This course offers this training program in Job Evaluation and Salary Structuring, designed to empower HR professionals and organizational leaders with the tools and fram…
This course offers this training program in Job Evaluation and Salary Structuring, designed to empower HR professionals and organizational leaders with the tools and frameworks needed to assess job roles objectively and establish fair, competitive, and transparent compensation structures. As organizations grow and evolve, the alignment between job responsibilities and pay scales becomes increasingly critical for retaining talent, ensuring equity, and maintaining internal consistency.
This course equips participants with practical techniques for evaluating jobs based on value, complexity, and contribution to the organization, and for designing salary structures that support business goals and employee satisfaction. The program also introduces international best practices in job evaluation systems and compensation models, taking into account compliance, market competitiveness, and strategic workforce planning.
By the end of the course, participants will be able to:
Who Should Attend?
Human Resources professionals involved in compensation and benefits.
HR managers and organizational development specialists.
Compensation analysts and payroll officers.
Executives and department heads involved in staff planning and budgeting.
Knowledge and Benefits:
After completing the program, participants will be able to master the following:
Understand the principles and methodologies of job evaluation.
Develop structured approaches for analyzing and comparing job roles.
Design transparent and equitable salary structures.
Align compensation systems with organizational strategy and market benchmarks.
Address pay equity, compliance, and internal fairness in reward systems.
Introduction to Job Evaluation
Purpose and benefits of job evaluation.
Historical development and evolution.
Importance in modern HR management.
Job Analysis as a Foundation
Collecting job data through various methods.
Creating job descriptions and specifications.
Differentiating between job and person-based information.
Quantitative and Qualitative Methods
Ranking method and classification systems.
Point-factor method explained.
Hay Group and other structured evaluation models.
Selecting the Right Evaluation Method
Organizational size and complexity considerations.
Internal equity versus market competitiveness.
Implementation and change management.
Building Pay Grades and Salary Bands
Defining grade levels based on evaluation outcomes.
Establishing salary ranges within each grade.
Dealing with overlaps and compression.
Linking Jobs to Compensation Strategy
Aligning roles with business priorities.
Performance, competency, and market-based pay.
Managing variable pay and incentives.
Conducting Salary Surveys
Identifying reliable survey sources.
Interpreting survey data for decision-making.
Integrating external competitiveness with internal equity.
Addressing Pay Equity and Legal Compliance
Understanding pay discrimination and bias.
Ensuring gender and diversity pay fairness.
National and international legal frameworks.
Developing Compensation Policies
Policy components and governance structures.
Salary adjustment, promotions, and annual reviews.
Communicating policies with transparency.
Monitoring and Continuous Improvement
Auditing pay structures regularly.
Adjusting to inflation, budget, and talent shifts.
Using HR analytics to track compensation effectiveness.
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Arab Training Institute
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Arab Training Institute
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