The Hay Job Evaluation System?
THE HAY JOB EVALUATION SYSTEM The Hay Job Grading Scheme was developed in the early 1950's by E. N. Hay and Associates. It is a scheme which is based on the "points factor" approach. This is a common approach to job grading. The process has the following basic steps: A description of the job is made including such things as: expertise required, accountabilities, experience required, functions performed, financial impact of the job, freedom to decide and act, number of staff supervised, pre-eminence of the position, influence of the position within the company etc. The various aspects of the job given in the description are usually split into categories. For example, in the Hay system the categories are: ¨ Know How ¨ Problem Solving ¨ Accountability ¨ Working Conditions (This was included after the initial creation of the scheme in an attempt to enable the Hay system to be applied to blue collar occupations). Other systems may have different sets of categories. For example, the OCR system, uses the following categories: ¨ Knowledge, Skills and Experience ¨ Reasoning and Decision Making ¨ Communication and Influence ¨ Accountability and Responsibility The description of the job is done under the headings given by the job grading system's categories. This description of the job is then compared with a standard set of descriptors (i.e. a set of statements from the job grading manual which describe the aspects of a job) and the most appropriate descriptors, in each category, for that job are selected from the set. So, for the Hay system, a manual with descriptors in each of the above categories is used to grade the job. The job grader selects the descriptor which (in their view) most accurately describes that category of the job. (An example of a Hay descriptor under the category of "Know How" is: "Jobs requiring procedural or systematic proficiency, which may involve a facility in the use of specialized equipment.") Each descriptor has a score associated with it. For example, in the Hay system there is a point score for each of "Know How", "Problem Solving" and "Accountability". These factor points are then used to calculate a total "points factor" score for that job. This task is repeated for all jobs within the company. The tally score for each job is then interpreted as the importance of that job within the company relative to the other jobs within the company. If the system is related to pay, then a level of pay is associated with each tally score. Often, tally scores are grouped into a single pay level. For example, scores from 100 to 150 may all be paid $35,000. Using this process, the claim is that these systems provide a fair and equitable method of rating the relative importance of all jobs in a company, from the CEO to the part-time janitor. thus it purportedly gives equal pay for work of equal value within a company. In fact, the Hay system was originally designed specifically for the evaluation of managerial jobs. As stated by Hay: "We have seen that the Guide Chart Profile Method was designed for a specific purpose - evaluating managerial and technical jobs in order to get equitable salary standards." In the personnel journals of the time, Hay justified his system as a system that would "fight for better salaries for corporate executives" Right from its inception, the Hay system was designed with a bias toward managerial and executive levels. The Hay scheme has also tried to construct a comparison of pay levels between companies. This is done by including in the Hay scheme: The use of generic descriptors The Hay manual has a set of "common descriptors" which are applied for all jobs in all companies. (Although there is the possibility of including "un-common descriptors" this makes the comparison of jobs difficult and so is avoided whenever possible.) The claim is that the use of these common descriptors means you are comparing "like with like" across an industry. Non use of specialized terms or definitions of terms in the generic descriptors. (For example, the Hay descriptor presented above in step 3 uses very general wording.) So, rather than use words such as "expert in communications theory" the more generic wording such as "determinative mastery of principles" are used. The use of employment market surveys of pay to construct a relationship between Hay Scores of similar jobs in different companies and their corresponding pay. For example, in the information technology industry, a Hay score of 600 may (on average) be approximately associated with a pay of $40,000. Using this approach, an employer may claim that a job with a Hay score of 600 and a salary of $50,000 is over paid. Although this methodology may sound quite reasonable there are, however, many problems with these schemes which are not immediately apparent. Some of these problems, in regard to the Hay System, are discussed below. 