Job Evaluation & Analysis

Job Evaluation and Analysis

OBJECTIVES

• Understand job analysis and evaluation techniques
• Incorporate behavioral competencies with job evaluation
• Comprehend the various stages involved in a job analysis and evaluation project
• Apply a pay structure to the job evaluation
• Compare the various techniques to analyze and evaluate specific jobs
• Explore connections between job analysis and job evaluation
• Examine different ways to implement these processes
• Develop different types of salary review arrangements

WHO SHOULD ATTEND?

Those who have responsibility for influencing pay policy within their organization and want to understand more about job evaluation and what is involved in the design of pay and grading structures. This will include generalist line and HR professionals as well as compensation and benefit specialists.

COURSE OUTLINE

Day 1

An Introduction to the techniques

• 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

Day 2

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

Day 3

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

Day 4

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

Day 5

Employee Motivation

• Employee Motivation
• Merit pay and incremental pay
• Selecting and training analysts
• Putting in place arrangements for on-going maintenance
• Review of success criteria
• Personal planning