Course details

Overview ?

Introduction

This seminar is designed to provide participants with an understanding of job analysis and job evaluation. Participants will consider how jobs are analysed 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.

Highlights of the seminar include:

Reviewing different formats for the development of job profiles
Acquiring competency in a number of job evaluation techniques including the application of debating and influencing skills
Developing a pay and grading structure
Exploring how different approaches to compensation, including performance-related pay can be applied to pay and grading structures
Developing a strategic view of pay, grading and compensations systems that will enable participants to advise the senior management team on compensation related issues

Objectives

Attending this seminar will help you to:

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 analyse and evaluate specific jobs
Apply the results of job evaluation to design and develop a pay and grading structure
Develop and apply different compensation systems to pay and grading structures to reflect organisational culture.
Examine different ways to implement the above processes

Training Methodology

The learning approaches applied during the course will involve the practical application of job evaluation techniques. Participants will work on an individual and group basis to analyse job profiles and evaluate them applying both non-analytical and analytical job evaluation schemes. The course will involve the development of a pay and grading structure and the compensation systems that can augment these structures.

Organisational Impact

Organisations will benefit as follows:

Pay and grading structures will be appropriate and aligned with organisational objectives
Managers and HR professionals will have the necessary skills and knowledge to maintain pay and grading structures
Organization will be competitive in the market place in relation to having the right pay and grading structures
Organisations’ will be able to attract and retain the people they need to be successful
Having appropriate, competitive and well maintained pay and grading structures will result in employees feeling valued and motivated
Organisations will have managers and HR professionals who are aware of the need to control the cost of pay and grading structures and the knowledge to maintain such structures within affordable limits.

Personal Impact

Those attending will benefit as follows:

Acquire knowledge and understanding of job analysis and job evaluation
Understand a variety of different job evaluation techniques
Understand how job evaluation contributes to the development, design and implementation of a pay and grading structure
Be able to make a strategic contribution to the organisation in the area of pay and grading
Be able to advise senior management or the directors of the organisation of the value of different approaches to employee compensation
Understand how different approaches to employee compensation can impact on employee motivation and organizational performance

SEMINAR OUTLINE

DAY 1 : 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 behavioural 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 analyse specific jobs
Examine different methodologies
Designing appropriate job profile documentation
Selecting benchmark jobs
The role of the job analyst
Collecting, recording and analysing 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
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

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Training Methodology

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