2. The 15% Rule The basis for the point allocation in the Hay Scheme is the so-called Weber's Law. This law is based on a range of "psychometric" experiments published in 1948. In these results experimenters noted that when the physical weight of two objects differed by more than 15%, people could distinguish between their weights just by lifting them. Hay xtrapolated this result to the ability to distinguish between human behaviors and based his points factor allocation tables upon this result. The validity of this extrapolation has been questioned. For example, is it valid to extrapolate this rule from weight to the ability to distinguish between job-related activities? 3. It is all in the Application There are two key problems with generic descriptors. Firstly, they are unavoidably vague and secondly, they are culturally biased. Because the descriptors are generic, they are vague. Therefore, the application of these descriptors to a job involves a high degree of subjectivity. This means the biases of the person (or group) implementing the scheme will result in a bias in the rating of jobs. Hay has attempted to address this issue, however, management control of the implementation of the scheme will most likely result in the scheme giving the results management wants whether or not the result is fair. Turning to the issue of cultural bias, as stated above, a "descriptor" is a sentence which is designed to describe an aspect of a job. Just as there is no such thing as a society without a culture, there is no such thing as a "value free" descriptor. Hence, generic descriptors intrinsically favor certain job types. The Hay system suffers at least three aspects of cultural bias. It is techno-centric and hierarchical as well as strongly based on 1950's USA corporate culture. 4. Technology verses the Human Factor Hay is "techno-centric". The Hay descriptor quoted above (in step 3 of the Introduction above) is an example. This descriptor refers to "a facility to use special equipment". A common criticism of Hay is that workers who operate or work with equipment and technology rate higher than those who work with people (eg. customers). This has a side effect of introducing a gender bias into the system, since male workers are more prevalent in technology related jobs and female workers tend to occupy "people related" jobs. The Hay Group is aware its methodology has been criticized on the grounds of gender bias. In an attempt to deal with this criticism it has produced a Code of Practice. However, there is no guarantee an employer using Hay will follow this code. ===
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Answer interview success! . \nAs a professional recruiter I get this question every day. Success is when the employer offers you a job on the spot. This does not always apply because an additional representative may be involved and there will be multiple inverviews for the job. Usually the interv…iewee has a general feeling about the success of the interview. Being asked about your schedule for next week so the employer can set up the next interview is a good sign. Good success may be determined by the interviewer speaking in future terms such as "this will be your desk", "how much notice do you have to give to your current employer?", "what is your current salary", also feelings and hints of "inclusiveness" as in the use of "we" when it includes you and the interviewer. A tour of the facility is a good sign because if they don't like you then the interviewer will not waste time on a tour. Introductions to other employees is a good sign. The longer the interview the better it is for the interviewee and of course the shorter the interview the less likely the success. The longer an employer takes to get back to you after the interview then the less likely it is that you will be offered the position. ( Full Answer )
Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. The two most common methods of job evaluation that hav…e been used are first, whole job ranking, where jobs are taken as a whole and ranked against each other. The second method is one of awarding points for various aspects of the job. In the points system various aspects or parts of the job such as education and experience required to perform the job are assessed and a points value awarded - the higher the educational requirements of the job the higher the points scored. The most well known points scheme was introduced by Hay management consultants in 1951. This scheme evaluates job responsibilities in the light of three major factors - know how, problem solving and accountability. Some Principles of Job Evaluation . Clearly defined and identifiable jobs must exist. These jobs will be accurately described in an agreed job description. . All jobs in an organisation will be evaluated using an agreed job evaluation scheme. . Job evaluators will need to gain a thorough understanding of the job . Job evaluation is concerned with jobs, not