Which job evaluation method identifies a jobs various compensable factors for which the organization is willing to provide compensation?

A set of compensable factors are identified as determining the worth of jobs.

Typically the compensable factors include the major categories of:

1. Skill
2. Responsibilities
3. Effort
4. Working Conditions

These factors can then be further defined.

1. Skill
   1. Experience
   2. Education
   3. Ability
2. Responsibilities
   1. Fiscal
   2. Supervisory
3. Effort
   1. Mental
   2. Physical
4. Working Conditions
   1. Location
   2. Hazards
   3. Extremes in Environment

The point method is an extension of the factor comparison method.

Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument. The points for each factor are summed to form a total point score for the job.

Jobs are then grouped by total point score and assigned to wage/salary grades so that similarly rated jobs would be placed in the same wage/salary grade.

Tips

1. Factors Use well defined factors.
2. Biases Examine the Factor points for inherent biases against females and minorities.

Grouping

After ranking, the jobs should be grouped to determine the appropriate salary levels.

Software

InteractivePoint-Method Program (https://hr-software.net/cgi/JobEvaluation.cgi)
Free web-based job evaluation point-method software.

Universal Compensable Factors, Hay Factors and Dimensions

UNIVERSAL COMPENSABLE FACTORS
Compensable factors simply refer to the factors of a job for which a company is willing to pay. Different types of job may contain different compensable factors. But there are Universal Compensable Factors that exist in almost any jobs we see around. As you may know, identifying compensable factors is a crucial step in job evaluation process. There are 4 universal compensable factors i.e. Skills, Responsibilities, Efforts and Working Conditions. In this post, I will go through each of the universal compensable factors and will elaborate the list (Note: it is not an exhaustive list):

1. Skills:

• Technical skills and certification
• Work experience
• Verbal and written skills
• Problem solving skills
• Education
• Interpersonal skills e.g. leadership skills etc.

2. Responsibilities:

• Managerial responsibilities
• Impact on end results
• Financial responsibilities
• Scope of the job
• Impact of absence

3. Efforts:

• Complexity of tasks
• Diversity of tasks
• Creative and analytical thinking requirements
• Availability of asistance

4. Working Conditions:

• Exposure to potential hazards/health risks
• Remote location
• Extent to deal with VUCA (a situation characterized by Volatility, Uncertainty, Complexity, Ambiguity)

The above are commonly known as Universal Compensable Factors.
Yet, various commercial organizations have introduced their own set of compensable factors.

HAY FACTORS AND DIMENSIONS (KORN FERRY)
One of them was the Hay Group who developed the "Hay Guide Chart". Hay is now part of Korn Ferry, hence the charts are now also referred to as: "Korn Ferry Hay Guide Charts". The Guide Chart Profile Method (their proprietary point-factor job evaluation system) starts with 3 factors (each sub-divided into "dimensions"), briefly summarized below:

1. Accountability: Value each role adds to the organization.
   
   • Freedom to act
   • Magnitude
   • Impact
2. Problem Solving: Challenges that need to overcome in order to deliver that value
   
   • Thinking Environment
   • Thinking Challenge
3. Know-how: Knowledge, Skills, Experience required to make all these happen.
   
   • Practical and technical knowledge
   • Planning and organising skills
   • Communicating and influencing skills

I tried to make the list a comprehensive one by integrating lots of articles, books, and other sources. I hope it will be helpful. Will be happy to see your reactions!

Sources:
Jeff Stinson (2012), "A Practical Guide to Human Resources Management", Page:101-102
Jeffrey A. Mello (2014), "Strategic Human Resource Management", Cengage Learning, Page:495
https://hr-guide.com/data/G413.htm
http://www.payequity.gov.on.ca/en/DocsEN/Minikit_EN.pdf
https://www.eeoc.gov/eeoc/publications/fs-epa.cfm
https://www.youtube.com/watch?v=dBfcWcQWJbg
https://www.youtube.com/watch?v=L07rWAQJAoY
https://uwaterloo.ca/human-resources/support-managers/compensation/hay-evaluation-method
https://en.wikipedia.org/wiki/Job_evaluation
https://en.wikipedia.org/wiki/Hay_Guide_Chart.

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