Human Capital and Talent Development Management Portugal

Job Analysis and Evaluation Training Course

Job analysis and evaluation are the structural bedrocks of a functional human resources ecosystem. Without a rigorous, evidence-based approach to defining what a role entails and determining its relative worth, organizations face significant risks, including internal pay inequity, legal challenges, and talent attrition.

Do you know if your current job grading system can withstand a forensic audit of its internal equity?
In an era where AI-driven automation is rapidly shifting role boundaries and hybrid work is redefining job requirements, the traditional methods of role assessment must evolve. This course leverages established frameworks like the Hay Method and Mercer IPE to ensure your organizational structure is both resilient and fair.

Job Analysis and Evaluation Training is the systematic process of gathering, documenting, and analyzing information about job duties and requirements to determine their relative value within an organization. It enables professionals to build defensible pay structures and optimize workforce planning. This course serves as a bridge between high-level organizational strategy and granular operational execution. It is designed for HR Business Partners, Compensation Specialists, and Organizational Design Consultants who must translate complex work activities into structured job architectures. Can you demonstrate the objective value of a newly created digital transformation role compared to a legacy operations lead? By the end of this program, you will produce tangible outputs such as point-factor matrices and standardized job descriptions that drive organizational clarity.

Duration
5 Days
Duration
Certificate
Certificate
Included
Delivery
Instructor-Led
Delivery
Level
Foundation To Intermediate
Level
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Training Options

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Live Online Training

Join from anywhere with interactive virtual sessions

Starts
Ends
Mon - Fri (5 Days)
USD 850
Starts
Ends
Weekend (4 Wks)
USD 850
Starts
Ends
Mon - Fri (5 Days)
USD 850
Starts
Ends
Weekend (4 Wks)
USD 850
Starts
Ends
Mon - Fri (5 Days)
USD 850
Starts
Ends
Weekend (4 Wks)
USD 850
Starts
Ends
Mon - Fri (5 Days)
USD 850

Classroom Training

In-person sessions at premier locations

Nairobi Kenya
Mon - Fri
5 Days
USD 1,600
Kigali Rwanda
Mon - Fri
5 Days
USD 1,900
Dubai United Arab Emirates (UAE)
Mon - Fri
5 Days
USD 4,100
Addis Ababa Ethiopia
Mon - Fri
5 Days
USD 2,400
Customized Content
Team Training
Flexible Dates

In-person training at our premier venues — pick a city and date that works for you.

Location Duration Fee Language
Nairobi, Kenya Mon - Fri (5 Days) USD 1,600 English See dates & reserve →
Kigali, Rwanda Mon - Fri (5 Days) USD 1,900 English See dates & reserve →
Dubai, United Arab Emirates (UAE) Mon - Fri (5 Days) USD 4,100 English See dates & reserve →
Addis Ababa, Ethiopia Mon - Fri (5 Days) USD 2,400 English See dates & reserve →
Abuja, Nigeria Mon - Fri (5 Days) USD 2,800 English See dates & reserve →
Zanzibar, Tanzania Mon - Fri (5 Days) USD 2,400 English See dates & reserve →
Mombasa, Kenya Mon - Fri (5 Days) USD 1,700 English See dates & reserve →
Cape Town, South Africa Mon - Fri (5 Days) USD 3,900 English See dates & reserve →
Johannesburg, South Africa Mon - Fri (5 Days) USD 3,500 English See dates & reserve →
Pretoria, South Africa Mon - Fri (5 Days) USD 3,300 English See dates & reserve →
Kampala, Uganda Mon - Fri (5 Days) USD 1,900 English See dates & reserve →
Lagos, Nigeria Mon - Fri (5 Days) USD 2,500 English See dates & reserve →
Arusha, Tanzania Mon - Fri (5 Days) USD 2,000 English See dates & reserve →
Dar es Salaam, Tanzania Mon - Fri (5 Days) USD 1,900 English See dates & reserve →
Naivasha, Kenya Mon - Fri (5 Days) USD 1,700 English See dates & reserve →
Accra, Ghana Mon - Fri (5 Days) USD 5,950 English See dates & reserve →
Kisumu, Kenya Mon - Fri (5 Days) USD 1,600 English See dates & reserve →
Nakuru, Kenya Mon - Fri (5 Days) USD 1,600 English See dates & reserve →

Live, instructor-led sessions you can join from anywhere — pick the next start date below.

