Course of Job Analysis, Job Design, and Human Resource Performance Measurement
This course offers this training program on Job Analysis, Job Design, and Human Resource Performance Measurement, aiming to equip participants with advanced professional…
This course offers this training program on Job Analysis, Job Design, and Human Resource Performance Measurement, aiming to equip participants with advanced professional skills in preparing and analyzing job roles, accurately drafting job descriptions, and linking job performance to modern performance indicators.
Job analysis and design are essential tools for building effective organizational structures. They form the foundation for recruitment, training, and performance evaluation strategies. Performance measurement, on the other hand, is a key pillar in improving the work environment and enhancing the effectiveness of human resources in achieving organizational goals.
This program is designed to enable participants to apply scientific methods in determining job requirements, developing effective evaluation models, and linking individual performance to organizational outcomes.
Course Objectives
By the end of the course, participants will be able to:
Who Should Attend?
HR specialists interested in enhancing skills in job analysis and design
Department managers and officials responsible for workforce planning and task allocation
Employees working in recruitment, performance evaluation, and organizational development
Consultants in human resources and administrative development
Knowledge and Benefits:
After completing the program, participants will be able to master the following:
Understand the fundamental principles of job analysis and design in modern organizations
Prepare accurate job descriptions based on business needs
Develop effective performance evaluation models based on competencies and results
Utilize modern measurement tools to monitor and evaluate HR performance
Improve alignment of job roles with organizational structure and strategies
Course Outline
Concept of Job Analysis
Definition and role of job analysis in human resource management
Organizational benefits of job analysis
The relationship between job analysis and workforce planning
Methods of Collecting Job Data
Direct observation and interviews
Questionnaires and reports
Selecting the appropriate method for each job type
Designing Effective Jobs
Principles of a well-designed job
Balancing tasks between efficiency and motivation
Techniques for work simplification and development
Components of a Job Description
Job title and organizational position
Detailed tasks and responsibilities
Working conditions and environment
Preparing Job Specifications
Educational qualifications and experience
Required skills and behaviors
Personal characteristics and technical competencies
Official Approval of Job Documents
Reviewing and approving job descriptions
Updating documents according to changes
Documenting jobs and linking them to HR systems
Concept of Performance Competency
Definition of individual and organizational competency
Difference between competency and effectiveness
Role of competency in achieving organizational excellence
Performance Measurement Indicators (KPIs)
Designing measurable performance indicators
Linking indicators to job objectives
Using quantitative and qualitative indicators
Modern Evaluation Systems
Goal- and results-based evaluation
Multi-source evaluation (360-degree feedback)
Automated and digital evaluation programs
Reading and Analyzing Performance Reports
Methods of statistical data analysis
Classification of performance levels
Identifying performance gaps and underperformance
Preparing Performance Improvement Plans
Identifying root causes of performance decline
Developing individual action plans
Monitoring implementation and providing feedback
Linking Performance to Rewards
Building performance-based incentive systems
Enhancing intrinsic motivation among employees
Managing unacceptable performance
Role of Jobs in Achieving Organizational Objectives
Contribution of each job to organizational outcomes
Measuring operational impact of each role
Ensuring alignment with the corporate vision
Updating Organizational Structures
Adjusting jobs according to changes
Integrating new roles into the structure
Managing duplication and functional overlap
Strategies for Sustainable Job Development
Using analysis to improve competency
Supporting managerial decisions with job-related information
Building an integrated system for performance analysis and development
Schedule & Fees
2026 Schedule & Fees
There are no public sessions remaining for the course this year. Please contact us if you wish to have a customized in-house session, or to find out how an additional public session can be scheduled.