The Hay Method is the most widely-used job measurement system in the world. Today, it is used by approximately 8,000 public and private sector organizations worldwide to evaluate clerical, trade, technical, professional, managerial and/or executive level jobs.
In Canada, the Hay Guide Charts are comprised of four standard factors: Know-How, Problem Solving, Accountability and Working Conditions. These are applied by Hay consultants, trained internal staff and/or committees to analyze and evaluate the skill, effort, responsibility and working conditions inherent in any given job.
The Hay Method enables clients to define and compare jobs within and across business units with unsurpassed rigour and accuracy.
Hay integrated models can cut across an entire organization, or be specific to a distinct group or family of jobs
Superior organizational results are driven by a superior executive management team. Attracting people of the right calibre is a major challenge and losing talent to competitors creates both discontinuity and long-term problems. Further, the CEO needs effective incentive tools to add focus to his leadership and to let the team know when it has succeeded. Finally, the Board has an important accountability to ensure that executive compensation serves and supports the interests of the stakeholders.
Simply comparing compensation to market practice and making sure that executives are paid "fairly" does not improve business results. Equity and competitiveness are important, but the linkage of executive compensation to results is critical. Further, how senior management rewards link to the recognition and rewards given to people throughout the organization strongly influences success.
We seek to fully understand what the fundamental drivers of successful organizational results are and how they relate to your strategy and operational plans. An appreciation for the management style of the CEO, his/her executive team and the organizational culture that they want to create is also required.
We use this solid foundation to help both management and the Board to design and implement an effective executive compensation package. The objective is to reward the team in a manner that is valued by incumbents and appreciated by the shareholders or other stakeholders.
21st June 2005 From India, Ahmadabad