Code Start Date End Date Duration Fee
JAE-01 Mon - Fri (5 Days) USD 850 Reserve my seat → Reserve team seats →
JAE-01 Weekend (4 Weeks) USD 850 Reserve my seat → Reserve team seats →
JAE-01 Mon - Fri (5 Days) USD 850 Reserve my seat → Reserve team seats →
JAE-01 Weekend (4 Weeks) USD 850 Reserve my seat → Reserve team seats →
JAE-01 Mon - Fri (5 Days) USD 850 Reserve my seat → Reserve team seats →
JAE-01 Weekend (4 Weeks) USD 850 Reserve my seat → Reserve team seats →
JAE-01 Mon - Fri (5 Days) USD 850 Reserve my seat → Reserve team seats →

Our instructor comes to your office — same curriculum and accredited certificate, with case studies built around the work your team actually does.

Team Training

Train your entire team together in a familiar environment for better collaboration

Fully Customized

Content tailored to your industry, tools, and specific business challenges

Cost Effective

Save on travel & accommodation costs when training multiple employees

Flexible Scheduling

Choose dates that work best for your team's availability and projects

How It Works
1
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Tell us about your team size, preferred dates, and training goals

2
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3
We Come to You

Our certified trainer arrives ready to deliver impactful, hands-on training

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About the Course

The core challenge facing modern HR departments is the shift from subjective, historical grading to objective, meritocratic evaluation. Organizations today require results they can prove through transparent data. To achieve this goal, you need to master five critical capabilities: data-driven job documentation, factor-point weighting, internal equity auditing, market-based benchmarking, and grading system implementation. This course utilizes the ISO 30405 guidelines for recruitment and the O*NET framework to provide a universal standard for your analysis. We move beyond theory to provide you with a structured system for evaluating roles in a shifting workforce landscape.

You will learn to turn scattered task lists into professional job descriptions and translate those into quantitative grades. This training provides a comprehensive roadmap for establishing a job architecture that supports both current operations and future growth. Specifically, you will practice using the Position Analysis Questionnaire (PAQ), apply Factor Comparison methods, and build Salary Grade Structures. While we will introduce you to the high-level concepts of executive compensation and international labor standards, the primary hands-on focus remains on the practical application of job evaluation tools for professional and operational roles. We acknowledge the real-world constraints of budget limitations and stakeholder resistance, positioning this training as a toolkit for professionals who must deliver defensible results under pressure.


Target Audience

This program is essential for professionals responsible for the structural integrity and fairness of the organizational hierarchy.

This course is designed for:

  • Compensation and Benefits Managers responsible for internal pay equity
  • Human Resource Business Partners designing new departmental structures
  • Organizational Development Specialists focused on role clarity and efficiency
  • Job Analysts tasked with documenting shifting technical requirements
  • Talent Acquisition Leads creating standardized competency-based job descriptions
  • Workforce Planning Managers aligning headcount with strategic objectives
  • HR Operations Managers implementing new Human Resource Information Systems
  • Employee Relations Specialists managing grading grievances and appeals
  • Total Rewards Analysts benchmarking roles against external market data
  • Management Consultants specializing in organizational restructuring and design

Course Objectives

This course equips you to design, execute, and report job evaluation initiatives that ensure internal equity, maintain compliance, and support strategic growth.

By the end of this course, you'll be able to:

  • Analyze current job roles using the Position Analysis Questionnaire (PAQ) framework
  • Apply the Hay Method of job evaluation to assess role complexity
  • Design standardized job descriptions according to ISO 30405 documentation standards
  • Construct a Point-Factor matrix to quantify job worth objectively
  • Evaluate organizational hierarchies against internal equity and pay transparency benchmarks
  • Navigate stakeholder pushback during the implementation of new grading systems
  • Implement a competency-based job architecture using O*NET occupational data
  • Synthesize job analysis findings into a comprehensive salary grade report

Requirements & Prerequisites

Participants should have a foundational understanding of Human Resource management principles. Experience in recruitment, payroll, or general HR administration is recommended but not mandatory. Access to a laptop with spreadsheet software (e.g., Excel) is required for the quantitative exercises.


