医疗行业HAYGROUPJOBEVALUATION培训课件.ppt

1、医疗行业医疗行业HAYGROUPJOBEVALHAYGROUPJOBEVALUATIONUATIONContent1.What is Job Evaluation?2.Job Evaluation Processes and Guidelines3.Job Evaluation and Pay4.Setting Reward Structures Using Job Evaluation5.Job Evaluation and Salary Management6.Job Evaluation Benefits 7.Job Evaluation Risks and Considerations

2、2医疗行业HAYGROUPJOBEVALUATIONWhat is Job Evaluation?3医疗行业HAYGROUPJOBEVALUATIONWhat is Job Evaluation?Job Evaluation is a systematic process for ranking or rating jobs logically and fairly by comparing job against job or against a pre-determined scale to determine the relative importance of jobs to an o

3、rganisation.Which is to say that Job Evaluation IS Comparative Judgemental Structured Job CentredIS Not Absolute Scientific Unstructured Person Focused4医疗行业HAYGROUPJOBEVALUATIONPossible Applications for Job Evaluation JOB EVALUATIONRewardOrganisational AnalysisGradingCareer DevelopmentSuccession Pla

4、nningIdentifying gaps in the structureUnderstand relationships between rolesLink to market dataUnderstanding possible career pathsUnderpin the framework5医疗行业HAYGROUPJOBEVALUATIONDifferent Types of Evaluation MethodMethod ofComparison UsedMethod of Analysis UsedBy consideringJob ElementsPoint MethodF

5、actor ComparisonMethodComparing JobAgainst SomeScaleComparing JobAgainst JobBy consideringthe Entire JobClassificationMethodRankingMethodHay is a Modified Factor Comparison Method6医疗行业HAYGROUPJOBEVALUATIONArsenalBoltonChelseaArsenalBoltonChelseaXXX333000TotalRank303612Job Ranking7医疗行业HAYGROUPJOBEVAL

6、UATIONChief ExecutiveHR ManagerSecurityChief ExecutiveHR ManagerSecurityXXX330003TotalRank032613Job Ranking8医疗行业HAYGROUPJOBEVALUATIONDifferent Types of Evaluation MethodMethod ofComparison UsedMethod of Analysis UsedBy consideringJob ElementsPoint MethodFactor ComparisonMethodComparing JobAgainst So

7、meScaleComparing JobAgainst JobBy consideringthe Entire JobClassificationMethodRankingMethodHay is a Modified Factor Comparison Method9医疗行业HAYGROUPJOBEVALUATIONThe Underlying PrincipleAccountabilityJobs exist to achieve an end resultAccountabilityAccountabilityProblem SolvingTherefore,the job holder

8、 requires a level of knowledge and experience commensurate with the scale and complexity of the deliverablesKnow-HowProblem SolvingTo achieve this endresult,job holders must address problems,create,analyse and apply judgement13210医疗行业HAYGROUPJOBEVALUATIONElements of SizingDepth&Rangeof Know-HowPlann

9、ing&OrganisingCommunicating&InfluencingFreedomto ActNature of ImpactArea ofImpact(Magnitude)ThinkingEnvironmentThinkingChallengePROBLEM SOLVINGKNOW-HOWACCOUNTABILITY+=TOTAL SIZE11医疗行业HAYGROUPJOBEVALUATIONDifferent Types of Evaluation MethodMethod ofComparison UsedMethod of Analysis UsedBy considerin

10、gJob ElementsPoint MethodFactor ComparisonMethodComparing JobAgainst SomeScaleComparing JobAgainst JobBy consideringthe Entire JobClassificationMethodRankingMethodHay is a Modified Factor Comparison Method12医疗行业HAYGROUPJOBEVALUATIONLEVEL151666645554553353212361515159121212912127711732160272727152121

11、211621211212181243288424242223232322432321818251854512060606030454545344545252525660156396060604660607196496082406015.Emotional effort2.Knowledge,training&experience3.Analytical skills4.Planning and organisation skills5.Physical skills6.Responsibility Patient/client care7.Responsibility Policy and s

12、ervice8.Responsibility Financial and physical9.Responsibility Staff/HR leadership,training10.Responsibility Information resources11.Responsibility R&D12.Freedom to act13.Physical effort14.Mental effort1.Communication&relationship skills16.Working conditions13医疗行业HAYGROUPJOBEVALUATIONDifferent Types

13、of Evaluation MethodMethod ofComparison UsedMethod of Analysis UsedBy consideringJob ElementsPoint MethodFactor ComparisonMethodComparing JobAgainst SomeScaleComparing JobAgainst JobBy consideringthe Entire JobClassificationMethodRankingMethodHay is a Modified Factor Comparison Method14医疗行业HAYGROUPJ

14、OBEVALUATIONJob ClassificationSlot jobs into grades by comparing whole job with a scale in the form of a hierarchy of grade definitionsThe ProcessNumber and characteristics of grades are definedGrade definitions to include factors like skills,experience,accountability Usually only a few grades(diffe

15、rentiation a problem if too many)AXxxxxxxxBXxxxxxxxCXxxxxxxxDXxxxxxxx15医疗行业HAYGROUPJOBEVALUATIONJob Evaluation Processes and Guidelines16医疗行业HAYGROUPJOBEVALUATIONGuidelines in Job EvaluationThe job as it is now17医疗行业HAYGROUPJOBEVALUATIONGuidelines in Job EvaluationThe job as it is nowFully acceptabl

16、e Performance18医疗行业HAYGROUPJOBEVALUATION19医疗行业HAYGROUPJOBEVALUATIONGuidelines in Job EvaluationThe job as it is nowFully acceptable PerformanceThe Job&NOT the Person20医疗行业HAYGROUPJOBEVALUATIONGuidelines in Job EvaluationThe job as it is nowFully acceptable PerformanceThe Job&NOT the PersonAim forCon

