Dear All Can anyone guide me in the Hays system of grading of staffs in a company. Thanks Liz
From Australia, Adelaide
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10From Australia, Adelaide
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Overview of the Hay Method
The Hay Guide Chart-Profile Method of Position Evaluation is the most widely used method of work measurement and role valuation in the world. It is used by more than 5,000 private and public sector organizations for the evaluation of all types and levels of jobs. Two recent studies in specific areas of the world validate the above information. The Chartered Institute of Personnel and Development in the UK found that 78% of organizations in the UK that use proprietary job evaluation systems use Hay. A Towers Perrin study revealed that 75% of all large private sector organizations in Europe use Hay evaluation for some of their jobs. Similar data could be developed for North America.
The system continues to evolve (as it always has), with client input, in response to changes in the environment such as pay equity legislation, the increasing use of technology in the workplace, and evolving ways of organizing work. It is used to support organization analysis and role design and to underpin grading and banding and can be customized to specific client and work culture requirements. The basic, underlying concepts have stood the test of time quite simply because they are so universal. They provide a framework to sort positions in an equitable manner.
The focus of the job evaluation process using the Hay Method is on the nature and the requirements of the job itself, not on the skills, educational background, personal characteristics, or the current salary of the person holding the job.
The Hay Method is based on the idea that jobs can be assessed in terms of the knowledge required to do the job, the thinking needed to solve the problems commonly faced, the responsibilities assigned, and the working conditions associated with the job.
The Hay Method is comprised of four "Guide Charts" which are used to define each factor and to provide quantitative measures, which form the basis for evaluation. The four factors used by Hay are as follows:
Know-How
This Guide Chart measures the total of every kind of knowledge and skill, however acquired, needed for acceptable job performance. It consists of three dimensions:
- practical procedures and knowledge, specialized techniques, and learned skills;
- the real or conceptual planning, coordinating, directing, and controlling of activities and resources associated with an organizational unit or function; and,
- Active, practicing, person-to-person skills in the area of human relationships.
Problem Solving
This Guide Chart measures the thinking required in the job by considering two dimensions:
- the environment in which the thinking takes place; and,
- the challenge presented by the thinking to be done.
Accountability
This Guide Chart measures the relative degree to which the job, performed competently, can affect the end results of the organization or of a unit within the organization. It reflects the level of decision-making and influence of the job through consideration, in the following order of importance, of:
- the nature of the controls that limit or extend the decision-making or influence of the job;
- the immediacy of the influence of the job on a unit or function of the organization; and,
- the magnitude of the unit or function most clearly affected by the job.
Working Conditions
This Guide Chart measures the conditions under which the job is performed by considering:
- Physical Effort, which measures the degree of physical fatigue that results from the combination of intensity, duration, and frequency of any kind of physical activity required in the job.
- Physical Environment, which measures the physical discomfort or the risk of accident or ill health which results from the combination of intensity, duration, and frequency of exposure, in the job, to unavoidable physical and environmental factors.
- Sensory Attention, which measures the intensity, duration, and frequency of the demand, in the job, for concentration using one or more of the five senses.
- Mental Stress, which measures the degree of such things as tension or anxiety which result from the combination of intensity, duration, and frequency of exposure to factors, inherent in the work process or environment, which would typically cause stress to someone reasonably suited to the job.
By focusing on the important aspects of the content of each job, the end results which each is expected to achieve, and the conditions under which the work is performed, the Hay Method provides a vehicle for systematically assessing the relationships among the various positions and determining their relative value.
From India, Hyderabad
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The Hay Guide Chart-Profile Method of Position Evaluation is the most widely used method of work measurement and role valuation in the world. It is used by more than 5,000 private and public sector organizations for the evaluation of all types and levels of jobs. Two recent studies in specific areas of the world validate the above information. The Chartered Institute of Personnel and Development in the UK found that 78% of organizations in the UK that use proprietary job evaluation systems use Hay. A Towers Perrin study revealed that 75% of all large private sector organizations in Europe use Hay evaluation for some of their jobs. Similar data could be developed for North America.
The system continues to evolve (as it always has), with client input, in response to changes in the environment such as pay equity legislation, the increasing use of technology in the workplace, and evolving ways of organizing work. It is used to support organization analysis and role design and to underpin grading and banding and can be customized to specific client and work culture requirements. The basic, underlying concepts have stood the test of time quite simply because they are so universal. They provide a framework to sort positions in an equitable manner.
The focus of the job evaluation process using the Hay Method is on the nature and the requirements of the job itself, not on the skills, educational background, personal characteristics, or the current salary of the person holding the job.
The Hay Method is based on the idea that jobs can be assessed in terms of the knowledge required to do the job, the thinking needed to solve the problems commonly faced, the responsibilities assigned, and the working conditions associated with the job.
The Hay Method is comprised of four "Guide Charts" which are used to define each factor and to provide quantitative measures, which form the basis for evaluation. The four factors used by Hay are as follows:
Know-How
This Guide Chart measures the total of every kind of knowledge and skill, however acquired, needed for acceptable job performance. It consists of three dimensions:
- practical procedures and knowledge, specialized techniques, and learned skills;
- the real or conceptual planning, coordinating, directing, and controlling of activities and resources associated with an organizational unit or function; and,
- Active, practicing, person-to-person skills in the area of human relationships.
