All jobs are evaluated not only by the interpretation of the factor descriptions but within the context of all other jobs in the organization. By: Dina Ghazaly MBA, Associate CIPD Certified KPI Professional Certified Org. The University of Waterloo acknowledges that much of our work takes place on the traditional territory of the Neutral, Anishinaabeg and Haudenosaunee peoples. <> A job is considered to be larger than another if there is a difference of more than 15 percent of the Hay Points between the 2 jobs. endobj measures the relative size of positions by examining the complexity of job demands of individual positions in a way that allows for systematic and analytical comparison of roles. endobj It is based on the notion that jobs can be measured on the basis of their relative contribution to the overall objectives of the organization. It is not directly concerned with people, their performance, or pay only with the size of jobs in relation to other jobs. Introduction to Korn Ferry Hay Guide Chart Profile Method of Job Evaluation is intended for professionals who need to evaluate jobs and roles and are designed for individuals who are accountable for valuing work in their organizations including compensation management organizational effectiveness and human resources development. I document it here for human resource practitioners who for various reasons wanted to know how it works (education purposes). We couldnt care less what you bring to the job. Commission staff are trained in Mercer CED and agency staff are not required to have detailed knowledge of this methodology. Thinking environment : Assesses the scope within the job to identify and. Want an answer right away? <> It is based on the notion that jobs can be measured on the basis of their relative contribution to the overall objectives of the organization. Descriptors for each level determine how the position is rated on each sub-factor. As a global leader in tech-optimized mining solutions, Hexagon Mining wanted to improve the efficiency of 23,000 global employees and ensure their safety. endobj The Hay Group Guide Chart-ProfileSM method of job evaluation This button displays the currently selected search type. Point Method of Job Evaluation - YouTube. <>/XObject<>/Font<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/MediaBox[ 0 0 720 540] /Contents 4 0 R/Group<>/Tabs/S/StructParents 0>> We spoke to over 4,000 professionals and experts to discover the three things leaders and their organizations should focus on to thrive in the year ahead. Total Rewards/ HRBP / Manpower Planning/HR Analytics / Performance Management, thank you for the details. Hay Guide Chart - Wikipedia Expected return on investment when implementing a job evaluation methodology. GLOBAL 92% YES The general principles of job evaluation are: The points scale on the Hay Guide Charts are of a 15 percent geometric progression. We need to recognize that the unit of value in an organization is the person, not the job description., Billions of dollars of wasted talent are sitting in corporations right now, because most of us havent figured out how to value the contributions of our employees.. More than 30 million viewers are expected to watch football this Thanksgiving. Job Evaluation Methodology - Hay In A Hurry | My HR The Hay Job Evaluation Methodology is a proprietary methodology. 2. Steps to be taken are: The Korn Ferry Hay Guide Charts (property of the Korn Ferry Hay Guide Chart-Profile Method) are the central instrument of the proprietary point-factor job evaluation method developed by the Hay Group, now Korn Ferry. Includes details of any capital expenditure or revenue the position holder is required to directly control. Our training seminar combines a flexible online format with the strength of classroom participation and facilitation. However, judgements can be disciplined within a systematic framework which facilitates consistency and fairness through treating all jobs on a common yardstick. ",#(7),01444'9=82. Ultimately, job definition and evaluation using Mercer IPE will allow your organization to establish a market leading framework that reduces costs, manages risk and facilitates talent movement. Hay Vs Mercer by dina Ghazali - Prezi Please provide your details below. The kinds of decisions referred to a more senior position. Formal job evaluation methods were designed to overcome these difficulties. If the job pays ten bucks an hour, were going to pay you ten bucks an hour whether you do the job the way our least-experienced, least-capable person does the job or the way our own CEO would do the job. The system works on an integration of all the factors. The three-step training process begins with a live webinar that will provide general background and explain . PDF Correlation table - The HR Diary endobj <>/Metadata 278 0 R/ViewerPreferences 279 0 R>> The following areas are generally covered during an interview with a classification consultant. We arent that creative. Topics include: Expected return on investment when implementing a job evaluation methodology, It starts from the premise that all jobs exist to serve a purpose that is to create value in the organization. These elements are: KNOW HOW - This measures the range of technical, planning, organising, controlling and communicating/influencing skills required in order to be able to perform the job competently. The step difference which has produced the most consistent and sensible results is 15 percent; this is common to all applications of the Guide Chart Profile Method. Source: Hay Group. 