Professional Documents
Culture Documents
Submitted By:
Surbhi- CHF 22
Charu Singh- CHF 06
Job Evaluation
It is a systematic
method of
appraising the value
or worth of one job
in relation to the
other in an
organization.
It becomes easier to
fix an equitable and
fair wage structure
for different grades of
jobs.
The job
evaluation
processes help
well beyond
defining
appropriate pay
levels.
Know-how
Accountability
Problem Solving
Know How
To achieve the accountabilities of a job requires knowhow (or inputs), which is the sum total of every capability
or skill, however acquired, needed for fully competent job
performance.
It has three dimensions:
Practical / technical knowledge
Planning, organizing and integrating (managerial)
knowledge
Communicating and influencing skills
COGNITIVE KNOW-HOW
Level
A. Basic
B. Elementary
C. Intermediate Skill And / Or Knowledge
D. Extended Skill And / Or Knowledge
E. Diverse or Specialized
F. Seasoned, Diverse or Specialized
G. Broad or Specialized Mastery
MANAGERIAL KNOW-HOW
Level Explanation
T.
I.
II.
III.
IV.
Level
1. Basic
2. Important
3. Critical
Problem Solving
Problem solving (or throughputs) refers to the use of
know-how to identify, delineate, and resolve problems.
Problem solving measures the requirement to use knowhow conceptually and analytically.
It has two dimensions:
Thinking environment
Thinking challenge
THINKING ENVIRONMENT
Level
A. Highly Structured
B. Routine
C. Semi-Routine
D. Standardized
E. Clearly Defined
F. Generally Defined
G. Broadly Defined
H. Abstract
THINKING CHALLENGE
Level
1. Repetitive
2. Patterned
3. Varied
4. Adaptive
5. Unchartered
Accountability
Accountability measures the type and level of value a job
can add. In this sense, it is the jobs measured effect on
an organizations value chain.
It has three dimensions:
Freedom to Act
Scope
Impact
FREEDOM TO ACT
Level
Explanation
These jobs are subject to direct and detailed instructions AND/OR very
close supervision.
These jobs, by their nature and size, are subject to broad practices and
procedures covered by functional precedents and policies,
achievement of a circumscribed operational activity, and to managerial
direction.
MAGNITUDE
Level
M (Minimal)
1 (Very Small)
2 (Very Small)
3 (Medium)
IMPACT
Level
Explanation
Ancillary
Contributory
Shared
Primary
Working Conditions
This Guide Chart measures the conditions under which the job is
performed by considering:
Physical Effort, which measures the degree of physical fatigue
that results from the combination of intensity, duration, and
frequency of any kind of physical activity required in the job.
Physical Environment, which measures the physical discomfort or
the risk of accident or ill health which results from the
combination of intensity, duration, and frequency of exposure, in
the job, to unavoidable physical and environmental factors.
Conclusion
By focusing on the important aspects of the content of each job,
the end results which each is expected to achieve, and the
conditions under which the work is performed, the Hay Method
provides a vehicle for systematically assessing the relationships
among the various positions and determining their relative value.
Leading organizations use job evaluation as a source of
competitive advantage by improving the organizations ability to
manage its investment in human resources with greater
credibility, discipline, and fairness.
It is a critical management tool, extremely useful in ensuring an
organizations proper integration of strategy, culture, structure,
process, people, and reward.
THANK
YOU