Learning outcomes
Training Description
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.
Training Schedule
Day one
8:30 Registration
9:00 Introduction
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
13:00 Luncheon
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
Day two
9:00 Determining Grades and Overall Grading Structure
11:00 Tea, Coffee, Networking
11:15 Job Evaluation Processes
13:00 Luncheon
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
Training Program
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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.
Who should attend?
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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FAQ
The client has the right to cancel his/her registration in the event.
There is a 50% liability on all conference registrations once made, whether the booking was made through our website or via e–mail/ telephone/ fax.
If the client cancels with more than 8 weeks’s advance notice, GLC shall be entitled to an amount equivalent to 50% of the conference fee and 16 EUR administration charge. In case the client has already made his/her payment, this will be deducted from the conference fee GLC has already received and the remainder will be refunded. If no conference fee has been received prior to the cancellation request, GLC will issue an invoice for the cancellation fee (the amount equivalent to 50% of the conference fee and 16 EUR administration charge), which the client must pay immediately upon receipt. No refunds are available for cancellations received with 8 week’s (or less) advance notice or in case the client fails to attend the conference. In these cases, the full amount of the conference fee must be paid.
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