The Hay Method
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Are you having trouble properly evaluating your jobs? This week, we will look at the Hay method. The goal is to see how to ensure fair compensation with the Hay method. Designed in 1943 by Edward Hay, the Hay method is an approach used to evaluate jobs in order to accomplish the following three objectives: Ensure fair compensation for employees according to their functions and tasks; Ensure fair compensation for positions with similar skills, responsibilities and requirements; Determine procedures for establishing salary ranges for new jobs or for positions that have undergone changes. This evaluation approach is the most widespread, in particular for its maintenance of objectivity and for the fact that it can be used anywhere in the world. The method consists of comparing jobs according to the following key factors: competence, creative initiative, purpose and working conditions. 1. Competence corresponds to the set of skills and knowledge that allow the employee to perform his or her duties satisfactorily. For example, practical and technical knowledge, leadership ability or people skills. 2. Creative initiative refers to the thinking that an employee must do to analyze, reason, evaluate, create or propose solutions and includes the framework of reasoning; problem requirements 3. Purpose corresponds to the degree of freedom that a job allows in order to achieve certain results that are important to the company. For example, freedom of action, the impact of the job on the final results or the magnitude. 4. Working conditions correspond to, among other things, physical effort, environment, sensory attention or psychological stress. Here are the steps of the Hay method: 1. Select the jobs to be evaluated and prioritize their aspects in order of importance. 2. Determine the maximum number of points for each factor. 3. Assign points according to the importance of the factor for the job in question. 4. Add the points to determine the total. This allows for a link between the total points and market rates in order to determine the salary scale for jobs. Jobs with similar scores are grouped into the same salary level. See you next week! Sources: https://docplayer.fr/10276734-La-meth... http://www.portailrh.org/impression/d... http://www.hrcouncil.ca/docs/POL_F_ev... https://www.leconomiste.com/article/1...
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