Job Evaluation and Grades MasterClass Susanna
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 highperformers, having an effective and fair job evaluation and grading system is crucial to underpin best-practice reward policies and deliver pay-for-performance.
Course Objectives For “Job Evaluation and Grades”
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 two-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, both globally and in Europe, 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 (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 two-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.
09:00 Introduction and Recap on Fundamentals
The Role of Job Evaluation
11:00 Tea, Coffee, Networking
11:15 Commonly Used Best-Practice Proprietary Systems of Job Evaluation in Europe Part 1
14:00 Commonly Used Best-Practice Proprietary Systems of Job Evaluation in Europe Part 2
15:30 Tea, Coffee, Networking
15:45 Commonly Used Best-Practice Proprietary Systems of Job Evaluation in Europe Part 3
17:00 End of Day 1
9:00 Determining Grades and Overall Grading Structure
11:00 Tea, Coffee, Networking
11:15 Job Evaluation Processes
14:00 Implementing a New Job Evaluation System and Grading Structures
15:30 Tea, Coffee, Networking
15:45 Managing and Maintaining Grading Structures
17:00 End of Day 2
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Get to know the Expert Trainer
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 globally, especially in Europe and the GCC and Asia having worked in these regions for over 30 years.
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. He then became a member of the Chartered Institute of Personnel and Development (in UK) with an FCIPD qualification, after deciding to focus on HR.
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. 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 Europe and the Middle East regions, and in the global aviation industry.
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.
This course is designed for everyone who requires an understanding of how to implement a job evaluation scheme and develop grade structures underpinned by job evaluation techniques, including both HR generalists and C&B specialists and all professionals who work in HR at all career levels and all specialists who work in Organisation Design or Compensation and Benefits, at both an “elementary” and “advanced” level.
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Many people are afraid to request for training budget, because they can’t seem to find the “perfect time” to do it. Well, there’s no perfect time to ask for it, but there are definitely some moments that are better than others. For instance, if your boss is about to take a two week vacation, he/she might be in a good mood. If he/she just lost a major account, may not be wise at that juncture.
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When you ask for budget, you should be prepared with specific details and explanations about what is in it for the company and you’re superior. If you go into a meeting and just say, “I want to get budget for a conference,” it’s likely that your request won’t be taken seriously. If you want to plan ahead, then you should be prepared to explain the following points:
1. Start by stating your accomplishments
2. Show that you’re ready for more responsibility and eager to learn
a) How this event will increase your productivity?
b) How you will need less supervision
c) How you can bring back the knowledge to the company
4. Follow up
You might find free to attend events which are usually organized by a solution/service provider within the industry. Unlike at free to attend events, on a paid event you will find more diverse industry knowledge rather than presentations related to services or solutions.
In case you cannot attend for both days, you can always attend for just 1 day of the event. In this case we will send you all presentations of the 2 days. The participation fee is 70% of the original investment. In case you would like to attend the event for just 1 day please contact us on booking[at]glceurope.com
In case you are busy on 1 of the days, you certainly can split the 2 day conference with one of your colleague. All you need to do is send us an e-mail to booking[at]glceurope.com
We understand that not all senior-level professionals might be available on the dates. As the event is an annual event, most of the attendees try to postpone their engagements or send a small group from their teams to benefit from the conference.
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