1. endobj Type of impact (Job Impact):The strength of that impact. Job Analysis & Evaluation | Mercer Canada - Talent Strategy They have worked in complex organizations with clients from a variety of industry sectors covering a wide spectrum of expertise. Examples of at least three challenging aspects of the role. When expanded it provides a list of search options that will switch the search inputs to match the current selection. Methods of Job Evaluation - YouTube Mercer. stream The Hay Group Guide Chart Profile method of job evaluation was developed in the early 1950s by Edward N. Hay and Dale Purves. This is not used as of now since it generates very low points. :_n7Z|r[([3 PDF INTERNATIONAL POSITION EVALUATION - Mercer <> is quite sobering, as for limitations on the HAY method of scoring; also 2- The question still remains: even with a geometric (not linear) scale, there has to be some sort of maximum score of a position, and a minimum score in this "system". Typically a single standard (format) will be required if it is not already in existence. which of the major accountabilities are additional to the original position, functions and accountabilities that have been removed from the position. In Ontario, consistent with Pay Equity legislation, four factors are used in job evaluation: Skill, Effort, Responsibility and Working Conditions, which Hay translates into Knowledge, Problem Solving, Accountability and Working Conditions. Planning, organizing, coordinating, integrating, staffing, directing and or controlling the activities and resources associated with the function of the unit, position, section, etc. Board review once the jobs are all rated and the organization map is completed, the company board or equivalent will review the summary, the banding proposals, cost if any, to the company and recommended activities to go live. This can deliver benefits: Applying the Hay method to a position results in two profiles being produced which are called long and short profiles. Whether youre just getting started in a new role or organization supporting a system thats already in place or revamping your HR processes we have specific courses to address your critical talent needs. Jobs cannot be measured scientifically. In each of the following factors there are a series of descriptions and variables with points assigned to each. The two-day programme will give you: a practical understanding of the Hay Group Job Evaluation method. specialized knowledge) : The depth and breadth of specialized knowledge required to perform the job. "Physical Effort" - jobs, which may require levels of physical activity, which may produce physical, stress or fatigue. Accountability: The responsibilities assigned to the job are: Freedom to act: How much authority the job has to take decisions without. Each participants progress is carefully monitored throughout these two steps and everyone must achieve a pass standard in the online module program before progressing to the third step a live, virtual classroom session. The requirement for acting as a spokesperson for the organisation is also considered. endobj This brochure provides an overview of Mercers proprietary global job evaluation methodology, Mercer IPE (International Position Evaluation): The Video could not be loaded because the privacy settings are disabled. The unit of value is the job description. Source: We Pay for the Job Description Not the Person in It, written by Liz Ryan, published in Forbes 2 May 2014. While this isnt anything new, the pace at which organizations need to adjust and respond has increased tremendously. Can there be some sample occupations with representative scores as an example, or is the occupational title score going to vary by organization ? Problem Solving: The kind of thinking needed to solve the problems the job routinely faces. JOB EVALUATIONJob evaluation is the process of establishing the comparative worth of jobs within an organisation, of ranking jobs in order of size as determined by their work value. The Hay Method is used for consistent evaluation of relative job size, and assisting with organizational design in the GNWT. Job Evaluation Methods & Job Analysis for Employers | Mercer 'Hay in a Hurry' is an approximately 10-minute burst of on-line learning that provides awareness of the internationally used Hay Method of work measurement. "Freedom to Act" which is the extent of personal, procedural or systematic guidance and control on the job. It is the job and not the job holder that is being evaluated. Mercer IPE (International Position Evaluation) is a proprietary global job evaluation methodology based on a series of business-related factors and dimensions that represent core job attributes. Create your account today for an optimal, personalized experience. Senior Principal Kurt Groeninger talks about creating the foundation for your ESG strategy by setting up the right infrastructure for your organization. are growing in popularity, Employees are seeking more visible career opportunities. As each consulting firm evaluates jobs based on different factors, it is always better to use the respective consultant's