Comprehensive Job Analysis & Evaluation Techniques

Introduction

This training aims to provide participants with a comprehensive understanding of how job analysis and evaluation contribute to creating effective pay rates and grading systems. Participants will learn the procedures for conducting job analyses and understand their crucial role in compensation design, employee motivation, and overall organizational performance.

Objectives

By the end of the Comprehensive Job Analysis & Evaluation Techniques, participants will:

• Understand the strategic aspects of pay, grading, and compensation mechanisms.
• Acquire skills in various job evaluation techniques.
• Comprehend principles used in job analysis and evaluation.
• Learn the stages involved in the job analysis process.
• Apply techniques for analyzing specific jobs.
• Utilize evaluation results to develop appropriate remuneration structures.
• Design reward systems that support organizational culture.
• Explore different evaluation methods within organizations.
• Gain a thorough understanding of job analysis and evaluation.
• Master various techniques for job evaluation.
• Enhance value in pay decisions related to grading systems.
• Understand how different compensation strategies impact employee motivation and organizational performance.

Training Methodology

• Interactive Workshops
• Case Studies
• Role Plays and Simulations
• Group Discussions and Activities
• Self-Assessment and Reflection
• Coaching, Mentoring, and Counseling
• Use of Job Analysis Tools
• Real-Life Problem Solving Exercises
• Performance Evaluation

Course Outline

Unit 1: Introduction to Job Analysis and Job Evaluation

• Industry Environment Overview
• HR vs. Line Management Responsibilities
• General Overview of Job Analysis
• Introduction to Job Evaluation Process
• Application of Behavioral Competencies
• Rationale for Job Analysis and Evaluation
• Integration with Broader Reward Planning
• Key Concepts in Change Management

Unit 2: Techniques for Conducting Job Analysis

• Defined Role/Job Analysis
• Approaches to Analyzing Specific Jobs
• Methodologies for Analyzing Jobs
• Creation of Job Profile Documentation
• Benchmark Position Selection
• Role of Job Analysts
• Data Collection, Recording, and Analysis
• Job Analysis Interviews
• Completion of Job Profile Documents

Unit 3: Types of Job Evaluation Systems

• Definitions of Job Evaluation
• Non-Analytical vs. Analytical Schemes
• Rating Points
• Comparing Factors
• Ranking Jobs
• Internal Benchmarking/Job Matching
• Job Classification
• Evaluating Evaluation Schemes

Unit 4: Implementation and Operation Considerations

• Links Between Job Analysis and Job Evaluation
• Guidelines for Designing and Operating Grade Structures
• Implementation Framework
• Options for Implementation (Full or Staged)
• Communication of Results
• Managing Appeals for Re-Grading

Unit 5: Employee Motivation

• Equity Theory: Procedural and Distributive Justice
• Personal Planning