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

Participants apply this training by collecting role information from managers, incumbents, and documents, then converting that data into standard job descriptions and evaluation factors. In Portuguese organisations, this typically means aligning legacy roles with newer digital or cross-functional roles so they can be placed fairly within a grade structure. HR teams use the output to support recruitment briefs, salary benchmarking, internal mobility, and restructuring decisions. Managers gain a more consistent way to explain why similar work should sit in the same band and why different work should not. The result is usually less ambiguity about reporting lines, accountability, and pay progression.

Expected ROI

Within 6–12 months, organisations usually see faster and more consistent job documentation, fewer disputes over titles and grade placement, and better alignment between pay, responsibility, and market practice. The biggest business value is lower risk in compensation decisions because the organisation can show a clear method rather than relying on ad hoc manager judgment. HR also tends to spend less time resolving job-matching queries during hiring, promotions, and restructuring. In parallel, leadership gets a more usable framework for redesigning roles as technology and operating models change.

Training Methodology

This is a practical, outcome-driven course designed to turn job analysis theory into measurable action and credible reporting.

Methodology includes:

  • Hands-on calculation of job scores using a custom Point-Factor Matrix
  • Scenario simulation requiring job redesign for an AI-integrated department
  • Audit of existing job descriptions against ISO 30405 quality standards
  • Stakeholder mapping exercise for navigating grading appeals and grievances
  • Case study analysis from the tech, manufacturing, and healthcare sectors
  • Group workshop building a functional job family architecture from scratch
  • Reflection exercise comparing the Hay Method with the Mercer IPE framework

Upcoming Sessions

Next available dates worldwide

Virtual

(Zoom) Training
USD 850
27th Jun-19th Jul 2026

Nairobi

Kenya
USD 1,500
13th Jul-17th Jul 2026

Kigali

Rwanda
USD 1,850
29th Jun-3rd Jul 2026

Dubai

United Arab Emirates (UAE)
USD 3,900
27th Jul-31st Jul 2026

Addis Ababa

Ethiopia
USD 2,500
29th Jun-3rd Jul 2026

Zanzibar

Tanzania
USD 2,100
13th Jul-17th Jul 2026

Abuja

Nigeria
USD 2,800
20th Jul-24th Jul 2026

Mombasa

Kenya
USD 1,600
22nd Jun-26th Jun 2026

Cape Town

South Africa
USD 3,500
27th Jul-31st Jul 2026

Johannesburg

South Africa
USD 3,100
20th Jul-24th Jul 2026

Kampala

Uganda
USD 1,800
29th Jun-3rd Jul 2026

Pretoria

South Africa
USD 3,000
27th Jul-31st Jul 2026

Lagos

Nigeria
USD 2,500
22nd Jun-26th Jun 2026

Certification

Recognized credentials that advance your career

Participants who complete the Job Analysis and Evaluation 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 Portugal teams may encounter, and that may be featured in training where they support the confirmed course scope.

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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.

  • SAP SuccessFactors SAP
    Used to maintain job architecture, job profiles, and compensation structures across multiple business units.
  • Oracle Fusion Cloud HCM Oracle
    Used for centrally managing job families, grade structures, and workforce data that support consistent role evaluation.
  • Workday HCM Workday
    Used to align positions, job profiles, and organisational structures with talent and compensation processes.
  • Microsoft Excel Microsoft
    Used to build point-factor matrices, compare job content, and document evaluation decisions in a transparent format.

Real Results from Real Professionals

Thousands of professionals have transformed their careers through our training programs. Now, it's your turn.

Local market advisory

Course relevance for Portugal

A country-specific view of market pressure, regulatory context, and practical business return behind this training.

  • Market context
  • Regulatory fit
  • Business application

Why this course matters in Portugal

A market-specific advisory on the operating pressures this course helps teams address.

