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StrategicComponentsofHumanResourcesInternalequityWhatisJobEvaluation?PrinciplesForJobEvaluationJobEvaluation:3MainMethodsJobClassificationMethodadoptedbyAcademicInstitutionssuchasUniversitiesJobEvaluation:ThePointMethodThePointMethodThePointMethodTheGuide-ChartProfile:HayMethodTheGuide-ChartProfile:4CriticalObservationsTheGuide-ChartProfile:HayMethodTheGuide-ChartProfileMethod:Know-HowTheGuide-ChartProfileMethod:Know-HowDepthOfKnow-HowA.Educationtopost–primarylevelB.Practicedinstandardworkroutinesand/oruseofsimpleequipmentandmachinesC.ProceduralorsystematicefficiencyanduseofspecializedequipmentD.Specializedskillgainedbyon-the-jobexperienceorthroughpartprofessionalqualificationE.UnderstandingoftheoreticalprinciplesnormallygainedthroughprofessionalqualificationorthroughadetailedgroupofinvolvedpracticesandproceduresF.Seasonedproficiencyinahighlyspecializedfield,gainedthroughexperiencebuiltontheoriesorabroadanddeepunderstandingofcomplexpracticesG.Masteryofprinciples,practicesandtheoriesgainedthroughwideexperienceand/orspecialdevelopmentH.Uniquecommandofprinciples,theoriesandpracticesBreadthOfKnow-HowI.Nonorminimal–PerformanceorsupervisionofjobswhichhavecloselyspecifiedobjectivesII.Homogeneous–Integrationofoperationswhicharehomogeneousinnatureandobjective,andcoordinationwithassociatedfunctionsIII.Heterogeneous–Integrationorcoordinationofdiversefunctionsorsub-functionsinacompany;orinter-companycoordinationofatacticalfunctionIV.Broad–Integrationofthemajorfunctionsinanoperatingcompany;orgroup-widecoordinationofastrategicfunctionaffectingpolicyformationV.Total–ThemanagementofstrategicfunctionsandpolicyformationHumanRelationsSkills1.Basic–Ordinarycourtesyandeffectivenessindealingwithothers2.Important–Understandingandinfluencingpeople,importantbutnotover-ridingconsiderations3.Over-riding–Skillsindevelopingandmotivatingpeopleareover-ridingconsiderationsTheGuide-ChartProfileMethod:Know-HowGuide-ChartProfileMethod:ProblemSolvingTheGuide-ChartProfileMethod–Pr
