Certificate In Job Analysis And
Descriptions, Job Evaluation And
Grades
Your Opportunity to develop
• Understanding Job analysis and
creating a frame work
• Understanding how to use job
analysis to enhance your company’s
development and design structure
• Using the best practices of job
families to simplify job analysis
• Developing knowledge about the
output formats of job analysis
• Understanding the relevance
between job evaluation and job
analysis, and performance
management and grading
• Knowing how to effectively
communicate job analysis outputs to
Employees
• Developing job descriptions and job
profiles in detail
• Writing and implementing job
descriptions and individuals
specifications
Date, Venue & Time
Saturday March 16th –
Tuesday, March 19th
Taking place in Cairo, Egypt
(hotel & timings to be confirmed)
This four-day course in Job Analysis
and Descriptions, Job Evaluation and
Grades, provides you the knowledge
and direction to designing and
specifying the job roles and their key
accountabilities for your company
goals and structure.
*Includes group exercises and case studies every day
About Your Expert Course Director
Robert Mosley
Global Remuneration Expert and HR Consultant
CEO of Lemon Pip Consulting Limited, UK
Robert Mosley is widely recognized in many industries and countries as one of the
leading global experts on compensation and benefits, and is also a leading expert in the
more general field of human resources and performance management.
His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading
schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR
systems, performance management, performance appraisals, and all issues on compensation and benefits globally.
Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over
20 countries. During this time he developed a strong interest in the Middle East. On leaving Hay Group, he joined
Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990-2003 and he was
promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed
hands-on role on all remuneration policies globally, and on all general HR policies and procedures. In 2003, Robert
left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting
Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200
clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation
industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from
Oxford University and an MBA from London Business School.
Robert currently spends most of his time working in and around the Middle East, and offers an expert range of
services and solutions on all compensation and benefits issues. Robert has been offering extremely popular training
courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job
Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new
course on Performance Management and Performance Appraisals. Overall, Robert has over 25 years of expertise on
HR issues, with particular focus on compensation and benefits in the GCC region.
“Excellent trainer, very knowledgeable, a true Guru
on reward in the GCC.” Suchita Shroff, HR Manager,
British Council, Oman
.
“Thank you for the variety of information delivered
in a professional manner on the course. Robert gave
us all the chance to use new and valuable tools which
will certainly help us to improve our compensation
and reward management schemes.” Ali Makki,
Human Resource Manager, Kuwait Investment
Company (S.A.K), Kuwait
“I would like to thank Robert for the very informative
and well-structured programme. Unlike some of the
courses that I have attended in the region previously,
it was obvious to me that Robert wanted us to learn
and offered to provide any of the information that he
had with him unless it was legally not possible.”
Abdullah S. Al Shukairy, Change and Strategic HR
Manager, Oman LNG LLC, Oman
“Robert Mosley has distinctive experience and
knowledge in the HR field, and is well versed with
issues facing the GCC countries. The examples and
models he used were simple and understandable. I
hope to meet Robert in future training programs,
and I was quite pleased with IIR facility and the
friendly helpful service I experienced.” Salwa AlQadi, Head of HR, Aerospace Qatar Holding
Company, Qatar
“A great course that clearly explains ways an
organization can
develop an effective proper pay policy based on the
market.” Daniel Van Heerden, Recruitment
Director, Saad Group of Companies, KSA
“This was the most effective course I have attended
and I highly recommend it for all
in HR.” Hussain Salman, Human Resources Officer,
Bahrain Credit, Bahrain
Job Analysis and Descriptions
Course Outline
Overview
Establishing and managing a framework for job analysis,
and Understanding all the roles in an organization, and
describing those roles through either job profiles or job
descriptions are some of the critical cornerstones of any HR
department. It is crucial to design and define the right job
roles that support the organization’s goals and business
objectives. The purpose of job analysis is to establish and
document what the role of a job is within an organization,
typically through gathering data on that job and then
summarizing 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.
Understanding The Main Components Of Job Analysis
• What is job analysis, the purpose of job analysis and the
different methodologies?
• Job analysis interview methods and interview outcomes.
• What aspects of a job are analyzed?
• Frequently used terms and definitions
Establishing A Job Analysis Framework
• What is a job analysis framework?
• Step-by-step guide to building a job analysis framework
and quick reference guide
• Tips for conducting a productive meeting on job analysis
Using Job Analysis To Understand Job Roles And
Accountabilities
• Introduction, and the importance of mission and vision
This course will provide you with the information and
• Organisation structures and the building blocks of job
guidance to design and define job roles and key
descriptions
accountabilities of each job to support your organization
• The four main principles of job analysis
structure and business goal. The key objectives of this course
• How to analyze the job role and job accountabilities
are to help you develop the following skills:
• What are the different outputs of job analysis?