methodology rather than correlation tables. Purpose [ edit] The general purpose for carrying out job evaluations using this or similar job evaluation methods is to enable organizations to map and align their roles/jobs. Get to Know the Factors IMPACT Impact Vs Accountability Organization Organization Service or Product Impact Impact Contribution Contribution Communication Initially, the Hay Method is based on the idea that jobs can be assessed in terms of: Later, it changed to 3 universal factors. The numerical or points scale referred to above are geometric ones, because they are based on the step difference concept, defined as the minimum difference that well-informed and experienced judges can discern between jobs when compared in job element terms. It considers not only the diversity of knowledge requirements for the position but also the impact of various environmental influences on the position. This Video is unable to play due to Privacy Settings. The focus is on the requirements of the position and may not necessarily relate directly to the current position holder. Certified Sales Compensation Professional Prep Course Part 2, Certified Sales Compensation Professional Prep Course Part 1. The Hay Group methodology Established in 1943 by Edward (Ned) Hay Continually updated and developed The most widely used method in the World Used by more than half the Fortune 500 companies Used in 90+ countries Applied by both public and private organisations This is matched against the University's pay spine to determine the job grade. The job is evaluated at a job standard of fully acceptable performance. Our job evaluation methodology allows organizations to understand the internal comparability and external value of jobs while facilitating the rapid development of new roles and responsibilities, providing a platform for better career management for employees and increased workplace flexibility. Other information on the nature and scope of the position. Magnitude: The size of the area of the organization on which the job can have an impact. It is important to cover the purpose of the contact, for example to act as principal negotiator for the organisation, to convince government or external parties of funding priority compared to other divisions/agencies, to represent the organisation at a Statewide or national level. Hay Job Evaluation Methodology: An Overview Our experts will teach you through an interactive approach using a case study and in group exercises. Most organisations would employ some form of job evaluation, the It asks questions about your responsibilities, the skill and knowledge required to perform the job, the effort involved in performing key activities and the working environment, which will be used for job evaluation purposes. Because jobs have so many different variables it is possible that a job without a high score in Know How but with severe Working Conditions could result in the same number of points with a job that has the opposite components. Chinas potential in the life sciences sector is undisputed, given its long history and tradition in medicine. This preserves the integrity of the system at all ends of the grading spectrum. 3. Specify the project's parameters, and gain approvals and support from senior management. Hay came up with a factor in 1970 after Mercer introduced Risk and called it Working Conditions. endobj I document it here for human resource practitioners who for various reasons wanted to know how it works (education purposes). Include key positions, committees, organisations and groups the position negotiates or otherwise has contact with inside and outside the organisation as part of the role. Jobs have shapes; hence dimensions. Initially, the Hay Method is based on the idea that jobs can be assessed in terms of: The knowledge required to do the job. "Physical Environment" - jobs which may include exposure to unavoidable physical and environmental factors which increase the risk of accident, ill health or discomfort to the employee. When we create fixed job descriptions and assign fixed salary ranges to them, we say This is the shape the employee must come in. There is no variation. It would not be equitable to measure one job according to one set of criteria and another by a totally different set. Training in the use of the system takes several days, followed by several months of organizational experience to become proficient in its evaluation style. These may be short or long term, and must be related to the job (not the person). <> different functions together. It is based on the fact that the ability to discern a difference, is proportionate to the size of the 2 jobs which are being compared, and the step difference must, therefore, always be the same in percentage terms. Is the amount of work expected to be performed by the role in a given period of time and can be impacted by changed administrative processes, and increased environment demands and expectations. Its a mind-boggling number when you think about it: Half a trillion dollars on airport projects over just a few decades. Hay Job Evaluation Methodology: An Overview - LinkedIn stream Korn Ferry Products bring a uniquely holistic approach to talent management solutions. The job is evaluated with no considerations of its present pay, grade, how it is rank compared with other jobs. Know How is defined