Job analysis and evaluation are the foundational pillars of effective human resource management, impacting everything from recruitment and compensation to performance and training. This course provides a systematic framework for accurately defining jobs, determining their relative worth, and ensuring internal equity and external competitiveness. Participants will master various job analysis techniques, learn how to build robust competency models, and apply industry-standard job evaluation methods (e.g., point-factor systems). The outcome is the ability to create precise, legally compliant, and strategically aligned job structures that support fair pay and clear career paths.
Analyzing and Evaluating Jobs: Best Practices
Human Resource Management and Talent Development
October 25, 2025
Introduction
Objectives
Upon completion of this course, participants will be able to:
- Apply systematic methods (e.g., interviews, observation, surveys) to conduct thorough job analysis.
- Distinguish between job descriptions, job specifications, and competency models and their strategic uses.
- Design and implement a robust competency framework that links job requirements to organizational strategy.
- Master the application of job evaluation methods, particularly the point-factor system, to determine job worth.
- Ensure internal equity across job roles through standardized evaluation and grading processes.
- Develop clear, compliant, and detailed job documentation that supports all **HR** functions.
- Analyze market pay data and link job evaluation results to external market competitiveness (pay structures).
- Manage the process of auditing, updating, and sustaining the job evaluation system over time.
Target Audience
- HR Specialists in Compensation, Benefits, and Job Evaluation
- HR Business Partners and Generalists
- Organizational Development and Design Professionals
- Managers responsible for writing or reviewing job descriptions and performance standards
Methodology
- Group exercises analyzing an existing job description and converting it into a competency model.
- Hands-on workshop applying the point-factor job evaluation method to 3-4 sample job roles.
- Case studies on the legal implications of poor job analysis (e.g., pay equity lawsuits).
- Discussions on strategies for communicating job worth and pay decisions to employees.
- Individual exercises writing a job evaluation summary report justifying the assigned grade.
Personal Impact
- Mastery of systematic job analysis and industry-standard evaluation techniques.
- The ability to design and implement a robust, strategically aligned competency model.
- Increased personal confidence in making objective job grading and classification decisions.
- Enhanced personal credibility as an expert in compensation and organizational structure.
- Acquisition of practical skills for ensuring internal pay equity and fairness.
- A foundational understanding of the legal requirements for job documentation.
Organizational Impact
- Foundation for fair and defensible compensation and benefits administration (internal equity).
- Improved recruitment accuracy by defining precise knowledge, skills, and abilities (**KSAOs**).
- Clearer career paths and progression frameworks, leading to increased employee retention.
- Reduced legal and compliance risk related to job classification and pay equity.
- More accurate training needs analysis based on required competencies.
- Greater organizational clarity regarding roles, responsibilities, and expected performance.
Course Outline
Unit 1: Foundations of Job Analysis
Section 1: Data Collection and Purpose- Defining job analysis, its purpose, and its role as the foundation of **HR** systems
- Selecting and applying various job analysis methods (interviews, questionnaires, observation)
- Differentiating between task statements, duties, responsibilities, and key results areas (KRAs)
- Ensuring legal defensibility and compliance in job data collection and documentation
Unit 2: Job Documentation and Competency Modeling
Section 1: The Output- Structuring and writing clear, comprehensive, and legally compliant job descriptions and specifications
- Introduction to competency modeling: defining the knowledge, skills, abilities, and other characteristics (**KSAOs**)
- Developing a tiered competency framework (core, functional, leadership) aligned to strategic goals
- Using job analysis data to inform recruitment, performance management, and training design
Unit 3: Principles of Job Evaluation
Section 1: Determining Internal Worth- Defining internal equity and its relationship to employee fairness and motivation
- Overview of job evaluation methods: ranking, classification, factor comparison, and point-factor systems
- In-depth focus on the point-factor system: defining compensable factors, degrees, and weighting
- Establishing a Job Evaluation Committee and managing the scoring process objectively
Unit 4: Job Grading and Linking to Compensation
Section 1: Structure and Market- Clustering jobs into organizational grades or bands based on evaluation results
- Techniques for managing grade creep and ensuring consistency across departments
- The crucial link: connecting job grades to external market pay surveys and compensation structures
- Strategies for communicating job worth and pay decisions transparently to employees
Unit 5: Maintenance and Strategic Alignment
Section 1: Sustained Best Practice- Designing a process for the continuous review, audit, and update of job documentation and evaluation results
- Managing the impact of organizational restructuring and new technologies on job roles
- Using job analysis data to identify training needs and career progression paths
- Addressing common challenges: appeals, managing role inflation, and maintaining employee trust
Ready to Learn More?
Have questions about this course? Get in touch with our training consultants.
Submit Your Enquiry