Introduction:

 

The focus here is on what to value in the jobs, how to assess that value, and how to translate it into a job-based structure. Job evaluation is s a process for determining relative strategic in other word we need to fully understand the following:

 

1. How does job evaluation translate internal alignment policies in practice? What does

(a) flow of work,   (b) fairness, and (c) directing people’s behaviors toward organization objectives have to do with job evaluation?

 

2. Why are there different approaches to job evaluation? Think of several employers in your area. What approach would you expect them to use? Why?

 

3. What are the advantages and disadvantages of using more than one job evaluation plan in any single organization?

 

Why bother with job evaluation? Why not simply market price? How can job evaluation link internal alignment and external market pressure?

 

Course Contents:

Main Topic	Content
Introduction	§  What is Job Evaluation §  What are problems with jobs?  What is the alternative? §  Jobs v. Skills or Competencies §  Ongoing Evaluation - Internal and external  Equity §  Elements of the Pay Structure §  Job vs. Worker Oriented Analyses
Job evaluation and the reward model	Reward management - the job reclassification process,
Relationships Between Jobs	§  Performance management - behavior based assessment §  Moving salaries from Scales to Grades §  Employee Satisfaction and Motivation Issues in Compensation Design
Job Content Evaluation	§  Offers of Employment - Performance (Review) Evaluations     §  Performance evaluation as a key management tool §  Salary Administration     §  Hiring Guidelines for Classified Staff and Administrative & Professional Positions    § Relationship with promotion ,demotions and transfer § Compensation Systems - Equity Adjustments
- Job Ranking Method - Position Classification - Point Method " Factor - Degrees and Point Systems" - Factor Comparison Method	§ Pure Market Pricing or Blending with Internal Equity? § Compensation Administration System § Work Plan § Job Evaluation & Classification § Common Compensable Factors

 

By the end of the course participants will:

 

1. Understand the relationship between job analysis, job evaluation, internal alignment, and internal structure.

2. Know the basic steps in a point plan, the most commonly used job evaluation method.

3. Understand the advantages and disadvantages of using multiple job evaluation plans in an organization.

4. Understand the necessity of balancing tight control versus absolute lack of control

5. Know the Differences in the rates paid for different jobs and skills also influences how fairly employees believe they are being treated.

6. Job evaluation has evolved into many different forms and methods. Consequently, wide variations exist in its use and how it is perceived.

 

Target Audience:

HR Managers & Professionals 

Employees working in the HR department in organizations.

 

Venue:
City Stars

 

Course Language:
Delivery Language: Will be in English & Arabic languages.

  Scientific Material: Will be in English Language.

 

Duration:
4 Days: Starting from 20 to 23 of February, 2010 - From 6:00 to 10:00 p.m.

 

Registration Deadline:
Thursday 11^th of February, 2010