people. It is not the person that is being evaluated. . The job is assessed as if it were being carried out in a fully competent and acceptable manner. . Job evaluation is based on judgment and is not scientific. However if applied correctly it can enable objective judgments to be made. . It is possible to make a judgment about a job's contribution relative to other jobs in an organisation. . The real test of the evaluation results is their acceptability to all participants. . Job evaluation can aid organisational problem solving as it highlights duplication of tasks and gaps between jobs and functions. Job Evaluation - The Future As organisations constantly evolve and new organisations emerge there will be challenges to existing principles of job evaluation. Whether existing job evaluation techniques and accompanying schemes remain relevant in a faster moving and constantly changing world, where new jobs and roles are invented on a regular basis, remains to be seen. The formal points systems, used by so many organisations is often already seen to be inflexible. Sticking rigidly to an existing scheme may impose barriers to change. Constantly updating and writing new jobs together with the time that has to be spent administering the job evaluation schemes may become too cumbersome and time consuming for the benefits that are derived. Does this mean that we will see existing schemes abandoned or left to fall into disrepute ? Will providers of job evaluation schemes examine and, where necessary, modify them to ensure they are up to date and relevant ? Simply sticking rigidly to what is already in place may not be enough to ensure their survival. Job Evaluation - More Job evaluation is essentially one part of a tripartite subject, which is collectively referred to as Job Study (other names exist). The three parts are Job Analysis ; Job Evaluation - the information collected is evaluated using a numerical scale or ranking and rating methodology; and Merit Rating - BSI definition (32542). BSI definition - 32529 - "Any method ranking the relative worth of jobs which can then be used as a basis for a remuneration system" It is essentially a comparative process. Job evaluation evaluates selected job factors, which are regarded as important for the effective performance of the job, according to one of several alternative methods. The resulting numerical gradings can form the basis of an equitable structure of job gradings. The job grades may or may not be used for status or payment purposes. Explanation: Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure, e.g. physical strength required, knowledge of mathematics required, are assessed and the result is a numerical estimate of the total job pressure. When evaluations are carried out on all hourly paid personnel the technique's uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management. ( Full Answer )
Developing the Code of Conduct and putting compliance in place to implement the code of ethics is not enough to maintain high ethical standards within an organization. The development of a strong set of ethical standards for an employee's job related business conduct requires each individual's per…sonal commitment to a life-long effort to act ethically in business settings. ( Full Answer )
Job Evaluation is concerned with measuring the demands the job places on its holder. Most factors that contribute to this job pressure and are regarded as important for the effective performance of the job, e.g. physical strength required, knowledge of mathematics required, are assessed and the resu…lt is a numerical estimate of the total job pressure. The resulting numerical gradings can form the basis of an equitable structure of job gradings. The job grades may or may not be used for status or payment purposes. When evaluations are carried out on all hourly paid personnel the technique's uses include establishing relative wage rates for different tasks. It is possible to use it for all grades of personnel, even senior management.. ( Full Answer )
You want to be truthful when answering this question. If yoursupervisor would not give you a good reference, you may not want tolist them.
Companies and organizations should perform job evaluations in amanner that best fits the company. For instance, companies withmany remote employees may choose to have the employees completeonline self-evaluations, and phone or video chat evaluations withtheir supervisors.
This term regards methodologies in reviewing and deciding uponcareer options. Quantitative methods are based on numericalapproaches such as income, productivity, time investiture. andother statistical indicators.
Job evaluation and ranking technique are HR based. One major disadvantage is the cropping of biases due to the standard of grading used.
it depends on your collective bargining agreement (union contract) is it a union job? does it fall under FLSA regulation? short answer is possibly.
