 | This article needs additional citations for
verification. (November 2022) |
Hay Job Evaluation is a method used by corporations and organizations to map out their job roles in the context of the organizational structure. [1]
Criticisms
A criticism levelled against the Hay Guide Chart is that the choice of factors is skewed towards traditional management values:
"The Hay system consistently values male-dominated management functions over non-management functions more likely to be performed by women.” [2]
The Hay system does not account for the availability of alternative resources in the market. A carpenter may be classified as a low scale occupation, but if there are none available the method will not account for that.
In the EU, using a job evaluation scheme can provide a material factor defence for equal pay claims, but care must be taken to ensure that the scheme itself cannot be said to have a gender bias. [3]
References
- ^ Armstrong, Michael; Baron, Angela (1995). The Job Evaluation Handbook. CIPD. pp. 29–36. ISBN 9780852925812.
- ^ Steinburg, R. J. (1992). "Gendered Instructions – Cultural Lag and Gender Bias in the Hay System of Job Evaluation". Work and Occupations. 19 (4): 387–423. doi: 10.1177/0730888492019004004. S2CID 144550982.
- ^ Gilbert, K. (2005). "The role of job evaluation in determining equal value in tribunals – tool, weapon or cloaking device?". Employee Relations. 27 (1): 7–19. doi: 10.1108/01425450510569283.
| This article needs additional citations for
verification. (November 2022) |
Hay Job Evaluation is a method used by corporations and organizations to map out their job roles in the context of the organizational structure. [1]
Criticisms
A criticism levelled against the Hay Guide Chart is that the choice of factors is skewed towards traditional management values:
"The Hay system consistently values male-dominated management functions over non-management functions more likely to be performed by women.” [2]
The Hay system does not account for the availability of alternative resources in the market. A carpenter may be classified as a low scale occupation, but if there are none available the method will not account for that.
In the EU, using a job evaluation scheme can provide a material factor defence for equal pay claims, but care must be taken to ensure that the scheme itself cannot be said to have a gender bias. [3]
References
- ^ Armstrong, Michael; Baron, Angela (1995). The Job Evaluation Handbook. CIPD. pp. 29–36. ISBN 9780852925812.
- ^ Steinburg, R. J. (1992). "Gendered Instructions – Cultural Lag and Gender Bias in the Hay System of Job Evaluation". Work and Occupations. 19 (4): 387–423. doi: 10.1177/0730888492019004004. S2CID 144550982.
- ^ Gilbert, K. (2005). "The role of job evaluation in determining equal value in tribunals – tool, weapon or cloaking device?". Employee Relations. 27 (1): 7–19. doi: 10.1108/01425450510569283.