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Logical illogical
job evaluation
Incompleteness of logic
Edward Hay created most
famous job evaluation approach
The logic:
Each job need
knowledge,
therefore the First
factor for evaluation
is Know how
Each job needs to solve problems
Therefore second factor is Problem solving
Each job has
responsibility
for the result
Therefore, up to Edward
Hay, last factor is
Accountability
6
The Hay Job Evaluation Methodology:

The Concept
Accountability
Level of responsibility for
the output
Know-How
(Require...
7
The Hay Job Evaluation Methodology:

The Criteria
ACCOUNTABILITY
freedom to act
magnitude
impact
KNOW-HOW
technical know...
8
Table I: Know-How: 3 criteria
1. Technical know-how
= The requirements for Know-How in practical procedures,
specialised...
9
Table I: Know-How

1. Technical Know-How
A. Primary
B. Elementary vocational

C. Vocational
D. Advanced vocational
E. Ba...
Here is one strange
assumption of
today:
That the schools,
Universities and MBA are
providing knowledge needed
for busines...
Universities more or less
prepares students in the
field of fundamental science.
Nonetheless, in business it is
applicable...
However, do they
really prepare
students for business?
Like salesman, client
service, product
manager,
procurement,
invent...
Times changed, centrally
planned economies dried
up, while education, even
MBA, because of the
artificial difficulty while...
What will happen if we’ll
use different approach?
Most jobs requires basic Wisdom
not textbook smart?
Knowledge that will ...
Here is another
strange
assumption made
by E. Hay
That problem solving is
individual task and therefore
for problem solvin...
What will
happens if we’ll
use different
approach?
The most effective problem
solving is not an individual
but a group wor...
It has been long
proven that it is
easier to solve
problems in a group.
Assumption about individual problem
solving, proba...
Here is the last
and most strange
& controversial
assumption
That some one from the TOP
can see the future and show
the ri...
monių matavimo sistema pagrįsta individualiai - dar-
gos, produkto, padalinio ir kt. efektyvumo matavimu
gmeniu. Iš vienos...
158
159
IS IT
AN ORGANIZATION
OR A MONUMENT?
As business conditions fluctuate with the rise and fall of the
economy, an or...
The chess play
If you want to evaluate your
first move with one chess
figure from 12 possible and a
possible competitor’s ...
Looking into
todays future
labyrinth, leads ten
equivalent roads.
Where to find a genius
who will say which road to
take?
Why not to
evaluate just
courage to do first
step to “no where”?
Or help to make a group
step?
My approach
The biggest lack is not
accountability and
responsibility, but
courage to make step to
“nowhere”, e.g. to make
continuous ...
The management based
on financial numbers -
the best way to hide your
own fear to show lack of
personal knowledge
In spite...
What to change
to?
At first - mindset
1. People are good. E. Goldratt. If not -
it’s the best time to fire your HR
departm...
Literature
Darius Radkevicius
Mob: + 370 698 41027
darius.radkevicius@gig-europe.eu
You can order a book
http://www.versloknyguklubas...
Logical illogical job evaluation. Incompleteness of logic
Logical illogical job evaluation. Incompleteness of logic
Logical illogical job evaluation. Incompleteness of logic
Logical illogical job evaluation. Incompleteness of logic
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Logical illogical job evaluation. Incompleteness of logic

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Edward Hay created most famous job evaluation approach. The logic is following - each job need knowledge,
therefore the first factor for evaluation is Know how. Mr. E. Hay made quite strange assumption, that - schools, Universities or MBA are providing knowledge needed for business environment.