importance of job evaluation:- . 1.rational wage structure . 2.removal of inequalities . 3.good industrial relations . 4.proper emphasis on job factors . 5.scientific selection and recruitment . 6.performance appraisal . 7.training and development . 8.multifarious use
meaning of Job evaluation :- Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organisation. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job… evaluation needs to be differentiated from job analysis . Job analysis is a systematic way of gathering information about a job. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs. The process of job evaluation involves the following steps: â¢ Gaining acceptance: Before undertaking job evaluation, top management must explain the aims) and uses of the programme to the employees and unions . To elaborate the programme further, oral presentations could be made. Letters, booklets could be used to classify all relevant aspects of the job evaluation programme. â¢ Creating job evaluation committee: It is not possible for a single person to evaluate all the key jobs in an organisation. Usually a job evaluation committee consisting of experienced employees, union representatives and HR experts is created to set the ball rolling. â¢ Finding the jobs to be evaluated: Every job need not be evaluated. This may be too taxing and costly. Certain key jobs in each department may be identified. While picking up the jobs, care must be taken to ensure that they represent the type of work performed in that department. â¢ Analysing and preparing job description : This requires the preparation of a job description and also an analysis of job needs for successful performance . â¢ Selecting the method of evaluation: The most important method of evaluating the jobs must be identified now, keeping the job factors as well as organisational demands in mind. â¢ Classifying jobs: The relative worth of various jobs in an organisation may be found out after arranging jobs in order of importance using criteria such as skill requirements, experience needed, under which conditions job is performed, type of responsibilities to be shouldered, degree of supervision needed, the amount of stress caused by the job, etc. Weights can be assigned to each such factor. When we finally add all the weights, the worth of a job is determined. The points may then be converted into monetary values. Installing the programme: Once the evaluation process is over and a plan of action is ready, management must explain it to employees and put it into operation. â¢ Reviewing periodically: In the light of changes in environmental conditions (technology, products, services, etc.) jobs need to be examined closely. For example, the traditional clerical functions have undergone a rapid change in sectors like banking , insurance and railways , after computerisation . New job descriptions need to be written and the skill needs of new jobs need to be duly incorporated in the evaluation process. Otherwise, employees may feel that all the relevant job factors - based on which their pay has been determined - have not been evaluated properly. For job evaluation to be practicable it is necessary :- that jobs can be easily identified that there are sufficient differents between different jobs; and that agreements no the relative importance or worth of different jobs can be negotiated between the enterprise and its employees and/or their representatives. ( Full Answer )
Ans. Merit Rating vs. Job Evaluation. The points of difference between merit rating and job evaluation are as under: I.Merit rating is concerned with the differences among the employees in terms of their performance. That is why, it is also termed as 'performance appraisal'. But job evaluation is t…he analysis of various jobs to know the demands which the normal performance of particular jobs make on average employees. It does not take into account the individual abthties or performance of the employees concerned 2. The purpose of merit rating is to appraise the performance of individuals to take decisions like increase in pay, transfer, promotion, etc. It also provides the emoyees with information relating to their strong and weak points. A systematic programme of therit rating will tell them the quality of their performance, it will also serve as the guideline for the management to consider the type of training which should be imparted to the employees. But the purpose of job evaluation is very limited, i.e. to determine the worth of the job on the basis of demands made by a particular job on the average worker. 3. Merit rating rates the man and not tle job as it is concerned with assessing of the abilities of the individuals. As a matter of fact, it measures the worth of men to theorganization. But job evaluation rates the jobs in the organizations in order to determine their worth and fix the wage or salary level that will be fair and equitable. 4. Job evaluation is generally used as a basis of wage structure in the. organization. But merit ratihg is used as basis of sound personnel policy in relation to transfer, promotion, etc.. ( Full Answer )
Mary Ludwig Hays was in the battle of Monmouth with her husband. She was hauling water to the weary men while her husband was in the battle. When her husband was unable to fight, she took his place.
The advantages of job evaluation are as follow: Job evaluation is: -Objective and logical -It is fair, it eliminates any managerial bias -It is viewed favourably by industrial tribunals
Peromnes refers to a job evaluation system which scores jobs on a number of factors such as problem solving, pressure of work, job impact, consequence of judgement, educational qualifications, training and experience required. The aggregate score is applied to a sliding scale to determine job grade…. ( Full Answer )
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implementaion of quite simple methods can be costly and time consuming it subjectiviyty it relies on the human judgement, thus the human influence can not be ruled out.
Quite simply; a job analysis is what could've been better a job evalution is what actually the job is like
There are a few methods that have been used to evaluate anemployee's job performance. Observation is one such method.
An evaluation system refers to a system or program that is used todetermine the importance, or worth of something.
one is better then the other clearly Answer: evaluation generally precede appraisal , job evaluation is done to evaluate the job and not the job holder but performance appraisal is done to evaluate the job holder on the basis of her performance
Exercise has many positive effects on the cardio respiratorysystem. Some include increasing stamina, increasing lung capacity,endurance and heart health.
