Job Analysis and Evaluation Training

About This Course

Effective workforce management begins with a clear, accurate understanding of every role within an organisation. Job analysis provides the factual foundation for virtually every human resource function — from recruitment and selection to performance management, training needs assessment, and compensation design. Yet many organisations rely on outdated job descriptions, informal role definitions, or copied-and-pasted templates that no longer reflect how work is actually performed. This misalignment creates pay inequities, legal exposure, and talent management inefficiencies that erode organisational performance over time.

Job evaluation translates the outputs of job analysis into a structured hierarchy of roles, enabling organisations to establish internally equitable and externally competitive pay structures. When job evaluation is done well, employees trust that their remuneration reflects the genuine demands of their work, and managers are equipped with objective criteria for promotion, regrading, and workforce planning decisions. Done poorly — or not done at all — organisations face grievances, high turnover, and regulatory scrutiny.

The TrainingComplex Job Analysis and Evaluation Training programme provides a comprehensive, practice-oriented grounding in both disciplines. Over five intensive days, participants master proven job analysis techniques including structured interviews, questionnaires, observation, and competency mapping. They then apply leading job evaluation methodologies — including point-factor, whole-job ranking, and job classification approaches — to real organisational data. The programme concludes with guidance on building and maintaining grading structures, communicating outcomes to stakeholders, and ensuring compliance with equal pay legislation.

This course is designed for practitioners who need to move beyond theory and produce defensible, decision-ready outputs. Every session is anchored in applied exercises, peer review, and sector-relevant case studies, ensuring participants leave with tools they can deploy immediately in their own organisations.

Who Should Attend

• Human Resources Managers and Business Partners responsible for job design and compensation frameworks
• Reward and Compensation Specialists seeking to strengthen the analytical rigour of their grading processes
• Organisational Development Practitioners involved in restructuring, role redesign, or workforce planning
• Line Managers and Department Heads who contribute to job descriptions and participate in job evaluation panels
• HR Generalists looking to build specialised competence in job analysis and pay equity
• Public Sector HR Officers required to comply with civil service grading and remuneration frameworks
• Labour Relations Officers who need to engage unions or staff representatives on pay structure matters
• Consultants and Advisors providing HR and reward services to client organisations

Learning Objectives

• Explain the purpose, scope, and strategic importance of job analysis and job evaluation within a total reward framework
• Apply multiple job analysis methods — including structured interviews, observation, work diaries, and position analysis questionnaires — to collect accurate job data
• Write precise, legally compliant job descriptions and person specifications based on verified job analysis findings
• Distinguish between major job evaluation methodologies and select the most appropriate approach for a given organisational context
• Conduct a point-factor job evaluation exercise, applying compensable factors and scoring criteria consistently and defensibly
• Construct and validate a job grading structure that reflects internal equity and supports external benchmarking
• Identify and mitigate common sources of bias, subjectivity, and error in both job analysis and evaluation processes
• Align job evaluation outcomes with market pay data to design competitive salary bands and pay ranges
• Communicate job analysis and evaluation findings clearly to managers, employees, and union or staff representatives
• Ensure job analysis and evaluation practices comply with equal pay, non-discrimination, and labour legislation requirements

Course Modules

Requirements & Prerequisites

Participants should have at least two years of experience in a human resources, organisational development, or people management role. A working familiarity with HR concepts such as job descriptions, recruitment, and performance management is assumed. No prior formal training in job analysis or job evaluation is required, though delegates who have attended a foundational HR course will find the programme immediately applicable.

Training Methodology

• Structured job analysis practicum in which participants collect and document job data from real or simulated roles using three different techniques, then compare and reconcile their findings
• Facilitated point-factor scoring exercises using a standardised compensable-factor plan, with panel review and calibration discussions to surface and resolve inconsistencies
• Case study analysis of job evaluation appeals and equal pay tribunal decisions drawn from East African, Southern African, and Gulf Cooperation Council jurisdictions
• Small-group role redesign simulation where participants restructure a department's roles, produce updated job descriptions, and defend their grading recommendations to a mock executive panel
• Peer critique workshops in which participants exchange draft job descriptions and evaluation scores, applying structured review criteria to improve quality and consistency
• Guided benchmarking exercise using publicly available salary survey data to map evaluated grades onto market pay ranges and construct salary bands
• Reflective application planning sessions at the close of each day, where participants document how each tool or methodology will be applied within their own organisations within 90 days of returning

Organisational Benefits

• Establishes a defensible, transparent basis for pay decisions that reduces grievances and equal pay litigation risk
• Produces accurate, up-to-date job documentation that improves recruitment quality, onboarding, and performance management
• Enables consistent role grading across departments and business units, supporting internal equity and staff trust
• Strengthens the organisation's ability to attract and retain talent through competitive, evidence-based pay structures
• Provides HR teams with replicable tools and methodologies that reduce reliance on expensive external consultants
• Supports workforce planning and organisational redesign by clarifying role accountabilities and reporting relationships
• Improves compliance posture in jurisdictions with equal pay or pay transparency legislation
• Builds evaluator capability within the organisation, creating a sustainable internal job evaluation function

Where Is Job Analysis and Evaluation Training Offered?

This course runs in-person across: Abuja, Riyadh, Nakuru, Nairobi, Kigali, Dubai, Mombasa, Zanzibar, Lagos, Cape Town, Dar es Salaam, Kampala, Naivasha, Accra, Kisumu, Pretoria, Addis Ababa, Arusha, Johannesburg, plus Live Virtual (online) cohorts. Browse live dates for your city below.

Upcoming Schedules

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Frequently Asked Questions