美世 - 3-P Management Model

Three Management Levels -3
Organizational Management
– Optimum allocation of responsibilities to positions – Identification of across-the-board categories of positions – Allocation of objectives to positions in a top-down cascading process – Consolidation of results to explain organization’s performance – Profiling of positions and persons focusing on competencies needed by the organization – Allocation of Personnel budget according to “Pay for Position / Pay for Person / Pay for Performance” compensation mix
Position Evaluation
Performance Review
Capacity-to-Pay Analysis Total Remuneration Structure
Compensation
Individual Management
William M. Mercer
Future Organization Analysis Competencies Profiling
Mapping of Responsibilities Grading Structure Mapping of Objectives Mapping of Results
Individual Tools
Role Clarification Position Evaluation Objective Setting Performance Review
Pent Levels -2
Strategic Management
– Translation of overall strategic plans into roles and responsibilities – Review of Organization structure – Breakdown of overall strategic plans into long- and short-term unit and individual objectives – Review of targets and plans based on actual achievements – Assessment of overall strategic plans’ impact on organization development and individual competencies – Identification of capacity-to-pay for Personnel based on Added Value ratios
Role Clarification Objective Setting Position Evaluation Performance Review Compensation
Person Development
William M. Mercer
HR Management Summary
Strategic Tools Organizational Tools
William M. Mercer Organization Analysis
Corporate Objectives Analysis
Organization Fine-tuning
Corporate Objectives Fine-tuning
Capacity-to-Pay Analysis
Future Organization Analysis
Role Clarification
Organization Fine-Tuning Grading Structure
Corporate Objectives Analysis Objectives Mapping
Objective Setting
Corporate Objectives Fine-Tuning Results Mapping
Capacity to Pay Analysis
Total Remuneration Structure
Compensation
William M. Mercer
William M. Mercer Responsibilities Mapping Objectives Mapping Grading Structure Results Mapping Total Remuneration Structure Competencies Profiling
Three Management Levels -4
3-P Management Model
Andrea POZZO and Fabian VIDAL June 2000
The Big Picture
BUSINESS STRATEGY
PERFORMANCE
ADDED VALUE
FINANCIAL RESOURCES
TECHNICAL RESOURCES
Position
Organization Analysis
Performance
Corporate Objectives Analysis
Person
Future Organization Analysis
Competencies Profiling
Person Development
3-P Rewards
Individual Management
– Description of a position with clear listing of assigned responsibilities – Evaluation of the relative importance of a position and link with a grade – Allocation of clear objectives to a person in line with position’s responsibilities – Acknowledgement of a person’s contribution through results vs. objectives evaluation – Analysis of competency gaps between a person and a position, and corrective measures – Allocation of internally equitable and externally competitive individual compensation packages
Person Development
William M. Mercer
Person Management
Three Management Levels -1
Organization Analysis Responsibilities Mapping
Strategic Management Organizational Management
HUMAN RESOURCES
William M. Mercer
Three corporate resources
Human Resources
LONG TERM CONTINUITY
Technical Resources
MEDIUM TERM PRODUCTIVITY
Financial Resources
SHORT TERM YIELD
William M. Mercer
The 3-P Management Model
Role Clarification
Performance Management
Objective Setting
Position Management
Position Evaluation Performance Review Compensation