17、sensus21医疗行业HAYGROUPJOBEVALUATION22医疗行业HAYGROUPJOBEVALUATIONGuidelines in Job EvaluationThe job as it is nowDisregard current pay&statusFully acceptable PerformanceThe Job&NOT the PersonAim forConsensus23医疗行业HAYGROUPJOBEVALUATIONGuidelines in Job EvaluationThe job as it is nowDisregard current pay&s

18、tatusFully acceptable PerformanceThe Job&NOT the PersonNo understanding No EvaluationAim forConsensus24医疗行业HAYGROUPJOBEVALUATIONJobs Exist In A Contextw Changes to one job affect those around them jobs are intimately related to those around them25医疗行业HAYGROUPJOBEVALUATIONJob Family Evaluation Proces

19、s Review BusinessInformationEvaluationMethod Job InformationJudgement Record of Reasons Apply Conclusions BusinessInput26医疗行业HAYGROUPJOBEVALUATIONJob Evaluation and Pay27医疗行业HAYGROUPJOBEVALUATIONThe AllTime Enemy of Job Evaluation.28医疗行业HAYGROUPJOBEVALUATIONSome factors influencing pay PayProfit Sha

20、reDept.PerformanceCompany PerformanceLength of serviceMarketPositioningIndividual PerformanceMarketComparisonInternal relativityPay“heritage”Job size29医疗行业HAYGROUPJOBEVALUATIONSetting Reward Structures Using JE30医疗行业HAYGROUPJOBEVALUATIONJOB ANALYSIS Job DescriptionsJOB EVALUATION Process Methodology

21、 ResultsREWARD STRUCTURE Number Width PositioningPAY STRUCTURE Policy Practice RangesPAY PROGRESSION Market Positioning Corporate Performance Individual PerformanceSetting Up Reward Structures for Base Pay31医疗行业HAYGROUPJOBEVALUATIONJob Familiesw A job family describes a number of roles which are eng

22、aged in a similar or related kind of work.w Job family modelling is a process of work analysis and definition which identifies the levels within a family,and defines accountabilities,performance measures and skills for each level of work.w A completed job family considers how many levels of that typ

23、e of work there are and describes the key factors which differentiate one level from the next.32医疗行业HAYGROUPJOBEVALUATIONUsing Job Evaluation to Size Job FamiliesEvaluation Scores Job Family Generic Level A Generic Level B Generic Level C Generic Level D Generic Level EJob Family Levels Accountabili

24、ties.Knowledge&Skills.Performance Criteria.33医疗行业HAYGROUPJOBEVALUATIONUsing Job Evaluation to Set Grading StructuresFinance&ITFinance Director Tech MgrSystems MgrFinancial ControllerT,F H&S AsstFinance AdminT,F,H&S Mgr Credit Control MgrFinance AsstSystems AnalystAsst DeveloperIT Support Asst35医疗行业H

25、AYGROUPJOBEVALUATIONUsing Job Evaluation to Set Grading StructuresFinance&ITFinance Director Tech MgrSystems MgrFinancial ControllerT,F H&S AsstFinance AdminT,F,H&S Mgr Credit Control MgrFinance AsstSystems AnalystAsst DeveloperIT Support Asst36医疗行业HAYGROUPJOBEVALUATIONUsing Job Evaluation to Set Gr

26、ading StructuresFinance&ITFinance Director Tech MgrSystems MgrFinancial ControllerT,F H&S AsstFinance AdminT,F,H&S Mgr Credit Control MgrFinance AsstSystems AnalystAsst DeveloperIT Support Asst37医疗行业HAYGROUPJOBEVALUATIONUsing Job Evaluation For Salary Management38医疗行业HAYGROUPJOBEVALUATION010,00020,0

27、0030,00040,000050010001500Job Evaluation Rating(e.g.Hay Units)Currently Paid()%39医疗行业HAYGROUPJOBEVALUATIONJE Benefits40医疗行业HAYGROUPJOBEVALUATIONPossible Benefitsw A structured framework for pay and grading w Greater clarity and transparency for employeesw Identify and tackle anomaliesw Improved fair

28、ness and better equal value protectionw Access to market data to inform cost effective decisions on pay41医疗行业HAYGROUPJOBEVALUATIONPossible Benefits(2)w Sensitive in measuring job differences w Enables comparison of dissimilar jobsw Enables benchmarking against jobs outside the organisation as well a

29、s reflecting hierarchies internallyw Is able to reflect jobs as they change with timew Help to improve recruitment and retention for targeted areas within your businessw Provide clear development pathways for your employees42医疗行业HAYGROUPJOBEVALUATIONJE Risks and Considerations43医疗行业HAYGROUPJOBEVALUA

30、TIONPossible Risks Fears that salary costs will rise Administrative/process costs rise There is no fit with the strategic agenda There are no positive benefits for stakeholders The organisation takes on too much44医疗行业HAYGROUPJOBEVALUATIONImplementation Considerationsw the need for and possible probl

31、ems in getting union involvementw the need for and problems in getting wider business involvement w the need to have appeals processes which do provide a safety valve but dont take up a lot of timew the critical nature of communications to success45医疗行业HAYGROUPJOBEVALUATIONImplementation Considerati

32、ons(cont)w the requirement to look closely at the new pay policy:what to pay for;the role of increments and the basis for progression etcw the difficulties of getting managers to buy in to a new way of working,and of raising their capability to deal with pay and performance processesw the fact that all this attention to grading and pay will raise expectations,and so the big risk is that change leaves large numbers disappointed.46医疗行业HAYGROUPJOBEVALUATIONQuestions47医疗行业HAYGROUPJOBEVALUATION