Course Details

Objective

This course will provide you with the information and guidance to design and define job roles and key accountabilities of each job to support your organisation structure and business goals, and the key objectives of this course are to help you develop the following skills:

• Understand the main components of job analysis and how to establish a framework
• Know how to use job analysis to understand job roles and accountabilities
• Know the numerous different output formats of job analysis (such as role summary, job accountability statement, job descriptions, and job profiles)
• Know the step-by-step guide to developing job descriptions and job profiles
• Develop the skills required to write job descriptions and person specifications
• Understand how to use job families to simplify job analysis
• Know the link of job analysis to job evaluation and grading and performance management
• Know best-practice to communicate the results of job analysis to employees
• Understand how to use job analysis to improve organisational design and development

Content

COURSE DAILY PROGRAM

DAY 1

Structure and strategy for HRP

• Introduction and seminar objectives
• The difference between the old and new roles of manpower planning
• How HRP departments need to be structures
• The three principal areas of operation in today’s HRP function
• Area One - STRATEGY - What is strategy and how we are involved
• The 10 key inputs for HRP
• Predictive tools for organisational change – the LAND/MILLER model
• Case study and group exercise

DAY 2

Understanding organisational design

• The basis of organisational design
• Downsizing – case study and group work
• Right sizing any organisation
• How much does the human resource cost – calculating your value – case study
• How to calculate how many people you need in any organisation – group work
• Which employees give the most value? – Case study
• What does lost production cost – group work
• Review of group work

DAY 3

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 4

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 5

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

NOTE:

Pre & Post Tests will be conducted

Case Studies, Group Exercises, Group Discussions, Last Day Review & Assessments will be carried out.

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Methodology

A highly interactive combination of lecture and discussion sessions will be managed to maximize the amount and quality of information, knowledge and experience transfer. The sessions will start by raising the most relevant questions, and motivate everybody finding the right answers. The attendants will also be encouraged to raise more of their own questions and to share developing the right answers using their own analysis and experience.

All attendees receive a course manual as a reference.

This interactive training workshop includes the following training methodologies

30% Lectures

30% Workshops and work presentation

20% Group Work& Practical Exercises

20% Videos& General Discussions