Certificate In Job Analysis And Descriptions, Job Evaluation And Grades

Includes group exercises and case studies every day

Certificate In Job Analysis And Descriptions, Job Evaluation And Grades Meet Business Needs, Drive Employee Performance And Organisational Effectiveness

A five-day course culminating in the “Certificate In Job Analysis And Descriptions, Job Evaluation And Grades” 9 – 13 February 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE 4 – 8 May 2014 • The Address Hotel, Dubai Marina, Dubai, UAE

5 Key Business Benefits

9 – 13 November 2014 The Address Hotel, Dubai Marina, Dubai, UAE

1. Provide techniques and professional skills for job analysis and understanding job roles, whilst ensuring there are no organisational gaps or overlaps, and effectively implement one of the core essential building blocks for best-practice HR management 2. Increase your business performance and employee effectiveness by developing clear job profiles, job descriptions and key accountability statements that communicate to your employees what is expected of them and underpin your performance management process 3. Use different approaches, systems and tools for job evaluation in order to determine how to place a job into the correct grade in your grading and pay structures 4. Align your grade structures to your organisational objectives and human resources strategy 5. Discover practical steps for implementing a job evaluation system, and developing a grading system to underpin your salary structures and remuneration policies Follow us on www.twitter.com/iirmiddleeast www.facebook.com/iirmiddleeast www.youtube.com/iirmiddleeast Organised by:

www.iirme.com/jobevaluation

Course Assessment At occasional intervals during the course, after each major learning module, there will be a series of optional mini-quizzes, which are straight-forward multiple-choice quizzes based upon the content covered during the course. A cumulative pass-mark of 50%, in addition to a perfect attendance record, is required to be awarded the Certificate of Completion from George Washington University/IIR ME. Should you wish not to take up the test, you will receive a Certificate of Attendance from IIR ME based on your full attendance of the course.

Course Objectives 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 goal. 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) • Apply a step-by-step process to developing job descriptions and job profiles • Write job descriptions and person specifications • Understand how to use job families to simplify job analysis • 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 organisational design and development

Who Should Attend?

This course is designed for everyone who requires an appreciation or an in-depth knowledge of writing job profiles and job descriptions, and/or an understanding of how to implement a job evaluation scheme and develop grade structures underpinned by professional job analysis and job evaluation techniques, including directors/managers/ analysts/generalists in all areas of human resources, as well as specialists who focus on compensation, benefits and reward.

Would you like to run this course in-house?

The in-house training division of IIR Middle East Tel: +971 4 407 2624 • Email: CTS@iirme.com www.iirme.com/cts

W: www.iirme.com/jobevaluation

The George Washington University School of Business, IIR Middle East’s Academic Partner, is dedicated to excellence: in its teaching and research about management, in the public and private sectors, within the United States and internationally.

The school has a 75 year history of preparing men and women for leadership in both the public and private sectors. Known internationally for its dedication to academic excellence, the school draws students from all parts of the United States and around the world.

Beyond first class teaching and scholarship, the school’s faculty offers practical experience in the issues and challenges confronting business and government. Its research centres link faculty and students with US and international business and government organisations. Recent distance learning initiatives have expanded the school’s global reach.

Meet Your Expert Course Director Robert Mosley Global Remuneration Expert and HR Consultant CEO of Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expertt iin th 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.

T: +971 4 335 2437

F: +971 4 335 2438

Job Analysis And Descriptions Course Timings Registration will commence at 08.00 on Day One. Course sessions will start promptly at 08.30 and finish at 14.30. There will be two breaks for refreshments and lunch will be served at the end of each day’s sessions.

Overview

Course Outline

Establishing and managing a framework for job analysis, and understanding all the roles in an organisation, 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 organisation’s goals and business objectives.

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 analysed • Frequently used terms and definitions

The purpose of job analysis is to establish and document what the role of a job is within an organisation, typically through gathering data on that job and then summarising 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.

Course Methodology You will be provided with 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.

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

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Assisting both managers and employees in writing job descriptions or job profiles

•

Using job analysis in determining if the organisation structure is optimally designed

•

Practical examples on writing key accountability and objective statements

•

Samples of different outputs (job description, job profile, job accountability statement)

“The instructor Robert is very rich in knowledge and experience. He is an expert on the subject.”

Zamzam Al Mukhaini, Oman LNG, Oman

“Robert’s knowledge is extensive and he willingly shares it in the classroom. He has great style and patiently answers all questions. A wide variety of training strategies were used in a fun and interactive way. He exceeded the course objectives.”

Cheryl Thornton, Independent Consultant, UAE

“Robert is an expert and transferred the knowledge very smoothly.”

Nawal Abdulla Al Murri, Job Adminstration, GASCO, UAE

T: +971 4 335 2437

F: +971 4 335 2438

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 • Organisation structures and the building blocks of job descriptions • The four main principles of job analysis • How to analyse the job role and job accountabilities • What are the different outputs of job analysis?

• Formats of “role summary”, “accountability statement”, “job description” and “job profile” Step-By-Step Guide To Developing Job Descriptions • Current best-practice process for writing job descriptions • Involve your employees • Format of a job description and the order of writing a job description • Describing accountabilities and knowing how to identify the key accountabilities • Quality check on job descriptions Linking Job Analysis To Performance Management • Setting goals and objectives • Understanding KRAs and KPIs • Linking accountabilities to performance objectives • Objectives that are SMART Linking Job Analysis To Competency Libraries • What is a competency and why use competencies?