Hay system evaluate personnel on their knowledge of the job, their responsibility, and their ability to solve problems, but this is difficult to use in administrative work, because in these kind of works such as managing the result can't be seen easily and also tangible and the product cant be seen …directly. So to evaluate the performance without reference to an evaluation system based on points or factors. I wish I could answer your question. ( Full Answer )
False - although it depends on what you mean by 'job evaluation' and who is doing it, and for what purpose.
A job evaluation is a means of determining whether an employee is effective in his position and becoming more valuable to the company. A good evaluation should result in higher wages. A bad evaluation should lead to reeducation of the employee and an eventual increase in pay or retention at the same… rate. ( Full Answer )
OD is mainly ensuring the organization arrives its goals byimproving the individual and group performance. OD is focused athuman behaviors rather than organizational structure. OrganizationDevelopment is a description of change needed in the organizationif it is to reach its future goals. HR develop…ment specialist areoften involved in OD. ( Full Answer )
Job evaluation is a methodical way of shaping the value/worth ofa job with respect to other jobs in an organization. It tries toconstruct a methodical comparison between jobs to evaluate theircomparative importance for the rationale of establishing a balancedpay structure. Job evaluation needs to be… differentiating from jobanalysis because JA is a systematic way of congregation ofinformation about occupation. Every job assessment method requiresat least some fundamental job analysis in order to provide truthfulinformation about the jobs anxious. Thus, job evaluation beginswith job analysis and ends at that point in time where thesignificance of a job is determined for achieving payevenhandedness between jobs. Several methods such as job ranking,job grading, and factor comparison are employed in jobevaluation. ( Full Answer )
A job evaluation is a way of determining the worth of a job versusother jobs in an organization to establish rational pay. Aperformance appraisal is a review of an employee's performance oftheir responsibilities.
it helps you because people would be allowed to tell you the truth in how they view your leadership. it breaks down barriers of communication that exist in the workplace. everything has to be taken with a grain of salt but there will be things, strands of commonality that you'll hear from different …people. things you dont realize that you do so you can become conscious of how people view you or read your reactions. and you can learn to lead better based on your positives and negatives from others perspectives. ( Full Answer )
If you mean security i say at least one a week or every other week. I use Personal Software Inspector. They allow you to check and see what software on your computer is causing you the most harm. You can find more information about it here: secunia.com/vulnerability_scanning/ personal / Check t…he releated links for more info. ( Full Answer )
hay bailing systyem is a system of steps farmers/ranchers use to move grass from the field to the barn or holding facility. this is important because animals will starve during winter when there is no fresh green grass to eat. when grass is cut the nutritional value is no lost but is frozen at that …level. the system consists of a grass cutter, a windrower or rake that collects grass into a long row, a bailer that takes that long row of condensed grass and places it into a bail, either square or round, and a device to move the hay to a collection facility. for storage and gradual feeding over the winter until fresh green grass starts to grow in spring . ( Full Answer )
"Evaluate a system" could mean several different things. I am somewhat confused as you asked this question under the following categories: Database Programming, Algebra and Calculus. Under Database Programming, I am not sure. However, I would imagine it would mean to describe the effectiveness of… the system that has been put in place. If this does not answer your question, you will have to be more specific and ask your question in plain and proper English. Under algebra or calculus, "evaluating a system" would probably mean to determine the values of any unknown variables/constants in a system of equations or functions. ( Full Answer )
It is a roughage which does not break down as quickly or as easily as other feedstuffs do like alfalfa, grain, or green grass does. This way the digestion process is prolonged and prevents the animal from bloating because the feed isn't too rich. Hay will not help a cow's digestive system, however, …if it is too poor-quality and coarse. A cow can easily die of a full stomach if hay is poor quality because it lacks any sufficient nutrients for a cow to live on. It'll just sit there and not do anything for her. ( Full Answer )
Planning and evaluation is necessary in the educational system in the sense that we could be able to align actions with resources on what we want for our students, evaluation is a strategy or way to testify the learning of the students whether they learn something or none.
