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
Expected ROI
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
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 Sierra Leone 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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SAP SuccessFactors SAPUsed to manage job architecture, job profiles, and HR workflows where organizations want standardized role documentation across departments.
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Workday HCM WorkdayUsed for organizing job families, maintaining position data, and supporting compensation and workforce planning decisions.
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Oracle Fusion Cloud Human Capital Management OracleUsed to maintain job structures, compensation frameworks, and employee records in larger organizations with formal HR governance.
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Microsoft Excel MicrosoftUsed to build point-factor scoring sheets, job comparison matrices, and draft evaluation tools when teams need a practical starting point.
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Power BI MicrosoftUsed to visualize job grading patterns, pay distribution, and potential internal equity issues across functions or business units.
