WATSON WYATT Maximizing Human Capital Management System HC

WATSON WYATT Maximizing Human Capital Management System 요약

HC Strategy 1. 인사전략 Paradigm 직무성과주의 가치체계 Operational Architecture 인사 운영체계의 분권화와 다양성 확보 New Deal Partnership Talent Acquisition Career Development n Retention Strategy 수립 n Career Path 정의 n 핵심 인재에 대한 Individual HRM 도입 n Job Profile 관리 n 시장가치에 따른 보상 강화 Human Capital Direction n 직무별 수시채용 n Succession Plan 수립 Talent Performance Acquisition Management Rewards Career Development Performance Mgmt n 직무별 평가요소 도출 - 직무별 KPI - 직무별 Competency n 평가 프로세스 재설계 - 면담강화 - 평가결과 Feedback 실시 n 평가자 교육 & Leadership Training n 경력상담 시스템수립 n Promotion & 이동 체계 Rewards Reengineering of HC Function (e-HR포함) n HC Role & Responsibility 재정의 n HC Service delivery channel 재구축 n HC 전문역량 개발 n e-HR 도입 n Reward Strategy 수립 n 직무평가 & New Job Grade System n Market Salary Survey & Merit Pay System 설계 n Base Salary Structure 설계 n Short-term & Long-term Incentive 설계

직무분류체계 2. 직무관리 Professional Track내 11개 직군(Job Family), 14개 직렬(Sub Job Family), 89개 직무(Job)으로 구성되어 있으며, Manager Track은 Manager A, B로 구성됨. Professional Track Managerial Track Manager A Manager B

Competency Summary 3. 평가시스템 공통 System Engineering Solution Engineering Industry Engineering System Architecture êCustomer Focus êAnalytical Thinking êAnalytical Thinking êCreativity êProblem Solving êIndustry Knowledge êTech Architecture êLeadership êApplication Conversion êIT Strategy êDecision Making êCommunication êApplication Programming ê Technology Configuration êTech Architecture êFlexibility/Adaptability and Deployment Research Engineering Network Engineering System Management Consulting Project Manager êAnalytical Thinking ê Problem Solving ê Service Operations êIndustry Knowledge êProblem Solving êIndustry Knowledge ê Application Conversion ê Service Assessment & êIT Strategy êProject Management êConceptual Thinking êQuality Assurance êProblem Solving êUse of Resources êInformation Management êIT Strategy ê Technical Configuration and Deployment Design ê Problem Solving ê Technical Design ê Performance Improvement New Biz Development Marketing Sales Human Capital Planning êIndustry Knowledge êAnalytical Thinking êBusiness Acumen êAnalytical Skill êNegotiation Skill êProblem Solving êOrganizational Awareness êIT Strategy êStrategic Planning êRelationship Building êDeveloping People êStrategic Planning êRisk Taking êBusiness Acumen êAchievement Orientation êInterpersonal Skill êDecision Making Finance Public Relations Investor Relations General Admin Purchasing êAnalytical Thinking êInterpersonal Skill êAnalytical Thinking êProblem Solving êStrategic Planning êImage Impact êOrganizational Awareness êInterpersonal Skill êFlexibility/Adaptability êIntegrity êStrategic Planning êRelationship Building êFlexibility/Adaptability êIntegrity êDecision Making êInformation Management êImage Impact êOrganizational Awareness êNegotiation Skill Legal Quality Management Clerk Managerial Track êAnalytical Thinking êQuality Assurance êTime Mgt. êDeveloping People êProblem Solving êPerformance Improvement êConcern for Order êUse of Resources êNegotiation Skill êProject Management êIntegrity êDecision Making êOrganizational Awareness êOrganization Awareness êPersistence êStrategic Planning

경력개발제도(CDP) 5. 경력개발시스템 CDP(Career Development Planning)구축을 통하여 개인에게 Vision을 제시하고 조직의 인 적자원 효율화를 도모함. Training & Development Job Posting 개인 Needs Career Counseling 조직 Needs Career Development Dual Career Ladder Planning Succession Planning Job Relocation 개인 Vision 제시 조직성과 극대화 조직 인적자원 효율화

Career Path 5. 경력개발시스템 직군별 Career Path는 다음과 같음 Technical 영역 Technical Track 1 Technical Track 2 Technical Track 1 Marketing & Sales Band 4 • Track 내 직군별 전환이 가능 • 단, Band 1에서는 상호전환이 어느 정도 허용되나 Band 2이상 으로 갈 수록 이동은 아주 제한적 으로 허용 IE Band 3 Band 2 SE, SA SM, NE SOE PM, RE CON 직무전환 가능 Technical Track 2 • Track 내 직군별 전환은 원칙적 으로 불가능 Band 1 Non-technical영역 Marketing & Sales, Human Capital, Business Planning, Business Supporting 등 4개의 직군별 전문화를 원칙으로 직군내 이동은 허용하나 직군간 이동은 제한토록 함

Dual Career Ladder 제도 5. 경력개발시스템 직군별 전문화, 장기적 경력관리 Vision 제공 및 관리직의 전문성 제고차원에서 Professional Track과 Managerial Track으로 구분 운영되는 Dual Career Ladder제도를 도입함. Professional Track 전문위원 Managerial Track 경영임원 Band 4 (Expert) (Manager A) Band 3 (Sr. Specialist) Band 3 (Manager B) Band 2 (Specialist) Band 1 (Associate) 현 조직의 팀장급을 대상으로 우선적용