1
Hi there...
Some Basic Information : Hay method is one of the methods for JOB EVALUATION
HAY JOB EVALUATION SCHEME
HAY is a commonly used scheme which compares jobs against a number of elements which are common to all roles.
The HAY method of evaluation combines judgements against each of these elements to give a total job size for the role being evaluated.
The underlying principles within HAY are:
* Jobs exist to achieve an end result
* To achieve this end result, post holders must address problems
and apply judgements
* To do this, post holders require a level of knowledge
and experience.
The Elements which HAY measures are:
KNOW HOW
• Depth and range of Know How: This considers what knowledge, skills (including physical skills), expertise and experience are required to undertake a role.
Typical questions to consider here include:
* Is there a specific requirement for previous experience and, if so, what type of experience?
* Is there a requirement for physical skills within the role (e.g. safe manual handling)?
* Is there a requirement to maintain professional accreditation through appropriate updating of skills and knowledge?
2) Planning and Organising: This considers; what is the amount of planning and organising required within the role?
Typical questions to consider here include:
* How does work come to the jobholder?
* How diverse are the activities being coordinated?
* Is there a requirement for long term planning within the role?
* Is the jobholder required to plan for others?
3) Communicating and Influencing : This considers the requirement for working with and through others to achieve end results within the role.
This element examines:
Who does the post holder communicate with, how often and what is the nature of the communication?
For example, does the post holder:
* Provide information effectively and courteously?
* Influence and persuade others as part of the role?
* Change behaviour, negotiate change, motivate others as a central part of the role?
* Provide pastoral care for students/others and, if so, what does this involve and how often does it happen?
PROBLEM SOLVING
This element measures the degree of creative or original thought required to resolve problems within the role.
* Typical questions to consider include:
* Is there a right or wrong answer when problems crop up?
* Is the post holder told what to do to resolve problems?
* Can the post holder determine what needs to be done and how to do it?
* To find a solution, does the postholder have to make judgements or come up with new approaches to the problem?
ACCOUNTABILITY
Is divided into three factors, two of which are linked, and is about the key outputs i.e. the end results of the role.
1. Freedom to Act Measured by the existence or absence of constraints by managers, committees or established procedures/guidance
This factor is about how much discretion a post holder has in taking action.
For example:
* Are there detailed instructions which set out how a post holder should carry out their role?
* Does the post holder's manager overview the results of work being carried out, rather than provide detailed instructions?
* Does the post holder set the policy and direction of the Department?
2. Nature/Area of Impact considers how much of the organisation does the job impact upon and what is the nature of the impact?
For example: A post holder may be required to give advice which will impact on a small research team.
Or: A post holder may have the controlling impact for ensuring satisfactory service within a team of technical staff.
Or: A postholder may operate or maintain equipment within one Department.
PHYSICAL EFFORT/STRAIN
This element measures to what degree a job involves physical effort over and above what would normally be expected in a day to day office environment. It looks to determine the nature, frequency and duration of the physical effort e.g. lifting, bending, stretching, repeated execution of movements, working in awkward positions.
WORKING ENVIRONMENT
This element examines if a job exposes the post holder to unfavourable environmental conditions and to what extent e.g.
* Is the post holder required to work outside in cold or wet weather?
* Is the post holder required to endure heat, fumes, moisture, noise for a period of time?
* Is there a likelihood of exposure to abusive/violent behaviour?
for further information you can use this link
haygroup.com
and yes I saw your request for Professional Associations in Egypt ... Sorry I don't know much about egypt...
Ajmal Mirza
From India, Ahmadabad
Some Basic Information : Hay method is one of the methods for JOB EVALUATION
HAY JOB EVALUATION SCHEME
HAY is a commonly used scheme which compares jobs against a number of elements which are common to all roles.
The HAY method of evaluation combines judgements against each of these elements to give a total job size for the role being evaluated.
The underlying principles within HAY are:
* Jobs exist to achieve an end result
* To achieve this end result, post holders must address problems
and apply judgements
* To do this, post holders require a level of knowledge
and experience.
The Elements which HAY measures are:
KNOW HOW
• Depth and range of Know How: This considers what knowledge, skills (including physical skills), expertise and experience are required to undertake a role.
Typical questions to consider here include:
* Is there a specific requirement for previous experience and, if so, what type of experience?
* Is there a requirement for physical skills within the role (e.g. safe manual handling)?
* Is there a requirement to maintain professional accreditation through appropriate updating of skills and knowledge?
2) Planning and Organising: This considers; what is the amount of planning and organising required within the role?
Typical questions to consider here include:
* How does work come to the jobholder?
* How diverse are the activities being coordinated?
* Is there a requirement for long term planning within the role?
* Is the jobholder required to plan for others?
3) Communicating and Influencing : This considers the requirement for working with and through others to achieve end results within the role.
This element examines:
Who does the post holder communicate with, how often and what is the nature of the communication?
For example, does the post holder:
* Provide information effectively and courteously?
* Influence and persuade others as part of the role?
* Change behaviour, negotiate change, motivate others as a central part of the role?
* Provide pastoral care for students/others and, if so, what does this involve and how often does it happen?
PROBLEM SOLVING
This element measures the degree of creative or original thought required to resolve problems within the role.
* Typical questions to consider include:
* Is there a right or wrong answer when problems crop up?
* Is the post holder told what to do to resolve problems?
* Can the post holder determine what needs to be done and how to do it?
* To find a solution, does the postholder have to make judgements or come up with new approaches to the problem?
ACCOUNTABILITY
Is divided into three factors, two of which are linked, and is about the key outputs i.e. the end results of the role.
1. Freedom to Act Measured by the existence or absence of constraints by managers, committees or established procedures/guidance
This factor is about how much discretion a post holder has in taking action.
For example:
* Are there detailed instructions which set out how a post holder should carry out their role?
* Does the post holder's manager overview the results of work being carried out, rather than provide detailed instructions?
* Does the post holder set the policy and direction of the Department?
2. Nature/Area of Impact considers how much of the organisation does the job impact upon and what is the nature of the impact?
For example: A post holder may be required to give advice which will impact on a small research team.
Or: A post holder may have the controlling impact for ensuring satisfactory service within a team of technical staff.
Or: A postholder may operate or maintain equipment within one Department.
PHYSICAL EFFORT/STRAIN
This element measures to what degree a job involves physical effort over and above what would normally be expected in a day to day office environment. It looks to determine the nature, frequency and duration of the physical effort e.g. lifting, bending, stretching, repeated execution of movements, working in awkward positions.
WORKING ENVIRONMENT
This element examines if a job exposes the post holder to unfavourable environmental conditions and to what extent e.g.
* Is the post holder required to work outside in cold or wet weather?
* Is the post holder required to endure heat, fumes, moisture, noise for a period of time?
* Is there a likelihood of exposure to abusive/violent behaviour?
for further information you can use this link
haygroup.com
and yes I saw your request for Professional Associations in Egypt ... Sorry I don't know much about egypt...
Ajmal Mirza
From India, Ahmadabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Hay method of job evaluation.pdf
Job Evaluation.ppt
Job Evaluation Methodology.doc