China Mobile Beijing, Hebei and Shandong ? The grading information adopted in the new salary structure is based on GGS, which is just for salary structure design use, not t
7、he final grading result for China Mobile ? According to Acenture survey, annual salary increase rate varies from 5% to 11%, so we assume the average salary increase rate of market will be at 8% in the next three years Page 6 Salary Structure Design - Guarantee CashSalary Structure Design - Guarantee
8、 Cash ? The first step for salary structure design is to set the Guarantee Cash for each grade benchmarking with market situation. The detail process is as following: Set the Anchor point for Mid- Point adjustment Set the Anchor point for Mid- Point adjustment Set the Salary Progression Set the Sala
9、ry Progression Set the Range Spread for each grade Set the Range Spread for each grade Page 7 Guarantee CashAnchor Point Guarantee CashAnchor Point ? Grade 11 are selected to be the anchor points for salary structure midpoint design, following is the detail information for three times adjustment: Be
10、ijingHebeiShandong Page 8 ? Mid-point progression refers to the percentage difference between the pay grade mid-points. The larger the mid-points progression, the fewer the number of job grades within a pay structure. ? There are two considerations when setting mid-point progression ?if the progress
11、ion is too high, possible result could be costly promotional increases ?if the progression is relatively low, possible result could be salary compression issues and difficulty in matching promotions with appropriate compensation reward ? Considering the whole structure, the progression is adjusted g
12、radually by grade, till in the end the structure is adjusted to the situation that the higher the grade is, the bigger the pay gap is. Grade 1719(Senior Mgt.) 1224%(Increase)1823%(Increase)1023%(Increase) Grade 1216(Mid Mgt.) 1223%(Increase)1723%(Increase)1023%(Increase) Grade 611(Supervisor)523%(In
13、crease)1022%(Increase)1021%(Increase) Grade 15(General Staff)521%(Increase)520%(Increase)120%(Increase) BeijingShandong Guarantee CashMid-point Progression Guarantee CashMid-point Progression Hebei Page 9 Guarantee CashMid-point Progression Guarantee CashMid-point Progression BeijingHebeiShandong Pa
14、ge 10 ? A salary range consists of a minimum pay value, a maximum pay value and a mid-point. The difference between the maximum and the minimum is the range spread or the the width of the range ? Range spreads vary based on the level of sophistication of skills required for a job. Jobs requiring ski
15、lls which can be mastered quickly usually have a narrower pay range. Senior jobs which require a longer learning curve and often have limited opportunities for advancement tend to have a wider pay range ? Currently China Mobile Beijings range spread is relatively big, thus we adjust the range spread
16、 gradually based on the market trend. In the end, the situation is that the higher the grade is, the wider the range spread is. Grade 1719(Senior Mgt.) 3545%(Increase)3545%(Increase)3540%(Increas Grade 1216(Mid Mgt.) 3540%(Increase)3540%(Increase)3535%(No Chan Grade 611(Supervisor) 3530%(Decrease)35
17、30%(Decrease)3530%(Decreas Grade 15(General Staff) 3520%(Decrease)3520%(Decrease)3520%(Decreas Guarantee CashRange Spread Guarantee CashRange Spread BeijingShandongHebei Page 11 Guarantee CashRange Spread Guarantee CashRange Spread BeijingHebeiShandong Page 12 Guarantee CashMid-Point Adjustment Proc
18、ess Guarantee CashMid-Point Adjustment Process BeijingHebeiShandong 0 100,000 200,000 300,000 400,000 500,000 600,000 700,000 800,000 900,000 1 3 5 7 9 11 13 15 17 19 Grade Guaranteed(RMB p.a.) 1st Adjustment2nd Adjustment 3rd Adjustment2001 Market Medium 2002 Market Medium2003 Market Medium 0 100,0
19、00 200,000 300,000 400,000 500,000 600,000 1 3 5 7 9 11 13 15 17 19 Grade Guaranteed(RMB p.a.) 1st Adjustment2nd Adjustment 3rd Adjustment2001 Market Medium 2002 Market Medium2003 Market Medium 0 100,000 200,000 300,000 400,000 500,000 600,000 700,000 800,000 1 3 5 7 9 11 13 15 17 19 Grade Garanteed
20、 Cash(RMB p.a.) 1st Adjustment2nd Adjustment 3rd Adjustment2001 Market Medium 2002 Market Medium2003 Market Medium Page 13 ? Since currently in China Mobile, the Guarantee Cash (Base Salary) is quite low comparing with the market situation. So based on the above design, after the adjustment, the Gua
21、rantee Cash has been increased, and the higher the grade is, the bigger adjustment for Guarantee Cash has been made. Guarantee Cash Increasing rate BeijingHebeiShandongBeijingHebeiShandong Grade1719(Senior Mgt.) 122146%6061%149178% Grade1216(Middle Mgt) 82118%3349%99124% Grade611(Professional & Supe
22、rvisor) 3579%929%5185% Grade15(General Staff) 230%-16%545% Guarantee CashAdjustment Result Guarantee CashAdjustment Result Page 14 Guarantee CashAdjustment Result Guarantee CashAdjustment Result BeijingHebeiShandong Page 15 ? Following is the Guarantee Cash market comparison result after the three t
23、imes adjustment Note:100%=P50 ? After adjustment, the Guarantee Cash of three pilot cities employee has been increased compared with market. Only for the Grade 1-5 of Hebei Mobile it has been decreased since its current situation is much more than market median. Guarantee Cash Market ComparisonGuara
24、ntee Cash Market Comparison Market ComparisonBeijingHebeiShandong Grade1719 (Senior Mgt.) 17105%(Increase)4999%( Increase)15101%(Increase) Grade1216 (Mid Mgt.) 23102%( Increase)5599%( Increase)2199%(Increase) Grade611 (Professional & Supervisor) 36100%( Increase)80103%( Increase)34103%(Increase) Gra
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