Hi, I am Augustine. My husband's office has just tried to use the Hay Guide Chart method of Job Evaluation. He asked me to help him with this job evaluation because I used to be his assistant, but the information he received was not clear to me. Could anyone please tell me how to use this guide chart method?
Thank you and regards,
Augustine
From Indonesia, Depok
Thank you and regards,
Augustine
From Indonesia, Depok
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Hi Augustine..... Its feels great to know how u help ut hubby in his office as well. :D well, i have some content with me about HAy Method. hope it helps u out. Regards HR_PRO
From India, New Delhi
5From India, New Delhi
The Hay Method has been applied to evaluate jobs in the UK for the last 30 years. The Hay method is based on the fact that to what extent a job contains the following three elements:
1. Know How
2. Problem Solving
3. Accountability
In addition to these, physical and environmental factors play a significant role.
Know How = Knowledge + Skills + Experience
It consists of three elements:
a. Planning
b. Communicating
c. Depth of Know How
For example, for a senior-level job, planning and communication traits should be present on the higher side of the scale.
Problem Solving: The extent to which a job requires problem-solving. It involves lots of thinking.
Accountability: The extent of answerability in a job.
All the above-listed factors are common for any job; the only difference is the extent of the presence of these factors in different jobs.
I just attempted this; if somebody can give a practical application example, it would be really helpful.
Regards,
Yogita
From India, Chandigarh
1. Know How
2. Problem Solving
3. Accountability
In addition to these, physical and environmental factors play a significant role.
Know How = Knowledge + Skills + Experience
It consists of three elements:
a. Planning
b. Communicating
c. Depth of Know How
For example, for a senior-level job, planning and communication traits should be present on the higher side of the scale.
Problem Solving: The extent to which a job requires problem-solving. It involves lots of thinking.
Accountability: The extent of answerability in a job.
All the above-listed factors are common for any job; the only difference is the extent of the presence of these factors in different jobs.
I just attempted this; if somebody can give a practical application example, it would be really helpful.
Regards,
Yogita
From India, Chandigarh
Hi,
I found that Jenny asked the same question in this forum 1 month ago. Please use the search box at the top of the site to find this question. Apart from that, you can also refer to more information at: [Job evaluation books](http://www.vinetbooks.com/job-evaluation-books/).
Regards
From Vietnam, Hanoi
I found that Jenny asked the same question in this forum 1 month ago. Please use the search box at the top of the site to find this question. Apart from that, you can also refer to more information at: [Job evaluation books](http://www.vinetbooks.com/job-evaluation-books/).
Regards
From Vietnam, Hanoi
Hi Augustine, here is some material on Hay’s method. hope its of help Regards, Ritu Rawat
From India, Delhi
From India, Delhi
Certainly very helpful. How to do I access training and certification for implementation of the Hay Chart Method? I need the skill.
From Botswana, Gaborone
From Botswana, Gaborone
I have prepared an assignment on job evaluation. Please support the following topics:
Carry out an in-depth literature review on the factors affecting the quality of job evaluations and the measures that can be taken to overcome such shortcomings.
- Develop a form for a job evaluation using compensable factors (minimum 12) and weightage appropriate to your organization with a 5-point scale (1-5).
- Conduct a job evaluation on yourself, critically evaluate the job evaluation score, your employment grade, and remuneration.
- Compare your job evaluation score with at least 3 other employees in the organization from different departments and levels.
- Identify possible biases that could arise when conducting a job evaluation and propose ways to minimize such biases based on your own experience (not a theoretical explanation).
- Produce the written report along with the data gathering form.
From Sri Lanka, Colombo
Carry out an in-depth literature review on the factors affecting the quality of job evaluations and the measures that can be taken to overcome such shortcomings.
- Develop a form for a job evaluation using compensable factors (minimum 12) and weightage appropriate to your organization with a 5-point scale (1-5).
- Conduct a job evaluation on yourself, critically evaluate the job evaluation score, your employment grade, and remuneration.
- Compare your job evaluation score with at least 3 other employees in the organization from different departments and levels.
- Identify possible biases that could arise when conducting a job evaluation and propose ways to minimize such biases based on your own experience (not a theoretical explanation).
- Produce the written report along with the data gathering form.
From Sri Lanka, Colombo
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Hay method of job evaluation.pdf
The Hay Job Evaluation System.doc