Course Description
This course is designed to provide participants with an understanding of job analysis and job evaluation.
Participants will consider how jobs are analyzed and how job evaluation can be applied to the design, development, and implementation of pay and grade structures. Participants will also explore how different compensation systems can be applied to pay and grading structures and in particular the link with broader issues of employee motivation.
What Do Participants Learn?
- Understand Job Analysis And Evaluation Techniques
- Understand The Stages Involved In A Job Analysis And Job Evaluation Project
- Undertake And Apply A Variety Of Techniques To Analyze And Evaluate Specific Jobs
- Apply The Results Of Job Evaluation To Design And Develop A Pay And Grading Structure
- Examine Different Ways To Implement The Above Processes
Who Should Attend?
- Managers
- Supervisors
- Executives
- Anyone Involved In Hr Planning
- Anyone Who Is Or Will Be Responsible For Human Resources Management
What Will the Learning Experience Include?
Phase: 1
Introduce
- Comprehensive pre-program activities include:
- Web-based information forms & surveys completed by attendee.
- Direct consultation with the attendee about the expectations.
- During the training, participants engage in data, activities, and conversations that lead to insight and knowledge.
- Participants learn from expert trainers who have both academic and business experiences.
- Highly applicable training content & instructive activities for adding depth to training topics.
- **A half-day site visit for integrating the experience & plan next steps. Opportunities to provide connections, ideas & support.
Phase: 2
Explore & Practice
Phase: 3
Apply
- Apply & sustain the learning experience by using this ongoing support:
- To ensure participant has new skills or behavior progress.
- Optional, fee-based mentoring & coaching with the trainer.
- Training materials & additional documents (e-books, pdf files, presentations and articles)
- Evaluate your training experience by giving us feedbacks and help us to reach our organizational goals.
- Participant's Evaluation
- Trainer's Evaluation
Phase: 4
EVALUATE
Section One: An Introduction To Job Analysis And Job Evaluation
- The Corporate Environment
- The HR Role And Line Management Responsibilities
- An Introduction To Job Analysis
- An Introduction To Job Evaluation
- The Use Of Behavioral Competencies
- The Need For Job Analysis And Evaluation
- The Relationship With Wider Reward Management Planning
- Change Management
Section Two: Job Analysis Techniques
- Definition Of Role And Job Analysis
- Compare Various Techniques To Analyze Specific Jobs
- Examine Different Methodologies
- Designing Appropriate Job Profile Documentation
- Selecting Benchmark Jobs
- The Role Of The Job Analyst
- Collecting, Recording And Analyzing Information
- The Job Analysis Interview
- Completing The Job Profile Document
Section Three: Types Of Scheme
- Definition Of Job Evaluation
- Uses Of Job Evaluation
- Examine Different Methodologies
- Analytical And Non-analytical Schemes
- Points Rating
- Factor Comparison
- Job Ranking
- Internal Benchmarking Or Job Matching
- Job Classification
- Assessing Evaluation Schemes
Section Four: Implementation And Operational Considerations
- Explore The Links Between Job Analysis And Job Evaluation
- Design And Operational Guidelines
- Grade Structure Guidelines
- Implementation Framework
- Options For Implementation – Full Or Staged
- Communicating The Results
- Managing Appeals For Re-grading
- Job Analysis And Evaluation
Section Five: Employee Motivation
- Employee Motivation
- Equity Theory – Procedural And Distributive Justice
- Merit Pay And Incremental Pay
- Pay Progression
- Selecting And Training Analysts
- Putting In Place Arrangements For On-going Maintenance
- Review Of Success Criteria
- Personal Planning