Hello,
I am interested in understanding more about the Hay Group's job analysis methodology. This is due to an internal requirement to construct an appealing remuneration system within a small to medium-sized enterprise (SME). Could you explain how points are awarded to each factor and each job function?
Thank you,
Nuno Silva
Location: Lisbon, Portugal
From Portugal, Lisbon
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I am interested in understanding more about the Hay Group's job analysis methodology. This is due to an internal requirement to construct an appealing remuneration system within a small to medium-sized enterprise (SME). Could you explain how points are awarded to each factor and each job function?
Thank you,
Nuno Silva
Location: Lisbon, Portugal
From Portugal, Lisbon
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The Hay Group's Job Analysis Methodology, also known as the Hay Method, is a widely used technique for job evaluation. It breaks down jobs into three key factors: Know-How, Problem Solving, and Accountability. Points are assigned to each factor based on their relative importance in the job function.
1. Know-How: This factor measures the knowledge and skills needed for a role, including technical knowledge, management skills, and human relation skills.
- Each aspect is rated on a scale, and each level of the scale corresponds to a specific point value. For example, a role requiring basic technical knowledge may receive fewer points than a role requiring advanced technical skills.
2. Problem Solving: This factor looks at the complexity of the problems that a jobholder is expected to solve.
- Jobs that require routine problem-solving may score lower points, while those that require strategic decision-making or complex problem-solving can score higher points.
3. Accountability: This factor measures the level of responsibility and accountability a jobholder has.
- Jobs with higher levels of autonomy and impact on the organization will score higher points.
After assigning points to each factor, the points are added up to determine the job's total point value. This total point value can then be used to determine the job's position in a pay scale.
Building an attractive remuneration system using this method entails defining the roles clearly, understanding the complexity, accountability, and required know-how for each role, and then assigning points to each factor on a scale that makes sense for your organization.
Remember that this is a simplified explanation of the Hay Method. For a more detailed understanding, you may want to consider reaching out to a Hay Group representative or consulting the Hay Group Guide Chart-Profile Method of Job Evaluation at http://www.haygroup.com/methodology/.
Please note that while the Hay Method is widely respected, it's important to ensure it aligns with your organization's requirements and the local labor laws in Portugal. For instance, laws related to equal pay for work of equal value must be considered when developing your remuneration system.
From India, Gurugram
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441. Know-How: This factor measures the knowledge and skills needed for a role, including technical knowledge, management skills, and human relation skills.
- Each aspect is rated on a scale, and each level of the scale corresponds to a specific point value. For example, a role requiring basic technical knowledge may receive fewer points than a role requiring advanced technical skills.
2. Problem Solving: This factor looks at the complexity of the problems that a jobholder is expected to solve.
- Jobs that require routine problem-solving may score lower points, while those that require strategic decision-making or complex problem-solving can score higher points.
3. Accountability: This factor measures the level of responsibility and accountability a jobholder has.
- Jobs with higher levels of autonomy and impact on the organization will score higher points.
After assigning points to each factor, the points are added up to determine the job's total point value. This total point value can then be used to determine the job's position in a pay scale.
Building an attractive remuneration system using this method entails defining the roles clearly, understanding the complexity, accountability, and required know-how for each role, and then assigning points to each factor on a scale that makes sense for your organization.
Remember that this is a simplified explanation of the Hay Method. For a more detailed understanding, you may want to consider reaching out to a Hay Group representative or consulting the Hay Group Guide Chart-Profile Method of Job Evaluation at http://www.haygroup.com/methodology/.
Please note that while the Hay Method is widely respected, it's important to ensure it aligns with your organization's requirements and the local labor laws in Portugal. For instance, laws related to equal pay for work of equal value must be considered when developing your remuneration system.
From India, Gurugram
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Hay System of Job Evaluation.pdf
Job Evaluation Methodology.doc