Job Evaluation, Pay and Grading Systems
End of year discount of 20% per delegate and group discount of 25% per delegate available until 16 November 2018 – See below
Johannesburg: 11-12 February 2019
Durbanville, Cape Town: 4-5 March 2019
Single: R6,200.00 (R7,130.00 incl. 15% VAT)
Group bookings for 3 or more less 25%: R4,340.00 (R4,991.00 incl. 15% VAT) T&C Apply.
End of the year fee less 20%: R4,650.00 (R5,347.50 incl. 15% VAT) per delegate for all new registrations received and paid by 16 November 2018
For any enquiries email email@example.com or call 011 902 0720 / 062 162 1640 or Ronell 073 291 0450.
In-House Training sessions: available on request – send an e-mail with specifications to firstname.lastname@example.org
The course will cover the fundamental principles of Job Evaluation and create a level of understanding that will enable delegates to apply a number of different job evaluation methods including analytical and non-analytical approaches. Delegates will also learn how job evaluation links with pay and grading systems and how to turn job evaluation outcomes into appropriate pay and grading systems. The course will also address the motivational and internal political influences which can impact on the job evaluation process and outcomes.
What is Job Evaluation?
Job Evaluation is the process and systems used to compare one job to another within the same organisation to reach different job levels. Job evaluation is about grading the job and not the person. No individual efforts such as performance or personalities are taken into consideration in job grading.
After attending this workshop, delegates would be able to understand the fundamental principles of job evaluation and will be equipped to utilise the Paterson Grading System and SST Systems.
The Paterson Grading System of Job Evaluation is the most frequently used system in Southern Africa. The objective of the course is to help delegates to understand the application of the Paterson system in and the workplace, while focusing on various aspects of the Job Evaluation process.
Job evaluation therefore rates jobs according to a planned procedure in order to examine the contents and requirements of jobs and how to measure these against a standard scale. This result in job grades, scores, levels or ratings whereby jobs can be compared with other jobs to determine their relative worth.
COURSE CONTENT AND OUTCOMES
- Job profiling and organisational design
- Performance management, recruitment and selection
- Training and development, career planning and career paths
- Succession planning
- