Hay Group Guide Chart-Profile Method of Job Evaluation It might be a merger or acquisition, new It can be applied to any kind of job at any level. organisation design or rationalisation, changing Therefore, it can be used top to bottom roles or the need to implement a pay structure throughout an organisation – important with which complies with the principles of equal pay today’s moves towards integrated employment for work of equal value. Regardless of the conditions and the breaking down of barrier reason, all organisations need a sound and between traditional job groupings. straightforward method to measure and value • Being an analytical method with non- work on an on-going basis, one that enables an discriminatory factors, it can be used to support organisation to make sound judgments about the achievement of equal pay for work of equal internal relativities and enables comparisons value, and is supported by a comprehensive with external organisations too. Equal Value Code of Practice. • Because it makes no organisational Hay Group is a global, independent management assumptions, it can be used in any consultancy with an exclusive focus on people. Working organisational context. from 72 offices in 37 countries, our expertise draws • It is supported by Hay Group’s comprehensive from over 60 years of rigorous, research driven work global compensation and benefits database that and proven methodologies. We build commitment by uses common job sizes as the basis of comparison. understanding what motivates people to succeed, Therefore, provides the unique capability, in a designing and implementing reward programmes that single process, of accessing comprehensive external result in an engaged and motivated workforce. market data providing valid and rigorous pay market comparisons. What is it? • The concepts of step difference and job shape Hay Group’s Guide Chart-Profile Method is the most (profile) built into the methodology means that it widely used and recognised proprietary job evaluation provides insights into organisation and job design method in the world. This widespread use reflects the and underpins other key people processes, many advantages of the method: including career development and succession • planning. The process combines a sound conceptual basis and robustness which has enabled it to stand the test of time, with inherent flexibility allowing it to respond to any changes in the organisation and individual roles. • What is involved? Why is it important? The method is based on the interaction and Organisations will benefit from relationship, in any role, of the following three • Ranked and defined jobs. factors, Know-How, Problem Solving and • Optimal organisation structure. Accountability: • Clarification of job relativity. • Job-based pay ranges. • Rational grading structures. • Effective salary administration. • Comparability with external prices. • Effective use of reward investment. Input KnowHow • • • Processing Problem Solving Output Accountability Any job or role, in whatever organisational context, exists to provide some contribution or Why Hay Group? output to the organisation in which it works – We have around 50 consultants in the UK who its Accountability. specialise in reward consulting, supported by an Achievement of the Accountability demands an information division with the largest database of input of knowledge, skills and experience – compensation and benefits practice in the world. the Know-How. We have over 2,000 clients in the UK, including To turn the Know-How into results, it must be two thirds of the FTSE-100 and most large public used or processed to solve the problems which sector organisations. arise in the job – the Problem Solving. To refine and make for more focused evaluation, Further Information each factor is considered in terms of either two or To find out more about how Hay Group can work three facets. with you, please contact your usual consultant or: Know-How • Technical and procedural knowledge/ Geoff Nethersell skills. geoff_nethersell@haygroup.com • Planning, organising and managerial skills. • Human relations skills. Problem Solving • Thinking environment. • Thinking challenge. Accountability • Freedom to act. • Magnitude – the scale of events on which the job has its main impact. • Impact – the directness of impact on the chosen magnitude. Julie Alderdice 0121 770 9080 01753 841 234 Julie_Alderdice@haygroup.com Alternatively, please visit our website at www.haygroup.co.uk