as the "sum total of every kind of knowledge and skill, however, acquired, needed for acceptable job performance. The analytical ability needed to solve common problems. Points are determined by assessing eight sub-factors based on a systems approach to understanding jobs. When we create fixed job descriptions and assign fixed salary ranges to them, we say This is the shape the employee must come in. There is no variation. Obviously the trained evaluator must consider the ratings awarded to a Senior Insurance Clerk and Junior Insurance Clerk to maintain the integrity of the rating within job families when evaluating the Intermediate Insurance Clerk. TO JOB EVALUATION Mercer's proprietary International Position Evaluation (IPE) is a robust, user-friendly methodology that is a key input to job and organisational design; it can form the foundation of today's integrated HR systems. September 28, 2015. Example; YouTube. Please note that the following examples do not represent jobs at the University of Waterloo and are used only as an explanation of the Hay system. The extent of accountability is considered in conjunction with the position impact measure chosen. Additional certification opportunities are available through our Associate Network. This step includes specifying trustworthy data collection techniques. Certificates of completion will be issued to participants after completion of the course. Mercer invests in our methodologies and conducts research to ensure alignment with the global marketplace and to provide organizations with a platform for managing a diverse talent population. Kinds of decisions the position makes without referral to a more senior position. Revision of all job descriptions across the enterprise under HR guidance. This methodology is known as a points factor system. The Korn Ferry Hay Guide Chart - Profile Method of Job Evaluation provides a consistent and objective framework for analyzing organizational structures developing pay and reward strategy and managing human resources more effectively. Mercer IPE to Hay Correlation Table. Jobs cannot be measured scientifically. We need to recognize that the unit of value in an organization is the person, not the job description., Billions of dollars of wasted talent are sitting in corporations right now, because most of us havent figured out how to value the contributions of our employees.. The 2016 Mercer Job Evaluation Return on Investment Snapshot Survey examines ways in which companies around the world . The environment in which the thinking takes place. Participants have the ability to form a peer group and communicate with each other during their training and as they practice what they have learned. 5 0 obj In the case of a reclassification request, it is important to be able to discuss: Role and objectives of the business unit in which the position operates, and the role of the position in the unit including details of the most important features of the position. A definition Job evaluation is the systematic process of determining the relative value of different jobs in an organization. Introduction. Kinds of decisions the position makes after consultation with a more senior position or others. When hiring and moving talent is critical to your business realizing its growth potential, Mercer IPE is the answer. Magnitude: The size of the area of the organization on which the job can have an impact. In this changing business landscape, people are juggling more priorities than ever before. ]o0G|{S23c0M+3Sgap/apvHc}y8`yNInMWbKgW`PXD?ZeE1/0G!7E?L"XX"ZT)>IB*|?f1n6f,Vfvx <6g[/pQdQ%84\zL gm Such influences may include geographic considerations or the variety and nature of products/services and suppliers/clients. r Training can be determined by individual schedules, Guaranteed consistency of training across multiple locations. <>>> Job Evaluation Training | U.S. - Korn Ferry To be a market leader, organizations need to be agile yet maintain internal order. Collect job data consistent with the method or system. The Commission applies the Mercer job evaluation methodology (Mercer CED) as part of its job evaluation process. Comparative Methods of Job Evaluation | PDF - Scribd Type of impact (Job Impact):The strength of that impact. Job evaluation permits different jobs to be assessed in a consistent way by applying a common framework for judgement. Source: Hay Group, We have been viewing compensation as a matter of affixing a number or a range to a set of duties, she said. Hay Job Evaluation is a method used by corporations and organizations to map out their job roles in the context of the organizational structure. The Hay system is a well tried and tested Job Evaluation schemes across the Higher Education Sector, including other Russell Group Universities. Issuu. The long profile provides a view on aspects of the role and a score. Where Mercer is engaged by the Public Sector Commission to undertake an evaluation, information may be sourced from interviews with incumbents or managers, specifically designed questionnaires completed by job incumbents and/or position descriptions. It may be measured in monetary terms or on a policy/advice significance scale. It is the job and not the job holder that is being evaluated. That is a nineteenth-century idea. The three systems that have been accredited for use in grading NSW public sector