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The general purpose for carrying out caper evaluations using this or similar caper evaluation methods is to enable organizations to map and align their roles/jobs.
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When was the Hay job grading scheme developed?
The Hay Job Grading Scheme was developed in the early 1950s by E. N. Hay and Associates. It is a scheme which is based on the "points factor" approach. This is a common approach to job grading.•
When was the Hay guide chart profile developed?
The step difference which has produced the most consistent and sensible results is 15 percent; this is common to all applications of the Guide Chart Profile Method.” Source: Hay Group. The Hay Group Guide Chart Profile method of job evaluation was developed in the early 1950s by Edward N. Hay and Dale Purves.
How are Hay points used in job evaluation?
We measure jobs by size AND shape. Various factors assign points (Hay points) to what and how a job contributes to your organization. This helps rank jobs and how they compare to each other, making it easier to determine eligibility and target amounts for bonuses and benefits etc.
What are the three factors of the Hay Plan?
This being the case, it becomes evident that the Hay Plan is based on three factors: (1)The Know–how: All types of skill, knowledge, experience, education and special training required by the job. (2)Problem–solving: The level or degree of the conceptual skill in terms of initiation, creativity, and analysis.
Last Update: Oct 2021
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