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hay score; hay points

German translation: Punktezahl unter dem "Hay"-System

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GLOSSARY ENTRY (DERIVED FROM QUESTION BELOW)
English term or phrase:hay score
German translation:Punktezahl unter dem "Hay"-System
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00:55 Jul 3, 2001
English to German translations [PRO]
English term or phrase: hay score; hay points
im Text geht es um die Bewertung von Mitarbeitern
Gitta Schlemme
Local time: 11:33
Punktezahl unter dem "Hay"-System
Explanation:
The Hay System is a Methode der Arbeitsplatzbewertung und wurde in den 50er Jahren in den USA von E.N. Hay entwickelt. Hay ist darum ein Eigenname, der nicht uebersetzt werden braucht.

Das Hay-System ist unter anderem auf der unten genannten Telstra Webpage erklaert. Hier ist ein Auszug:

"The Hay Job Evaluation Scheme

1. Introduction

The Hay Job Grading Scheme was developed in the early 1950’s by E. N. Hay and Associates. It is a scheme which is based on the "points factor" approach. This is a common approach to job grading. The process has the following basic steps:

A description of the job is made including such things as: expertise required, accountabilities, experience required, functions performed, financial impact of the job, freedom to decide and act, number of staff supervised, pre-eminence of the position, influence of the position within the company etc.
The various aspects of the job given in the description are usually split into categories. For example, in the Hay system the categories are:
Know How
Problem Solving
Accountability
Working Conditions (This was included after the initial creation of the scheme in an attempt to enable the Hay system to be applied to blue collar occupations).
Other systems may have different sets of categories. For example, the OCR system, uses the following categories:

Knowledge, Skills and Experience
Reasoning and Decision Making
Communication and Influence
Accountability and Responsibility
The description of the job is done under the headings given by the job grading system’s categories.

This description of the job is then compared with a standard set of descriptors (i.e. a set of statements from the job grading manual which describe the aspects of a job) and the most appropriate descriptors, in each category, for that job are selected from the set.
So, for the Hay system, a manual with descriptors in each of the above categories is used to grade the job. The job grader selects the descriptor which (in their view) most accurately describes that category of the job.

(An example of a Hay descriptor under the category of "Know How" is:

Jobs requiring procedural or systematic proficiency, which may involve a facility in the use of specialized equipment.")

Each descriptor has a score associated with it. For example, in the Hay system there is a point score for each of "Know How", "Problem Solving" and "Accountability". These factor points are then used to calculate a total "points factor" score for that job.
This task is repeated for all jobs within the company.
The tally score for each job is then interpreted as the importance of that job within the company relative to the other jobs within the company.
If the system is related to pay, then a level of pay is associated with each tally score. Often, tally scores are grouped into a single pay level. For example, scores from 100 to 150 may all be paid $35,000."
Selected response from:

claudiar
Local time: 20:33
Grading comment
Vielen Dank!!!
4 KudoZ points were awarded for this answer

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Summary of answers provided
naPunktezahl nach dem Hay-System
Katrin Zinsmeister
naPunktezahl unter dem "Hay"-Systemclaudiar


  

Answers


17 mins
Punktezahl unter dem "Hay"-System


Explanation:
The Hay System is a Methode der Arbeitsplatzbewertung und wurde in den 50er Jahren in den USA von E.N. Hay entwickelt. Hay ist darum ein Eigenname, der nicht uebersetzt werden braucht.

Das Hay-System ist unter anderem auf der unten genannten Telstra Webpage erklaert. Hier ist ein Auszug:

"The Hay Job Evaluation Scheme

1. Introduction

The Hay Job Grading Scheme was developed in the early 1950’s by E. N. Hay and Associates. It is a scheme which is based on the "points factor" approach. This is a common approach to job grading. The process has the following basic steps:

A description of the job is made including such things as: expertise required, accountabilities, experience required, functions performed, financial impact of the job, freedom to decide and act, number of staff supervised, pre-eminence of the position, influence of the position within the company etc.
The various aspects of the job given in the description are usually split into categories. For example, in the Hay system the categories are:
Know How
Problem Solving
Accountability
Working Conditions (This was included after the initial creation of the scheme in an attempt to enable the Hay system to be applied to blue collar occupations).
Other systems may have different sets of categories. For example, the OCR system, uses the following categories:

Knowledge, Skills and Experience
Reasoning and Decision Making
Communication and Influence
Accountability and Responsibility
The description of the job is done under the headings given by the job grading system’s categories.

This description of the job is then compared with a standard set of descriptors (i.e. a set of statements from the job grading manual which describe the aspects of a job) and the most appropriate descriptors, in each category, for that job are selected from the set.
So, for the Hay system, a manual with descriptors in each of the above categories is used to grade the job. The job grader selects the descriptor which (in their view) most accurately describes that category of the job.

(An example of a Hay descriptor under the category of "Know How" is:

Jobs requiring procedural or systematic proficiency, which may involve a facility in the use of specialized equipment.")

Each descriptor has a score associated with it. For example, in the Hay system there is a point score for each of "Know How", "Problem Solving" and "Accountability". These factor points are then used to calculate a total "points factor" score for that job.
This task is repeated for all jobs within the company.
The tally score for each job is then interpreted as the importance of that job within the company relative to the other jobs within the company.
If the system is related to pay, then a level of pay is associated with each tally score. Often, tally scores are grouped into a single pay level. For example, scores from 100 to 150 may all be paid $35,000."



    Reference: http://www.apesma.asn.au/newsviews/branch_industries/telstra...
claudiar
Local time: 20:33
Native speaker of: Native in GermanGerman
PRO pts in pair: 20
Grading comment
Vielen Dank!!!
Login to enter a peer comment (or grade)

6 hrs
Punktezahl nach dem Hay-System


Explanation:
Die Präposition "unter" gefällt mir hier gar nicht. Es handelt sich um einen Bezug im Sinne von "xy folgend" also z.B. "nach der Relativitätstheorie", "nach Adam Riese", "nach der Gebrauchsanleitung".





Katrin Zinsmeister
Local time: 07:33
Native speaker of: Native in GermanGerman
PRO pts in pair: 95
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