About the Course
Organizations today face intense pressure to demonstrate pay equity while remaining competitive in a volatile global talent market. To achieve this, you must be able to demonstrate five core capabilities: precise job analysis, objective factor-based evaluation, robust grading design, accurate market benchmarking, and transparent communication of reward structures. This course transforms scattered HR practices into a structured system aligned with the ILO standards for equal pay for work of equal value. You will learn to navigate the complexities of internal equity versus external competitiveness, ensuring your organization neither overpays for roles nor loses top talent to competitors due to undervalued positions.
What you will learn in this course is a comprehensive methodology for architecting a sustainable reward ecosystem. You will practice applying analytical evaluation techniques, including the Point Factor Method, and learn to distinguish between conceptual role value and individual performance. The curriculum covers the design of various grading structures, from traditional narrow grades to modern broadbanding approaches, and provides a deep dive into salary range construction using compa-ratios and mid-point differentials. You will be introduced to the impact of automation on job sizing and how to adapt grading systems for hybrid work environments. This course is specifically designed for professionals who must deliver results under constraints such as limited compensation budgets, shifting organizational charts, and increasing regulatory scrutiny regarding the gender pay gap.
Target Audience
This intermediate-level program is essential for professionals responsible for the structural integrity of organizational reward and talent frameworks.
This course is designed for:
- Compensation and Benefits Managers overseeing global reward strategy
- Reward Analysts responsible for job sizing and salary benchmarking
- HR Business Partners advising on departmental restructuring and role design
- Organizational Development Consultants mapping career paths and competencies
- Talent Management Leads aligning grading with succession planning
- HR Operations Managers implementing HRIS grading configurations
- Job Evaluation Committee Members requiring objective scoring skills
- Finance Managers validating personnel budget allocations and pay scales
- Legal and Compliance Officers monitoring pay equity and transparency
- Senior HR Generalists transitioning into specialist reward functions
Course Objectives
This course equips you to design, implement, and manage job evaluation and grading initiatives that ensure internal equity, regulatory compliance, and strategic alignment.
By the end of this course, you'll be able to:
- Analyze job roles using standardized job analysis questionnaires and interviews
- Apply the Hay Group Point Factor Method to evaluate diverse organizational roles
- Construct a defensible grading structure using the Mercer IPE framework
- Calculate internal equity metrics to identify and rectify pay anomalies
- Design salary ranges and pay scales based on market benchmarking data
- Navigate stakeholder pushback during the job evaluation committee process
- Measure the impact of job grading on organizational budget and retention
- Synthesize evaluation findings into a comprehensive Reward Policy document
Requirements & Prerequisites
Participants should have at least 2 years of experience in Human Resources or a related management function. A basic understanding of compensation principles and familiarity with organizational charts is recommended. No prior experience with specific job evaluation software is required, but proficiency in Microsoft Excel for data analysis exercises is essential.
Local Application and Business Return
How participants can apply the training in local operating conditions, and the return their organisation can plan for.
How participants apply this
Expected ROI
Training Methodology
This is a practical, outcome-driven course designed to turn job evaluation aspiration into measurable action and credible reporting.
Methodology includes:
- Hands-on scoring exercise using a customized Point Factor Method matrix
- Scenario simulation involving a job evaluation committee dispute resolution
- Audit of existing job descriptions against ISO 30408 human governance standards
- Stakeholder mapping exercise to identify influencers in the grading process
- Case study analysis of reward restructuring in the technology and manufacturing sectors
- Group workshop producing a grade-to-pay mapping deliverable for a pilot department
- Reflection exercise benchmarking current organizational practices against ILO pay equity guidelines
Upcoming Sessions
Next available dates worldwide
Certification
Recognized credentials that advance your career
Participants who complete the Job Evaluation and Grading Systems Training Program earn a Trainingcred Certificate of Achievement, demonstrating professional competence and alignment with global standards in learning and development.
NITA Accredited
Accredited by the National Industrial Training Authority, ensuring programs meet nationally recognized standards of quality and relevance.
CPD Certified
Recognized by the CPD Certification Service, ensuring every program meets internationally benchmarked standards of professional excellence.
Why this course earns its place on your CV
Accredited training, practitioner trainers, and peers on the same career track — the three things real expertise is built on.
Effective Learning & Skill Development
- Build expertise with structured, outcome-driven learning.
- Equip individuals and teams with skills that grow with industry needs.
- Reinforce learning through real-world scenarios, case studies and practical exercises.
Career Growth & Professional Advancement
- Apply what you learn with a proven methodology that ensures lasting impact.
- Develop immediately usable skills that translate directly into workplace success.
- Gain the expertise needed for career advancement and leadership roles.
Training Optimization & Learning Excellence
- Tailor training to industry-specific challenges and organizational goals.
- Use data-driven insights and automation to enhance training effectiveness.
- Evaluate progress and ensure long-term learning success.
Tools and platforms relevant to this field
Examples Jamaica teams may encounter, and that may be featured in training where they support the confirmed course scope.
These are field-relevant examples, not a promise that every tool will be covered. Exact coverage depends on the confirmed course scope, participant needs, and delivery format.
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Microsoft Excel MicrosoftUsed to build point-factor scoring models, salary comparison sheets, grade maps, and internal equity audits.
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Microsoft Power BI MicrosoftUsed to visualize pay bands, grade distributions, and compensation anomalies for management review.
