Some of the Learning Outcomes

Course Objective

The aim of this course is to provide a sound knowledge of job evaluation approaches and provide 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 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, both globally and in Asia, and give you a basic familiarization with the concept of job evaluation and a high-level appreciation of the most commonly used best practice approaches for job evaluation (such as Hay, Mercer, Towers-Watson, etc).

You will gain hands-on practice in evaluating jobs and this course is suitable for both HR generalists and remuneration specialists, and the aim of this 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 Methology

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. You will be given access to various tools and techniques, as well as information on the latest trends and developments. 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 three days of the course.

Case Studies

You will work on typical job evaluation and grading problems and issues, including actual issues and problems that are identified by the participants during the course. There will be practical case studies to work with in an ‘action learning’ environment. The course will include the following case studies designed around various companies:

• Selecting the most appropriate job evaluation system
• Designing the most appropriate grade structure
• The debate of single-step grades versus double-step grades versus broad-banding
• Training your Managers in understanding grades and progression management

Trainer Portfolio

Robert Mosley
Robert MosleyGlobal Remuneration Consultant, CEO of Lemon Pip Consulting Limited

Robert Mosley is widely recognised in many industries and many 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.

Robert was born and educated in London, the UK, and he graduated with a MA masters degree in Mathematics from Oxford University (in UK) in 1983, and then obtained his MBA masters degree in business studies from London Business School (in the UK) and Chicago Business School (in the USA) in 1985.

Robert has over 30 years of experience in HR and C&B, and he developed a detailed interest in compensation and benefits when he was employed by Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990, during which time he became a recognised expert on HR issues in several industries, and did HR consulting work in over 20 countries in Europe and Asia, mainly in the areas of compensation and total rewards. 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. 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.

Robert was awarded the “Global Human Resources Leadership Award” in February 2017 by the “World HR Congress” to recognize his global “guru” status and his iconic work in the field of compensation.

Course Outline

  • Introduction
  • The Role Of Job Evaluation
  • Commonly Used Best-Practice Proprietary Systems of Job Evaluation in Malaysia and Asia
  • Determining Grades and Overall Grading Structure
  • Job Evaluation Processes
  • Implementing a New Job Evaluation System and Grading Structures
  • Managing and Maintaining Grading Structures

Feel free to suggest the topics that you would like to learn about at
our Developing and Implementing Effective
Job Evaluation and Grade Structures In-house Training.

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Benefits of In-house Trainings

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 and Benefits and Reward. 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.

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