• How many competencies are relevant and how to select the key competencies • Illustrative summary of competencies and a competency library How To Communicate Results Of Job Analysis To Employees • Purpose of job descriptions • Communications with the employee • Performance management and objective setting • Importance of job descriptions and job analysis in performance management Using Job Profiles In Other Areas Of HR • Linkage of job analysis to grade structures and remuneration • Other uses of job profiles (such as recruitment, training, succession planning, organisational design and development)

E: register@iirme.com

W: www.iirme.com/jobevaluation

Job Evaluation And Grades Overview

Course Outline

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.

Introduction • Role of grading and salary structures in compensation and reward • How grading and salary structures have developed in the Middle East and GCC

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 GCC today and give you a detailed familiarisation 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 doublestep or broad-banded) Commonly Used Best-Practice Proprietary Systems of Job Evaluation in the GCC • Overview of the “Hay Group Guide Chart and Profile Method of Job Evaluation” ®™ • Overview of the “Mercer International Position Evaluation (IPE Methodology” ®™ • Overview of the “Towers-Watson Global Grades” ®™ • Summary of other commonly used job evaluation systems in the GCC and different methods • Comparisons across different job evaluation systems Determining Grades And Overall Grading Structure • Establishing a grading structure to fit organisational 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 organisational cultures • Benchmarking and designing a grade structure compared to other companies • Latest trends on job family grade structures and skills-based grading Job Evaluation Processes • Placing jobs appropriately in the hierarchical grading structure • Traditional committees and job evaluation panels • Hub-and-spoke method centred around HR • Universal job evaluation questionnaires and Computer Aided Job Evaluation (CAJE)

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

T: +971 4 335 2437

F: +971 4 335 2438

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 payscale

E: register@iirme.com

W: www.iirme.com/jobevaluation

Certificate In Job Analysis And Descriptions, Job Evaluation And Grades

9 – 13 February 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE 4 – 8 May 2014 • The Address Hotel, Dubai Marina, Dubai, UAE 9 – 13 November 2014 • The Address Hotel, Dubai Marina, Dubai, UAE

FIVE WAYS TO REGISTER IIR Holdings Ltd. P.O Box 9428 Dubai, UAE

+971 4 335 2437 +971 4 335 2438 register@iirme.com

www.iirme.com/jobevaluation

DISCOUNTS AVAILABLE FOR 2 OR MORE PEOPLE CALL – +971 4 335 2483 E-MAIL – a.watts@iirme.com Course Fee Before 24 November 2013

Course Fee Before 15 December 2013

Final Fee

US$ 4,395

US$ 4,895

US$ 5,195

Certificate In Job Analysis And Descriptions, Job Evaluation And Grades

9 – 13 February 2014 (BC5198)

Event

WOULD YOU LIKE TO RUN THIS COURSE INͳHOUSE?

Course Fee Before 16 February 2014

Course Fee Before 9 March 2014

Final Fee

US$ 4,395

US$ 4,895

US$ 5,195

Course Fee Before 24 August 2014

Course Fee Before 14 September 2014

Final Fee

US$ 4,395

US$ 4,895

US$ 5,195

Certificate In Job Analysis And Descriptions, Job Evaluation And Grades

4 – 8 May 2014 (BC5199)

Event Certificate In Job Analysis And Descriptions, Job Evaluation And Grades

9 – 13 November 2014 (BC5200)

Course fees include documentation, luncheon and refreshments. Delegates who attend all sessions and successfully complete the course assessment will receive an IIRME/GW Certificate of Completion.

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No. of employees on your site: 1000+ 500-999 250-499

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All registrations are subject to our terms and conditions which are available at www.iirme.com/terms. Please read them as they include important information. By submitting your registration you agree to be bound by the terms and conditions in full.

Payments A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Only those delegates whose fees have been paid in full will be admitted to the event. You can pay by company cheques or bankers draft in Dirhams or US$. Please note that all US$ cheques and drafts should be drawn on a New York bank and an extra amount of US$ 6 per payment should be added to cover bank clearing charges. In any event payment must be received not later than 48 hours before the Event. Entry to the Event may be refused if payment in full is not received.

Credit card payment If you would like to pay by credit card, please tick here and a member of our team will contact you to take the details

Cancellation If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge.

Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time.

Avoid Visa Delays - Book Now Delegates requiring visas should contact the hotel they wish to stay at directly, as soon as possible.

Visas for non-GCC nationals may take several weeks to process.

All registrations are subject to acceptance by IIR which will be confirmed to you in writing.

Due to unforeseen circumstances, the programme may change and IIR reserves the right to alter the venue and/or speakers.

Event Venue: Kempinski Hotel, Mall of the Emirates, Dubai, UAE Tel: +971 4 341 0000 The Address Hotel, Dubai Marina, Dubai, UAE Tel: +971 4 436 7777 Accommodation Details We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: hospitality@iirme.com © Copyright I.I.R. HOLDINGS B.V.

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