原创力文档- 1、原创力文档（book118）网站文档一经付费（服务费），不意味着购买了该文档的版权，仅供个人/单位学习、研究之用，不得用于商业用途，未经授权，严禁复制、发行、汇编、翻译或者网络传播等，侵权必究。。
- 2、本站所有内容均由合作方或网友上传，本站不对文档的完整性、权威性及其观点立场正确性做任何保证或承诺！文档内容仅供研究参考，付费前请自行鉴别。如您付费，意味着您自己接受本站规则且自行承担风险，本站不退款、不进行额外附加服务；查看《如何避免下载的几个坑》。如果您已付费下载过本站文档，您可以点击 这里二次下载。
- 3、如文档侵犯商业秘密、侵犯著作权、侵犯人身权等，请点击“版权申诉”（推荐），也可以打举报电话：400-050-0827(电话支持时间：9:00-18:30)。
- 4、该文档为VIP文档，如果想要下载，成为VIP会员后，下载免费。
- 5、成为VIP后，下载本文档将扣除1次下载权益。下载后，不支持退款、换文档。如有疑问请联系我们。
- 6、成为VIP后，您将拥有八大权益，权益包括：VIP文档下载权益、阅读免打扰、文档格式转换、高级专利检索、专属身份标志、高级客服、多端互通、版权登记。
- 7、VIP文档为合作方或网友上传，每下载1次， 网站将根据用户上传文档的质量评分、类型等，对文档贡献者给予高额补贴、流量扶持。如果你也想贡献VIP文档。上传文档
查看更多
海氏工作评价系统The Hay Guide Chart Method of Job Evaluation
The Hay Guide Chart Method of Job Evaluation
Generally (and ideally) diverse teams of people within an enterprise are trained in the Hay Guide Chart Method of Job Evaluation. Sometimes jobs are evaluated by a Hay consultant or by a limited group within an organization. Sometimes the entire organization is done from top to bottom and at other times just a single division or group like the executive team is evaluated. The system is very flexible and is underpinned by years of research, real life application in a very wide variety of real situations and a database of millions of jobs.
The foundation of job evaluation in the Hay Method is an understanding of job content. The rule is to evaluate the job not the person. Often the evaluator will not know the job or the incumbent. If the evaluator doesnt understand the job from the position description, then they can ask questions, find a resource to help, or delay the job evaluation until the position description is improved. Another key assumption on the part of the evaluators is that the position is being done at a competent level. Excellent or poor performance in the job should not be a factor in the evaluation - this is what performance reviews are for.
There is a document called a Guide Chart that is customized to an enterprise and based in a solid foundation of Hay algorithms. This is a fairly straightforward four page (sometimes three) chart that is easily learned with training but not truly understandable until you have applied it over a number and variety of jobs.
The Guide Chart is divided into factors. There are a total of four major factors that are in turn divided into 12 dimensions. It will help you to understand the chart below if you remember that the factors are weighted. Know-How usually comprises about 50% of the total points followed by Problem-Solving and Accountability at 20% each and Working Conditions at 10%. This weighting is indicative of the common balance but it may not be the same in a customi
文档评论（0）