Published in: Business

Logical illogical job evaluation. Incompleteness of logic

  1. 1. Logical illogical job evaluation Incompleteness of logic
  2. 2. Edward Hay created most famous job evaluation approach
  3. 3. The logic: Each job need knowledge, therefore the First factor for evaluation is Know how
  4. 4. Each job needs to solve problems Therefore second factor is Problem solving
  5. 5. Each job has responsibility for the result Therefore, up to Edward Hay, last factor is Accountability
  6. 6. 6 The Hay Job Evaluation Methodology:
 The Concept Accountability Level of responsibility for the output Know-How (Requirements to deliver the output) Problem
 Solving Output Throughput Input (Thinking process necessary to deliver the output)
  7. 7. 7 The Hay Job Evaluation Methodology:
 The Criteria ACCOUNTABILITY freedom to act magnitude impact KNOW-HOW technical knowledge management breadth human relation skills PROBLEM SOLVING thinking environment thinking challenge
  8. 8. 8 Table I: Know-How: 3 criteria 1. Technical know-how = The requirements for Know-How in practical procedures, specialised techniques and scientific disciplines 2. Management breadth = The requirement to plan, organise, integrate and harmonise the diverse elements assigned to the job 3. Human Relations skills = The skills required to obtain results by working through and with people
  9. 9. 9 Table I: Know-How
 1. Technical Know-How A. Primary B. Elementary vocational
 C. Vocational D. Advanced vocational E. Basic professional F. Seasoned professional G. Professional Mastery H. Unique authority Can hardly read or write
 First year of secondary school (+ little experience)
 Secondary school (+ 1 year’s experience) Technical college + 1 to 2 years experience University + 1 to 5 years experience University 5 - 10 years experience > >
  10. 10. Here is one strange assumption of today: That the schools, Universities and MBA are providing knowledge needed for business environment? Times changed, but old believes stayed
  11. 11. Universities more or less prepares students in the field of fundamental science. Nonetheless, in business it is applicable only in some specific jobs like chemic, physic, mechanic engineer and few more. But such jobs make up only 5% of all workforce in most of the profit oriented companies.
  12. 12. However, do they really prepare students for business? Like salesman, client service, product manager, procurement, inventory, supervisor or just office clerk.
  13. 13. Times changed, centrally planned economies dried up, while education, even MBA, because of the artificial difficulty while changing study programs, hopelessly staggers behind from these days reality.
  14. 14. What will happen if we’ll use different approach? Most jobs requires basic Wisdom not textbook smart? Knowledge that will be required by the future no-one has. It is acquired by bravely doing what no-one has done so far.
  15. 15. Here is another strange assumption made by E. Hay That problem solving is individual task and therefore for problem solving you can only use a % from Know how?
  16. 16. What will happens if we’ll use different approach? The most effective problem solving is not an individual but a group work? In this case you can multiply knowledge in hundreds %!
  17. 17. It has been long proven that it is easier to solve problems in a group. Assumption about individual problem solving, probably comes from the geniuses, who personally were able to make changes in thought process. Such as Einstein. However, science of today is based not on individuals but on the collective mindset.
  18. 18. Here is the last and most strange & controversial assumption That some one from the TOP can see the future and show the right path to others!
  19. 19. monių matavimo sistema pagrįsta individualiai - dar- gos, produkto, padalinio ir kt. efektyvumo matavimu gmeniu. Iš vienos pusės Vakarų valdymo kultūrai yra ti daugybę skirtingų matavimų skirtingiems padali- ursams, o iš kitos – visi matavimai susiveda į vieną imą – atskirai paimto santykinio vieneto fizinį efek- Vakarų vadyboje virto rašytine arba nerašytine taisy- aliai efektyviai išnaudok kiekvieną resursą. Resursas, stovintis be darbo, yra didžiausias efektyvumo švaistymas ALTAS JIS! Do you know a lot of examples that CEOs ideas are accepted with enthusiasm and whole team rushes to do it? Wether for you Resistant to Change is unheard though?
  20. 20. 158 159 IS IT AN ORGANIZATION OR A MONUMENT? As business conditions fluctuate with the rise and fall of the economy, an organization can’t stop changing because, otherwise, it will become no more than a gigantic headstone designated for tourists. That’s why we travel to Egypt. It’s to see how far marginal egocentrism can go! However, there’s no way we want to see that in our own organizations. During crisis years, the worst is that any sort of cooperative work collapses in a pyramidic organization almost as soon as the first difficulties hit the business. Departmental managers shy away form collective decision-making. Every department focuses more and more on its own problems. Turnover decreases, and everyone begins blaming each another. Self-preservation takes over instead of problem resolutions. Every department pulls the sheet over to its side attempting to snatch an ever-larger piece of a constantly decreasing budget. Since news becomes generally negative, communication nearly fades away in the company. Usually no one especially hides anything; there is simply no more reason to keep meeting. Everyone knows less and less about what is happening over in the next department. . . Ultimately every employee in the organization feels like a tourist there. «Я  памятник  себе  воздвиг  нерукотворный…»   Exegi monumentum A. Pushkin Have you heard examples, where in a large organisation CEO personally bankrupted it in a short period of time? Maybe for it you need the whole united management team work? After all it leads to not only job loss but also criminal liability.
  21. 21. The chess play If you want to evaluate your first move with one chess figure from 12 possible and a possible competitor’s response to your move - you need to count approximately 144 possibilities! If two steps? If three?
  22. 22. Looking into todays future labyrinth, leads ten equivalent roads. Where to find a genius who will say which road to take?
  23. 23. Why not to evaluate just courage to do first step to “no where”? Or help to make a group step? My approach
  24. 24. The biggest lack is not accountability and responsibility, but courage to make step to “nowhere”, e.g. to make continuous changes. The most popular path for TOP management is to live according with internal fear of failure, what means is to continue doing the same things according to instructions and people that complain..
  25. 25. The management based on financial numbers - the best way to hide your own fear to show lack of personal knowledge In spite of helping to find the solution, very often TOP manager requires to take full responsibility for results.
  26. 26. What to change to? At first - mindset 1. People are good. E. Goldratt. If not - it’s the best time to fire your HR department 2. Employees are adult! R. Semler. If not, you are Nanny in a kinder garden. Wake up, you are not so old 3. Release your employees from monotony slavery. Only not working employees can continuously improve your organization and to find joy at work. Use their brain, not muscles - the main rule for 3tonis Flow management.
  27. 27. Literature
  28. 28. Darius Radkevicius Mob: + 370 698 41027 darius.radkevicius@gig-europe.eu You can order a book http://www.versloknyguklubas.lt/en/component/virtuemart/? page=shop.product_details&flypage=flypage_images.tpl&product_id=121 &category_id=30 INFORMATION FLOW MANAGEMENT MOTIVATION SYSTEMS

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