roles are: Mercer/CED Job Evaluation System. The numbering pattern/geometric progression means that each number on the scale has the same (proportional) relationship to the previous one. specialized knowledge) : The depth and breadth of specialized knowledge required to perform the job. In total, 569 HR professionals from 56 countries participated in the survey. Our faculty includes seasoned Korn Ferry consultants with both a depth of job evaluation and breadth of HR experience. Under the 'Manage Cookies' option in the footer, accept the Functional cookies to allow the video to play. A job is evaluated by looking at the knowledge required to do the job (whether practical or intellectual), the kind of thinking required to solve the problems which the job commonly faces, the responsibilities (accountabilities) assigned, and the work environment in which the work is performed. Select an appropriate evaluation method or system. stream JOB EVALUATION Job evaluation is the process of establishing the comparative worth of jobs within an organisation, of ranking jobs in order of size as determined by their work value. Organizations need job evaluation in a competitive business environment. The new type of job that ChatGPT is making companies scramble to fill. International Position Evaluation | Mercer . While these jobs have been evaluated individually important concepts are consistency of application and the establishment of benchmark positions. Looking to advance your career? PDF A GLOBAL STUDY - Mercer Mercer invests in our methodologies and conducts research to ensure alignment with the global marketplace and to provide organizations with a platform for managing a . PDF Position Management & Position Classification Guidelines endstream Job evaluation permits different jobs to be assessed in a consistent way by applying a common framework for judgement. Source: Hay Group, We have been viewing compensation as a matter of affixing a number or a range to a set of duties, she said. PROBLEM SOLVING Our main campus is situated on the Haldimand Tract, the land granted to the Six Nations that includes six miles on each side of the Grand River. There are three dimensions in accountability: Working Conditions assess the environment in which the job is performed. It enables rapid blueprinting of new and evolving roles in ways that manage cost and risk. There are two dimensions in problem solving: Problem solving is always expressed as a percentage of know how since it directly relates to how one uses the knowledge which he or she must have in the job to solve the problems which are encountered as part of that job. Know-how : The knowledge, skills and aptitudes required to do the job. Is measured in terms of the resources for which the position is primarily held accountable or the impact made by the policy advice or service given. Identifies the clarity, objectives, guidelines and policies as well as the nature and variety of tasks, steps, processes, methods and activities in the work performed. If you are eligible for the discount, please reach out to certifications@kornferry.com before you register to request a promo code. A consistent job analysis and job evaluation methodology can help you achieve optimal internal equity and external competitiveness to compete in an evolving talent environment. In conducting evaluations, a position is measured in terms of actual requirements of the job rather than experiences and skills of the incumbent of a position. increases in work load do not necessitate an increase in work value) although they should all be considered when re-designing organisations and roles. Designed from the ground up for British Defence, this one day programme equips you with the mind-set and skill set of a modern innovator. Focuses on the positions level of accountability and independence in the commitment of resources, provision of advice or delivery of services. Mercer IPE's organization sizing approach helps differentiate segments of your business based on three components: headcount, economic volume and complexity delivered through a value chain assessment. Registration is easy! The thinking environment depends on the absence or presence of policy, procedure, supervision, or other guidance. Consistent application of these factors during the. It is not directly concerned with people, their performance, or pay only with the size of jobs in relation to other jobs. Microlearning: Job Evaluation & Leveling (IPE) | Mercer address the problems it typically faces. Training in the use of the system takes several days, followed by several months of organizational experience to become proficient in its evaluation style. Commission staff are trained in Mercer CED and agency staff are not required to have detailed knowledge of this methodology. Only part of the table is shown. International Position Evaluation | Mercer ay. ) impersonal verb. It is a process which involves the exercise of judgement in identifying and assessing differences in value between jobs. Fill in this form if you like us to contact you. The job is evaluated with no considerations of its present pay, grade, how it is rank compared with other jobs. Although these jobs have little in common and differ in the Hay Points for individual factors their total points are the same and therefore the jobs are considered to be of equal value.