Job Designing & Wages and Salaries Management

• Presentation of the main concepts of administrative organization and its various components
• Main concepts and approaches related to the preparation of the organizational structure and its application
• Organizational structure preparation steps.
• What is meant by jobs design?
• The main concepts and applications of job analysis and description
• Main equipment.
• Job analysis and job description methodologies and models: traditional methodologies, Hay Methodology, DACUM methodology – General Presentation: what is the optimal method)
• DACUM methodology, job description and definition of the training needs: concepts, main steps and applications.
• Various methods and styles for data collection in the process of job analysis.
• Personal interviews with job occupants and their managers and data collection
• Presentation of job competencies approach and the preparation of the competencies dictionary
• What is the competency approach?
• What is competency: concepts, nature, components.
• Competencies types: explicit competencies and implicit competencies.
• Competencies ranking and assessment and their various levels.
• HR systems and functions based on competency (general uses).
• Main relations between job description and competencies convenient for the job.
• Practical classifications of competencies applied by some companies.
• Building and preparation of competencies dictionary: general presentation.
• Job evaluation and grading and preparation of the salaries scale
• Jobs targeted by the evaluation.
• Job evaluation steps.
• Job evaluation principles.
  
• Presentation of some common terms that affect the job evaluation process
• Job characteristics.
• Duties.
• Tasks.
• Responsibilities.
• Surrounding conditions.

• Factors affecting the job evaluation process
• Is there a relation between a job evaluation and the job occupant (no).
• Is the evaluation process done by comparing jobs to each other (yes).
• Is the evaluation is an estimation issue composed of some personal regulations adopted by the evaluator (yes and no).
• Is the salaries and wages structure a result of the job evaluation process, i.e. after the evaluation process and not before (yes).
• (how…).

Module 2: the main job evaluation methods

• Method 1: the description method (un quantitative method) including:
1. The rating method.
2. Double comparison method.
3. The grading method.
• Method 2: modern methods (quantitative) including:
• The points method.
• The factor comparison method.

II Project:

Production of a general framework for the job classification and evaluation guide for the original workplace.