Problem Solving
This Guide Chart measures the thinking required in the job by considering two dimensions:
- the environment in which the thinking takes place; and,
- the challenge presented by the thinking to be done.
Accountability
This Guide Chart measures the relative degree to which the job, performed competently, can affect the end results of the organization or of a unit within the organization. It reflects the level of decision-making and influence of the job through consideration, in the following order of importance, of:
- the nature of the controls that limit or extend the decision-making or influence of the job;
- the immediacy of the influence of the job on a unit or function of the organization; and,
- the magnitude of the unit or function most clearly affected by the job.
Working Conditions
This Guide Chart measures the conditions under which the job is performed by considering:
- Physical Effort, which measures the degree of physical fatigue that results from the combination of intensity, duration, and frequency of any kind of physical activity required in the job.
- Physical Environment, which measures the physical discomfort or the risk of accident or ill health which results from the combination of intensity, duration, and frequency of exposure, in the job, to unavoidable physical and environmental factors.
- Sensory Attention, which measures the intensity, duration, and frequency of the demand, in the job, for concentration using one or more of the five senses.
- Mental Stress, which measures the degree of such things as tension or anxiety which result from the combination of intensity, duration, and frequency of exposure to factors, inherent in the work process or environment, which would typically cause stress to someone reasonably suited to the job.
By focusing on the important aspects of the content of each job, the end results which each is expected to achieve, and the conditions under which the work is performed, the Hay Method provides a vehicle for systematically assessing the relationships among the various positions and determining their relative value.
From India, Hyderabad
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Hi,
Thank you for your post, but I am looking for the Hays method of grading and not position evaluation. I have already undergone training for the Hays Guide Chart Profile Method. If anyone knows about the Hays Grading Strategy, please advise.
Thanks,
Liz
From Australia, Adelaide
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Thank you for your post, but I am looking for the Hays method of grading and not position evaluation. I have already undergone training for the Hays Guide Chart Profile Method. If anyone knows about the Hays Grading Strategy, please advise.
Thanks,
Liz
From Australia, Adelaide
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Dear Peer Sahab,
Thank you for your efforts, but I was looking for an easier grading system, such as Grade 1 for Drivers and Grade 8 for MD, as someone mentioned they obtained this grading structure from Hays. I just wanted to clarify these points.
Love, Liz
From Australia, Adelaide
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Thank you for your efforts, but I was looking for an easier grading system, such as Grade 1 for Drivers and Grade 8 for MD, as someone mentioned they obtained this grading structure from Hays. I just wanted to clarify these points.
Love, Liz
From Australia, Adelaide
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Hi Liz,
I suggest that your company purchase the Hay Compensation Report for the UAE. It is typically published every year.
In this report, you will find the information you need. Hay's Job Grade Reference Guide is usually explained in the first part (General) of the report under the sub-heading titled Job Mapping Methodology.
In the Job Mapping Section, Hay Group provides a sample of their Job Grading System that you are seeking. The chart includes the following information: Reference Level (Job Grades 6-21); The Hay Point Range (73-880+); the Most Typical Hay Point (75-805); and examples of the Jobs that typically belong to each Reference Level or Job Grade.
In the last part of the report, you will find the Appendices where they usually explain the following items: 1) Survey Methodology, Assumptions, & Definitions; 2) Guide Chart; 3) Market Charts; 4) Hay Group worldwide offices.
The use of Hay Group (like other methods of Job Evaluation) requires a technical background in the implementation of Job Evaluation Programs.
The absence of such technical background can lead to confusion and misuse of the tool, potentially creating havoc within your organization. That is why you are required to obtain a license from Hay Group to credibly implement the system, similar to the license needed from the Engineering Software Institute of Carnegie Mellon University for implementing a credible CMMI (Capability Maturity Model Integration) certification program.
I have a business partner in Dubai (Future Match-HRC) who can assist you in implementing the Hay System in the UAE. Please let me know if your organization has the budget and is willing to seek external help so I can contact their MD.
Best wishes and good luck.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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I suggest that your company purchase the Hay Compensation Report for the UAE. It is typically published every year.
In this report, you will find the information you need. Hay's Job Grade Reference Guide is usually explained in the first part (General) of the report under the sub-heading titled Job Mapping Methodology.
In the Job Mapping Section, Hay Group provides a sample of their Job Grading System that you are seeking. The chart includes the following information: Reference Level (Job Grades 6-21); The Hay Point Range (73-880+); the Most Typical Hay Point (75-805); and examples of the Jobs that typically belong to each Reference Level or Job Grade.
In the last part of the report, you will find the Appendices where they usually explain the following items: 1) Survey Methodology, Assumptions, & Definitions; 2) Guide Chart; 3) Market Charts; 4) Hay Group worldwide offices.
The use of Hay Group (like other methods of Job Evaluation) requires a technical background in the implementation of Job Evaluation Programs.
The absence of such technical background can lead to confusion and misuse of the tool, potentially creating havoc within your organization. That is why you are required to obtain a license from Hay Group to credibly implement the system, similar to the license needed from the Engineering Software Institute of Carnegie Mellon University for implementing a credible CMMI (Capability Maturity Model Integration) certification program.
I have a business partner in Dubai (Future Match-HRC) who can assist you in implementing the Hay System in the UAE. Please let me know if your organization has the budget and is willing to seek external help so I can contact their MD.
Best wishes and good luck.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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The Hay Job Evaluation System.doc
Hay method of job evaluation.pdf