Establishing and managing a framework for job analysis, understanding all the roles in an organisation and describing them through job profiles or job descriptions is a component of the HR role. Another is to have a suitable grade and salary structure that supports the needs of the organisation. Our job analysis training course will provide you with key job analysis tools and provide a detailed familiarisation with job evaluation, including an introduction to the most commonly used best-practice approaches.
The purpose of job analysis is to establish and document what the role of job is within an organisation, typically through gathering data on the job and then summarising that data in a job description. Job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.
Who Should Attend
These section is designed for everyone who requires an appreciation or an in-depth knowledge of writing job profiles and job descriptions, and/or an understanding of how to implement a job evaluation scheme and develop grade structures underpinned by professional job analysis and job evaluation techniques, including directors/managers/analysts/generalists in all areas of human resources as well as specialists who focus on compensation and benefits, and reward.
Benefits of Attending
- Use techniques and develop professional skills for job analysis and understanding job roles, whilst ensuring there are no organisational gaps or overlaps
- Increase your business performance and employee effectiveness by developing clear job profiles, job descriptions and key accountability statements that communicate to your employees what is expected of them
- Use different approaches, systems and tools for job evaluation to place jobs into the correct grades in your grading and pay structures
- Align your grade structures to your organisational objectives and human resources strategy
- Discover practical steps for implementing a job evaluation system, and developing a grading system to underpin your salary structures and remuneration policies