Job analysis and evaluation matter in Portugal because HR teams need defensible job architectures, pay structures, and grading decisions that can survive internal scrutiny and support fair treatment across hybrid, digital, and legacy roles. The course is most relevant for HR, compensation, organizational design, and line-management teams that must compare newly emerging roles with established jobs without relying on intuition alone. It helps leaders make decisions on job grading, salary bands, and role redesign with clearer evidence and less internal dispute. In a market shaped by EU-aligned employment norms and increasing organizational change, this training strengthens consistency and reduces pay-equity risk.
Defensible pay structures

Portuguese employers need job evaluation methods that can justify why one role sits above another in a grade structure, especially when compensation decisions are reviewed by employee representatives or audited internally.

Role redesign under digital change

As organisations introduce automation, shared services, and hybrid work, job analysis helps separate the enduring core of a role from tasks that have shifted into systems, teams, or new specialist functions.

Cleaner workforce planning

Clear job descriptions and evaluated roles improve hiring, succession planning, and restructuring because managers can compare work requirements across business units instead of using inconsistent local titles.

This training is timely in Portugal because organisations are managing role redesign, tighter pay scrutiny, and the need for more transparent HR decision-making. It is especially relevant where companies are standardising job families across multiple sites or modernising legacy structures after technology change.

Regulatory context in Portugal

The local regulators, laws, and frameworks shaping this discipline, with the curriculum mapped to what teams need to know.

2

Regulators

  • ACT Relevant for labour compliance, working conditions, and pay-related practices that intersect with job design and role classification.
  • CITE Relevant for equality and non-discrimination issues connected to job evaluation, pay equity, and transparent grading.

Frameworks the course aligns with

  • 01 Código do Trabalho · 2009
  • 02 Lei n.º 60/2018 · 2018

Frequently Asked Questions

Got questions? We've gathered the answers to common queries to help you feel confident and informed.

Who else has attended this training course?

Join global leaders and experts from top-tier organizations who have already benefited from this training. Here are just a few of our past participants:

Designation Organization
Human Resource Assistant Finn Church Aid, Kenya
Deputy Human Resource Manager Technical University of Mombasa, Kenya

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It is most useful for HR business partners, compensation and benefits specialists, organisational design teams, and managers who approve job changes or salary decisions. It also helps anyone involved in restructuring, job grading, or building competency frameworks.

Job evaluation compares roles using defined factors such as responsibility, complexity, and decision-making rather than job title alone. That makes it easier to justify grade placement and reduce inconsistencies between departments or locations.

Yes, because job descriptions and job evaluation serve different purposes. Descriptions explain what a job does, while evaluation determines its relative worth in the organisation; both are needed for a stable grading system.

Yes. The analysis process is designed to capture actual work content, so it can be applied to emerging roles where responsibilities are still evolving or shared across teams.

Customize Training Duration

The standard duration for Job Analysis and Evaluation Training is 5 Days. The options below are alternative durations with adjusted pricing.

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Trusted by 100+ organizations across 40+ countries

Premier Bank
Amnesty International
UNDT SACCO
UNFPA
USAID
AMREF Health Africa
KENTRADE
CPF
UFIA
UNICEF
Central Bank of Kenya
UNDP
GIZ
Premier Bank
Amnesty International
UNDT SACCO
UNFPA
USAID
AMREF Health Africa
KENTRADE
CPF
UFIA
UNICEF
Central Bank of Kenya
UNDP
GIZ
Barbours
Bank of Rwanda
RFA
Dahabshil Bank
Dorcas Aid
Finn Church Aid
KCB Foundation
Ministry of Education Saudi Arabia
NSSF Uganda
RBA
Reserve Bank of Malawi
WASREB Kenya
Virginia Commonwealth University
Barbours
Bank of Rwanda
RFA
Dahabshil Bank
Dorcas Aid
Finn Church Aid
KCB Foundation
Ministry of Education Saudi Arabia
NSSF Uganda
RBA
Reserve Bank of Malawi
WASREB Kenya
Virginia Commonwealth University