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Situation is organization is divided into two small business units as per the line of business. Directly related employees will be transferred easily but problem is how can we evaluate which positions are required from the shared services pool? Can we get any help from Hay's or Mercer's Job Evaluation methods or we have to do it case to case basis?
The challenge you are facing can not be solved through job evaluation. Job evaluation methods are primarily used to determine the relative value of jobs to the business and the by product of that analysis may provide insights about the gaps and overlapping in responsibilities across various jobs, which leads the disucssion towards job design. So, in all essence job evaluation is not the tool to adress your challenge.
Your challenge can be addressed via manpower planning, organization design. benchmarking and work distribution analysis. Generally number of support services or shared services jobs are determined through analysis of historical data or industry benchmarks. It is easier to figure out number of jobs required for the line but for support its not as easy so mostly such estimates are more of a guess based on the tools mentioned above.
Can not be without a job evaluation structure is supported, there must be an organizational structure supported to determine the required functions of the organization and that there is an annual recruitment plan for the implementation of what are required in the structure within the approved budget for recruitment.
Go for a method which supports competence based assesment of an individual, I am sure by now organisation has changed or tweaked it's business model, hence you would require right set of competence to deliver the job.
