Study And Practice On The Strategy Driven Model Of Hay Job Evaluation Method In LHJ Company

As an important part of the modern human resources management, job evaluation can reflect the relative value of a position in a company clearly. It is the basic work of compensation designing, and is one of the important tools that reflect internal equity as well.American compensation designer Edward Hay developed the Hay guide chart-profile method of job evaluation in1951, which effectively solve the comparison and quantization problem of different positions in different departments, and this is the one of the most popular methods of job evaluation. According to statistics, more than a third of the world’s top500enterprises use this method to do job evaluation. The Hay method evaluates all the positions by three pay elements which are suitable for general environment, and designs three corresponding rating scales, when summing the score of every element, we can get the relative value of a position. It marks the emergence of improvement and perfection of job evaluation system, and has very strong logic and a scientific nature which is also easy to operate.But the Hay job evaluation method does not work perfectly, in particular, enterprise human resource management has come into a stage of strategy management, job evaluation should be aligned with company strategy closely, and should gradually shift from focusing on the work itself to enterprises development and employees’ contribution.In this paper, we take LHJ company as the study object. First of all, analysis general issues across many domestic enterprises in implementing Hay method of job evaluation under the strategic management background. Secondly, on the basis of the Hay three elements group and evaluation principle, explore a modified Hay method of job evaluation which tailored to strategic objective. Afterwards, apply the modified job evaluation method according to LHJ company’s actual situation as the empirical study, and rebuild a strategic job system of LHJ company.Based on theory and practice, this paper aims to establish a modified job evaluation method which would be instructive and could be used for reference in today’s strategic human resource management, and to be a useful complement to domestic enterprises’ human resource practices.