Hay Method of Job Evaluation

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Hay Group Guide Chart-Profile Method of Job Evaluation It might be a merger or acquisition, new organisation design or rationalisation, changing roles or the need to implement a pay structure which complies with the principles of equal pay for work of equal value. Regardless of the reason, all organisations need a sound and straightforward method to measure and value work on an on-going basis, one that enables an organisation to make sound judgments about internal relativities and enables compar
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    It might be a merger or acquisition, neworganisation design or rationalisation, changingroles or the need to implement a pay structurewhich complies with the principles of equal payfor work of equal value. Regardless of thereason, all organisations need a sound andstraightforward method to measure and valuework on an on-going basis, one that enables anorganisation to make sound judgments aboutinternal relativities and enables comparisonswith external organisations too.   Hay Group is a global, independent managementconsultancy with an exclusive focus on people. Workingfrom 72 offices in 37 countries, our expertise drawsfrom over 60 years of rigorous, research driven work and proven methodologies. We build commitment byunderstanding what motivates people to succeed,designing and implementing reward programmes thatresult in an engaged and motivated workforce .   What is it? Hay Group’s Guide Chart-Profile Method is the mostwidely used and recognised proprietary job evaluationmethod in the world. This widespread use reflects themany advantages of the method: ã The process combines a sound conceptual basisand robustness which has enabled it to standthe test of time, with inherent flexibility allowingit to respond to any changes in the organisationand individual roles. ã It can be applied to any kind of job at any level.Therefore, it can be used top to bottomthroughout an organisation – important withtoday’s moves towards integrated employmentconditions and the breaking down of barrierbetween traditional job groupings. ã Being an analytical method with non-discriminatory factors, it can be used to supportthe achievement of equal pay for work of equalvalue, and is supported by a comprehensiveEqual Value Code of Practice. ã Because it makes no organisationalassumptions, it can be used in anyorganisational context. ã It is supported by Hay Group’s comprehensiveglobal compensation and benefits database thatuses common job sizes as the basis of comparison.Therefore, provides the unique capability, in asingle process, of accessing comprehensive externalmarket data providing valid and rigorous paymarket comparisons. ã The concepts of step difference and job shape(profile) built into the methodology means that itprovides insights into organisation and job designand underpins other key people processes,including career development and successionplanning. Hay Group Guide Chart-Profile Method of Job Evaluation      What is involved? The method is based on the interaction andrelationship, in any role, of the following threefactors, Know-How, Problem Solving and Accountability:Input Processing OutputKnow-HowProblemSolving Accountability ã  Any job or role, in whatever organisationalcontext, exists to provide some contribution oroutput to the organisation in which it works –its Accountability. ã  Achievement of the Accountability demands aninput of knowledge, skills and experience –the Know-How. ã To turn the Know-How into results, it must beused or processed to solve the problems whicharise in the job – the Problem Solving.To refine and make for more focused evaluation,each factor is considered in terms of either two orthree facets.Know-How ã Technical and procedural knowledge/skills. ã Planning, organising and managerial skills. ã Human relations skills.Problem Solving ã Thinking environment. ã Thinking challenge. Accountability ã Freedom to act. ã Magnitude – the scale of events on whichthe job has its main impact. ã Impact – the directness of impact on thechosen magnitude. Why is it important? Organisations will benefit from ã Ranked and defined jobs. ã Optimal organisation structure. ã Clarification of job relativity. ã Job-based pay ranges. ã Rational grading structures. ã Effective salary administration. ã Comparability with external prices. ã Effective use of reward investment. Why Hay Group? We have around 50 consultants in the UK whospecialise in reward consulting, supported by aninformation division with the largest database of compensation and benefits practice in the world.We have over 2,000 clients in the UK, includingtwo thirds of the FTSE-100 and most large publicsector organisations.   Further Information To find out more about how Hay Group can work with you, please contact your usual consultant or:Geoff Nethersell 0121 770 9080geoff_nethersell@haygroup.comJulie Alderdice 01753 841 234Julie_Alderdice@haygroup.com Alternatively, please visit our website atwww.haygroup.co.uk   
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