• Understand the main components of job analysis and how
• Formats of “role summary”, “accountability statement”,
to establish a framework
“job description” and “job profile”
• Know how to use job analysis to understand job roles and
Accountabilities
Step-By-Step Guide To Developing Job Descriptions
• Know the numerous different output formats of job
•Current best-practice process for writing job descriptions
analysis (such as role summary, job accountability statement,
• Involve your employees
job descriptions, and job profiles)
• Format of a job description and the order of writing a job
• Apply a step-by-step process to developing job descriptions
description
and job profiles
• Describing accountabilities and knowing how to identify
• Write job descriptions and person specifications
the key accountabilities
• Understand how to use job families to simplify job analysis
• Quality check on job descriptions
• Know the link between job analysis and job evaluation, and
grading and performance management
• Use best-practice to communicate the results of job
analysis to employees
• Understand how to use job analysis to improve
organizational design and development
Course Objectives
Course Methodology
You will be provided with the information about the key
tools for performing job analysis, developing and writing
job descriptions and job profiles. You will have an
opportunity to test various ideas and to establish what may
work for you. You will be given access to various tools and
techniques, as well as information on the latest trends and
developments of best-practice. This course will involve
working in teams on practical case studies to gain detailed
hands-on experience using the various tools and
techniques for job analysis that will be discussed
throughout the course.
Job Evaluation and Grade Structures
Course Outline
Overview
A fundamental component of reward management and HR
is a grade and salary structure, and these are often taken
for granted. Rather than make changes, HR and reward
professionals try to fit the ever changing needs of their
employees into a grade system that may not have been
reviewed for many years. In an increasingly competitive
environment, when you want to attract and retain the best
individual employees and high-performers, having an
effective and fair job evaluation and grading system is
crucial to underpin best-practice reward policies and
deliver pay for performance.
Course Objective
The aim of this course is to provide a sound knowledge of
job evaluation skills and an understanding of how job
evaluation fits into the broader context of human resources
management, and to provide practical skills in the
application of job evaluation systems. Most employers want
to ensure that they can “attract, retain and motivate” the
best employees and teams, and this three-day course will
cover the key areas in job evaluation tools and techniques
and best-practice processes for evaluating jobs and placing
them accurately into your overall grade structure. This
course will explore the different types of job evaluation
systems that are used in the Middle East today and give you
a detailed familiarization with the concept of job
evaluation and an appreciation of the most commonly used
best-practice approaches (such as Hay Group, Mercer,
Towers-Watson, etc). You will gain hands-on practice in
evaluating jobs. This course is suitable for both HR
generalists and remuneration specialists, and the aim of this
three-day course is to enable you to get a better
understanding of how to evaluate jobs, and how to design a
grade structure that will help you to attract, motivate and
retain employees. The course is also suitable for managers
from HR, finance, administration and line managers
interested in job design and job evaluation and grading.
Course Methodology
You will be provided with the information you need to
establish a job evaluation system and make changes to your
grading structure. You will have an opportunity to test
various ideas and to establish what may work for you. This
course will involve working in teams on practical case studies
to gain detailed hands-on experience of evaluating jobs using
.
the various tools and techniques that will be discussed
throughout the course.
The Role Of Job Evaluation
• Determining comparative job size and internal relativities
• Understanding jobs and how to effectively place jobs in
the correct grade hierarchy
• The common golden rules of all job evaluation systems
• Understanding the step approach to job size (single-step
or double step or broad-banded)
Determining Grades And Overall Grading Structure
•Establishing a grading structure to fit organizational
requirements
• Grades based upon job evaluation methods
• Determining how many grades and setting grade breaks
• Defining a grade and the different spread of grades
(single-step, double-step, broad-band)
•The pros and cons of broad-banding in different
organizational cultures
•Benchmarking and designing a grade structure compared
to other companies
•Latest trends on job family grade structures and skillsbased grading
Job Evaluation Processes
• Placing jobs appropriately in the hierarchical grading
structure
• Traditional committees and job evaluation panels
• Hub-and-spoke method centered around HR
• Universal job evaluation questionnaires and Computer
Aided Job Evaluation (CAJE)
Implementing A New Job Evaluation System And Grading
Structures
• The role of management in implementation and the role
of HR and reward experts
• Guidance on making changes that ensure successful
implementation
• Communicating the grade structures to employees
• Changing existing grade structures and transition
methods
• Measuring success and ongoing review processes
• Preventing grade drift
Managing And Maintaining Grading Structures
• Designing salary ranges and pay differentials between
grades
• Managing development of employees and “X-1” principle
• Managing progression within a grade structure
• Managing promotions and upgrades through a grade
structure
• Coping with employees who reach the maximum of their
grade pay scale
Certificate In Job Analysis & Descriptions,
Job Evaluation And Grades
Job Evaluation, Grade structures
Case Studies
You will work on typical job evaluation and grading
problems and issues, including actual issues and challenges
that are identified by the participants during the course.
There will be practical case studies to work within an
‘action learning’ environment. The course will include the
following case studies designed around various companies
based in the Middle East:
• Selecting the most appropriate job evaluation system
• Building the internal case for review/design of a new
grading/ salary structure
• Designing the most appropriate grade structure
• The debate of single-step grades versus double-step
grades versus broad-banding
• Training your managers to understand grades and
progression management
.
Job Analysis and Descriptions
Case Studies
This course is designed to be of high practical value to
delegates. It will include the following case studies
designed around various companies based in the Middle
East:
• Selecting the most appropriate format for outputs
from job analysis
• Assisting both managers and employees in writing job
descriptions or job profiles
• Using job analysis in determining if the organization
structure is optimally designed
• Practical examples on writing key accountability and
objective statements
• Samples of different outputs (job description, job
profile, job accountability statement