Certificate in Advanced Compensation and Benefits

Introduction

Understanding and being able to undertake effective job analysis and evaluation is an essential activity for the Human Resource professional, and a powerful tool for line managers to use.

Together these techniques form the basis of the requirements of a job role and determine the job's value or worth to the organisation, thereby helping ensure appropriate remuneration is applied. This allows positions to be objectively evaluated and the most appropriate structure for your organisation to be developed.

This course is designed to provide participants with an understanding of job analysis and evaluation, how job analysis and evaluation is used as the basis for designing pay and grade structures and how these factors link to broader issues of employee motivation.

Objectives

By the end of this programme you will be able to:

• Understand job analysis and evaluation techniques
• Incorporate Behavioural competencies with job evaluation
• Comprehend the various stages involved in a job analysis and evaluation project
• Apply a pay structure to the job evaluation
• Compare the various techniques to analyse and evaluate specific jobs
• Explore connections between job analysis and job evaluation
• Examine different ways to implement these processes
• Develop different types of salary review arrangements

What You Will Cover

Following completion of this unit, delegates will know how to:

• Understand the basic principles and major elements of compensation.
• Understand the various processes in compensation: Job Analysis, Job     Descriptions, Job Evaluation and Compensation Surveys.
• Determine and explain what makes up a sound and effective compensation and   benefits program.
• Design a salary structure and related policies.
• Design and carry out a compensation survey.
• Work with, implement or enhance the processes used in their organisation
• Incorporate behavioural competencies within a job evaluation exercise
• Introduce and develop the role of job analyst
• Design job profile documentation
• Decide between different types of schemes
• Manage a job analysis project
• Manage appeals for regarding
• Maintain a job evaluation scheme

Training Methodology

The course will be conducted in a participative style with the emphasis being on involvement and discussion. There will be a series of practical exercises as well as a number of case studies and syndicate exercises.

Who Should Attend?

Professionals working in the function who wishes to acquire relevant knowledge and skills and any one who have responsibility for influencing pay policy within their organisation and want to understand more about job evaluation and what is involved in the design of pay and grading structures. This will include generalist line and HR professionals as well as compensation and benefit specialists.

Course Outline

DAY 1:

An Introduction to the techniques

•   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 and Job Descriptions

•   Principle Approaches to Job Analysis
•   Carrying Out a Job Analysis Interview
•   The Need for Job Descriptions

DAY 3:

Job Evaluation

•   Job Evaluation Defined and Job Evaluation Methods
•   The Hay System- An Overview
•   Well known international System Explained

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 4:

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 5: 

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

Employee Motivation

•   Employee Motivation
•   Merit pay and incremental pay
•   Selecting and training analysts
•   Putting in place arrangements for on-going maintenance
•   Review of success criteria
•   Personal planning