A job evaluation must assess skills, not the personality of the individual. To be sure an evaluation properly evaluates skills, the supervisor / manager must be able to clearly define: . What specific skills will be evaluated. . Specific goals related to those skills. . Specific objectives to m…eet those goals. As well, job evaluations can address common issues of employment, such as: . promptness . tardiness . absenteeism . improper call-offs . overuse of "sick" time . appearance . dress code and infractions . friendliness / helpfulness To be fair, every employee must have a clear understanding of his/her job responsibilities AND policies governing employment. Then the evaluation process uses those standards to determine whether the employee is meeting, falling below, or exceeding the expectations for responsibilities AND policies. Sometimes, employees have mixed job evals. For example, a worker receives high praise for her attitude, helpfulness, and politeness toward customers-- yet, she is persistently tardy. Or, an employee is punctual for every work day-- but he is rude and condescending to customers, his peers, or his bosses. The best job evaluations don't just mark how a person is performing the job, but gives feedback on how to improve areas of weakness. An eval can be a teaching tool, as well as be a tool for future disciplinary measures. New goals should be set as a part of the evaluation process, so both the employee and "the boss" have a clear understanding of expectations. A boss should also specify how long an employee has to improve, and schedule the length of time before the next evaluation (3 mos, 6 mos). ( Full Answer )
You may be asked your motivation for applying for a particular job.This is a question you will want to give thought to and have a goodanswer prepared when being interviewed.
It depends on the type of job and your personality. It's tough but people are basically self-serving. Answer with something like you see it as a stepping stone to management (with a good reason why you want to be there showing you have given it some research) or you need the ojt etc, something that …basically says doing a good job for them serves you TOO so it is believable. Also, if you have something in your past that puts you a cut above other candidates, throw it in. This is basically where your employer wants you to tell them why they should hire you. It is very helpful to have answers to questions like this ready before you go into the interview. If your employer says "Why should I hire you" and you have a very good answer right away, it will show confidence in your abilities as well and make you more likely to get hired. ( Full Answer )
Employees, are the people that deal, on a daily basis withthe processes of machinary, equiptment, functions or activities that transforms inputs into outputs. They are in the position to know what safety matters relate to those processes, Managers / leaders that have a true concern with safety will …consult with the people that have the best knowledge. Employees are also the people that are at risk ant therefore should be entitled to an option on how safety programs be designed , developed and monitored and evaluated. ( Full Answer )
Know your objective and compare multiple forex trading systems in order to find the right one that will fit your needs. One that is easy to use but also have many features will be best. Also consider the profit factor.
The seven steps of tourism are as follows: . Prefeasibility Study . Site Analysis . Market Analysis . Economic Feasibility Analysis . Cost/Benefit Analysis . Government financial incentives in tourism development . Private sector financing for tourism development Please see the related l…inks for more information. ( Full Answer )
If you don't tell the truth and it later emerges then you are going to have another negative evaluation.
Job evaluation is system that is prepared for the evaluation of the employees. And the performance of the employees according to the evaluation system.
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because you wnt to make sure that you are getting something out of it besides a job or ven money.
Success is reaching your little goals one at a time in order to be closer to your dream, not your bosses dream.
The purpose of a job evaluation is to produce a defensive ranking of jobs on which a rational and acceptable pay structure can be built. It tries to assess jobs and not people.
The cast of The Job Evaluation - 2008 includes: Gina Bartlow as Dorothy Carol Van Natta as Diane Ron Vischer as Bob
One implication from the evidence on EI to date is that employersshould consider it a factor in hiring employees, especially in jobsthat demand
The Job Evaluation - 2008 was released on: USA: 14 September 2008 (Estes Park Film Festival)
Auditor evaluations of lifeguards are essentially performancereports. The four main aspects of the job that are documented areyour professionalism and on the stand performance, your ability toremain vigilant and effectively meet swimmer protection standards,your level of rescue readiness, and your a…bility to protectyourself from the environment. ( Full Answer )