Professional Documents
Culture Documents
WHY HAY?
Organized, systematic job ranking system Assigns point values to job components Widely used - both public and private sector Useful for large classification studies. Helps determine appropriate level of a position within a class series. Used when necessary to create new classes.
Know-how
To achieve the accountabilities of a job requires know-how (or inputs), which is the sum total of every capability or skill, however acquired, needed for fully competent job performance. Know-how has three dimensions: Practical / technical knowledge: Depth and breadth of technical or specialized knowledge needed to achieve desired results. Planning, organizing and integrating (managerial) knowledge: The requirement to undertake managerial functions, such as planning, organizing, staffing, directing and controlling financial, physical and human resources, to achieve business results over time. Communicating and influencing skills: The interpersonal skills required for successful interaction with individuals and groups, inside and outside the organization.
Problem solving
The value of know-how is in its application to achieve results. Problem solving (or throughputs) refers to the use of know-how to identify, delineate, and resolve problems. Problem solving measures the requirement to use know-how conceptually, analytically, and productively and has two dimensions: Thinking environment: The jobs context regarding business matters to address and the degree to which problems and solutions are clarified and focused by strategy, policy, precedents, procedures or rules. Thinking challenge: The inherent complexity of the problems faced and the difficulty in identifying solutions that add value.
Accountability
Every job exists to add organizational value by delivering some set of results (or outputs). 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: The degree of empowerment to take action within the framework of guidance provided to focus on decision-making. Scope: The business / business measure(s) the job is designed to positively impact. Impact: The nature of the jobs influence on business results (defined in Scope) ranging from degrees of direct to indirect.
Organisation size is determined by monetary scale such as sales and assets, range of activity and number of employees. Assess nature of impact a position has on the organisation. Assess relative contribution that a position holder makes in the context of Impact.
1. Impact
Impact
Contribution
Communication
Assess the nature of the necessary communication ability required by a position. Determine both organisation frame and nature of interests of communication contacts.
2. Communication
Frame
Positio n
Innovation
3. Innovation
Assess the requirements to identify, make improvements to, or develop procedures, services or products Assess level of complexity that a position holder must deal with.
Complexity
Knowledge
Measure the nature of knowledge required in the job to accomplish objectives and create value.
Assess the way the knowledge is applied. Assess the breadth (geographic context) in which the knowledge is to be applied.
4. Knowledge
Team
Breadth
Risk
5. Risk
Assess the exposure to risk of mental or physical injury in the job. No points are yielded if work conditions meet international standards. Assess level of exposure from the working environment.
Environment
IPE deliverables
A clear ranking of positions that is internally consistent A first analysis of the organisational effectiveness A global comparison of relations between positions A starting point to establish position / competency profiles A database to support career planning and succession An objective reference to solve title issues A reliable base for an equitable salary structure A tool that facilitates market benchmarking
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