绩效管理及评估资料总集2.pptVIP

Agenda;;Project Objectives;Project Objectives;Project Objectives;Step 1: Conduct Employee Orientation Sessions;I:/GKN0524.ppt;Step 2: Review and Update Job Documentation;Step 3: Evaluate Jobs;Step 3: Evaluate Jobs (Cont’d);Step 3: Evaluate Jobs (Cont’d);Step 3: Evaluate Jobs (Cont’d);Hay’s Job Evaluation Methodology values all jobs against three factors: Know-How Problem Solving Accountability ;Know-How - the sum total of knowledge, however acquired, necessary for competent job performance: Technical Know-How Managerial Know-How Human Relations Skills ;Problem Solving - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions: Thinking Environment Thinking Challenge;Accountability - the latitude to take action and commit resources and the measured effect of the job on the organization: Freedom to Act Impact on End Results Magnitude (Monetary Value of Impact);The result of the job evaluation process is a ranking of positions from top to bottom:;Step 4: Conduct Internal Equity Analysis;Step 5: Conduct Market Pricing Analysis;Hay will prepare a final report of findings and recommendations for NJIT Executives and Human Resources that will cover: Assessment of internal equity Results of market pricing analysis Adjustments to classification and/or compensation structure Cost of implementing changes Impact of changes on current processes and bargaining agreements Hay will review the results of the study with NJIT Human Resources and Division Heads from the Benchmark groups . ;Once NJIT has had the opportunity to review Hay’s report, NJIT will present a summary of the findings and recommendations to all employees involved/impacted by the study. ;Project Timeline;