2 Hay Group Guide Chart - Profile Method of Job Evaluation Hay Group Guide Chart - Profile Method of Job Evaluation » Hay Group Guide Chart ~ Profile Method of Job Evaluation is based on three factors, each of which has sub factors. It starts from the premise that all jobs exist to achieve a purpose—to create value in their organization—and evaluates this by analyzing what is the value that is created (accountability), how itis created (problem solving) and what the job requirements are that a person has to meet in order to deliver the value (know- how). These three factors and the sub factors included under 4. each are defined below: Know-how Toachieve the accountabilities ofa jb requires “know-how! (or inputs), whichis the sum total of every capabilc or sil, however acquired, need for fully competent job performance. Know-how has thece dimensions: Practical / technical knowledge: Depth and breadkh of technical or specialized knowledge needed to achieve desired results. ‘Planning, organizing and integrating (managerial) knowledge: “The requitement ro undertake managerial functions, suc a planning, organizing, staffing, directing and controlling financial, ‘physical and human exources, to achieve busines eult over time ‘Communicating and influencing skills: The interpersonal skill required for succesful interaction with individuals and groups, inside and outside he organization, Problem solving “Te vale f know-how iin its application achiev ess, “Problem solving’ (or throughputs) refers to the use of know-how to iden delineate and cole problems, Problem solving measures the requirement o use know-how conceptually analytically and poducively and har evo dimencone “Thinking environment The ols contet regarding business ratte to addres andthe degree to which problems and solions are clarified and focused by strategy; policy, precedents, procedures: orale ‘Thinking challenge: Te inherent complexity af the problems facad and the difficulty in identifying solutions that add value. Accountability Every job exists ro add onganizaional valu by delivering some set of results (or outputs). Accountability measures the type and level of ‘value job can add ln this sense, iis the job's measued effect on an organizations value chain, It has three dimensions Freedom to ac: The degre of empowerment to tke action within the framework of puidance provided to focus on decision-making. ‘Scope: The busines business measures) the jb is designed ro positively impact Tnpacts‘The nature of che jbl influence on business resis (defined in Scope) ranging from depres of directo indirect. ‘Copyright, 2070, Hay GroupJob profile ener ar ret ee eee ed cere eee aaa Scere eller rere afer See aaa ee ree eee eee ee eee eee ee eee ee ee Sele eee tlre eee Sec eaten et eaten arta ree es Hay Group Guide Charts» Hay Groups guide chars ae proprietary instruments thar enable consistent work evaluations. Each ofthe factor hnow-hom, problem solving, and accountbily—has is own guide chare tha fells the elements identified above. Each guide chare scale is expandable vo account fr che complexicy and sizeof the organization to which itis applied, and the scale descriptions can be modifed when appropriate t ensure that the language used to define the Factors ae appropriate relative to the busines, ts operating model, organization structure and culture [An important added-value clement i thatthe Hay Group methodology provides direct compasions with the reward statspics oF other organizations within Hay Group global total remuneration databases. This methodology enables benchmarking of jobs, improving the accuracy of market pricing nd increasing confidence in rule Know-How g wrnchaygroupcom Hiay Group research reveals that each job profile links co a distinc diferent se of behavioral competencies. This enables ‘organizations to create more effective talent devlopment and seeesion planning programs. Although the definitions af the job evaluation factors have ‘evolved over the more than 60 years they have been used, the undedying principles of know-how, problem saving, and accountability and thee relative balance through the profile ‘concept are proven tobe cmest a a foundation for valuing work, ‘Our factors have also been widely acepeed as a basis for seting fair and equitable pay practices, and are compliant with pay ‘quiry legislation, ProbiemKNOW-HOW ‘The sum ofkrowerge sk ond experience however aesured~necatsay for ly seoptbie job perfomance IMEI Technical Know-How Regie depth and scope of specislied inowedge. As you read down the scale rom A to H, you recognise erasing spain in some be, and aninreas in scope orange of genera inowege moter. Dept ranging rom knowiedge ofthe snpest war outings unque and autortatve knowledge within complex Scipines Scope: vary ofthngs, processes, products ee, ram few lo many out whic kowedo i requed [XI Management Know-How “Te knowledge requires or harmonizing intgratng ang managing acts and functions, inves combining Some o al of me coments of peering, orgening, drecing exeosng,eseesing and contaling, nd takes account oe bme scale planing arizona the. Hanagoment Bross is relate to ne size ans compionty of an organisation relocirg such tings as neon avers, Busnes vere, (Gerraphie spread ond satoge hozore H may be exerasedin an exoculve 9 adsoycorsutalve Way. (E88) Human Relations Skills The sks needed to communcate wih and ituence individuals and groups, within an use the organisation node o achieve resus whan ‘trougn people 7 Sane 7 yperant Gries Basing win ote pea rmaty Seron wear cones unsoulansn, Floeeon wer omer igentetioine poo ‘Sormatan" any eey to re seedmvepecs re ncaa pusasen ‘Revohos reprten maauar en ectvoeae casing hn [rs eaaning secon ob onsee hve 9 Seah Son i ‘sree owe rina aay a iat, Soren ce Legend Sue = egescambratore hati eras ene eso ens ace, aS, | ae eeiiiniaae == cremmmtsnans SE : z &onoressiona. wasreny see oe [Eames eles elles vealeesjegelers|:‘Measuring PROBLEM SOLVING Stop 1 (romney one ‘Stop 2 -— cee recenape ton rere RG elie te ae ee me | tn esos ® aces ' © 2 alm ‘rates poms cr palit ‘ob scting aide ‘ PROBLEM SOLVING Probiam Sovng she's startg sarkng required fr anaisng, evaluating, reasoning, ating at and erauingconcsons. Problem Song els ‘wih heirtnsit of te mental process which uses Know-How tole, oof and sve problems. ‘Therefor or evaluaben purposes, Povo Soling is toate as the percentage ubisaion of Know-How. Ithas te dimensions: EE Thinking Environment (Freedom to Think) Asma exaro wich Pinking constant coat (snes ronment eganston gues, ocees cr suprien)wiin wich IEXA Thinking Chattenge ‘The compioity ofthe probloms encounred and the enant o which ergjna inking must be employed to anive at solutions noonumoccoced al See F | we > a=} a Ef oweemwrerme on fe Te fe | - - ~“ |ACCOUNTABILITY -Acourtabitys concemed wih the etento which jab answerable for acons athe consequences. Iti @ measure fs impact on spect, ‘generat quart, ene Ithas tree dmensionswhicn in order cfimporance are WEEE Freedom to Act ‘Assesses he extent 0 which the jb ree subject a persona procedural guidance ox conto which may be exer rom wine etside tre xganisabon [EER Nature of impact “This concored wih the extent to which the postion impos rety on end el (EX Magnitude ‘Gauges how much ofthe organisation f mpacted by the job elo, This may be messed in quntaive way, eg, nal money sums, (or quitave asesement 9 rge Notre ofmpact Mogae 9 Gntomint) tino pseu 4 ona vont | smn | met | tame | were Lsssocosinin) usssonoi-en | ussin-son | usssomcon | ustsconsen rere afl eel | 7 : [lms] | | sms | ow EEE See tamer =| . Fo bs fo fod fel on fol fo i sqmeenuentroteeenera™ ffoof af [al cs iEviemieamamee eff ef fa nl = eae | len | | fv le(eine) axoge 29s) sousseyip days pue 9% Bunjos welgoid yo uonDasielul Ye yo pees 0q VED elyoid aBelUsd.ed BL 80U919})!P Gays JO ]UNOWe a4) Aq PAUILUAJ@P S! 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