hay group 薪酬标杆

Note: There will be no reductions in pay as a direct result of this study nor do we anticipate wholesale increases in compensation levels.
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Managerial Know-How
Human Relations Skills
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Step 3: Evaluate Jobs (Cont’d)
Problem Solving - the amount of original, “self”starting” thinking required to analyze, evaluate, create and make conclusions: • • Thinking Environment Thinking Challenge
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Step 2: Conduct Interviews
Interviews will be conducted with the defined area Division Heads and Human Resources to understand NJIT’s: • • • • Mission and Strategies Job Roles and Challenges Compensation Philosophy and Issues Current Pay Structures and Processes
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Step 3: Evaluate Jobs (Cont’d)
Hay’s Methodology is the most widely used process in the world:
• • • Measures jobs to reflect their relative weight in the organization Provides means to assess pay across different market/functions Evaluates jobs and not people
•
Leader in Compensation Assessment and Design
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Project Objectives
Assess New Jersey Institute of Technology’s current position classification program and make recommendations to ensure that it enables pay in an equitable and competitive manner. NJIT’s current classification program has not been formally reviewed in a number of years…concerns have developed about: comparability of roles and job value across the organization, turnover in certain areas, and the increasing complexity of work.
A subset of the Committee will work with Hay to evaluate the benchmark positions over a four day period. Hay’s facilitation will ensure: •
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An objective process is applied to all jobs
• Problem Solving
• Accountability
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Step 3: Evaluate Jobs (Cont’d)
Know-How - the sum total of knowledge, however acquired, necessary for competent job performance: • Technical Know-How
Evaluations are consistent with external references and standards
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Step 3: Evaluate Jobs (Cont’d)
Quality Control…. The Committee’s evaluations will then be reviewed with the Division Heads to ensure that the relative importance of jobs has accurately been reflected.
•
Not based on performance, title, writing skills or current salary
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Step 3: Evaluate Jobs (Cont’d)
Hay’s Job Evaluation Methodology values all jobs against three factors: • Know-How
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Project Objectives
Benchmark sample of 80 positions (both aligned and non-aligned) selected to encompass a representative sample of titles and job levels in the following functional areas: • • • Finance and Budget North Jersey Transportation Planning Authority Information Technology
New Jersey Institute of Technology
Employees will complete a position information questionnaire to provide current information on job accountabilities, requirements and competencies. Managers will review, comment on and approve the completed questionnaires.
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Step 3: Evaluate Jobs (Cont’d)
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)
• Human Resources
NJIT currently uses a job measurement approach that is similar to Hay’s methodology.
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Step 3: Evaluate Jobs (Cont’d)
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About the Hay Group
• Global Human Resources Management Consulting Firm
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• •
2,000 Employees Worldwide
9,000 Clients in Various Industries Partners with Clients to Implement Human Resources Strategies which Align with Business Objectives
Expertise New Jersey Institute of Technology Position Information Questionnaire
•
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Step 3: Evaluate Jobs
Hay will train a committee comprised of NJIT employees in Hay’s proprietary job measurement methodology. Committee members will include senior management and select representatives from: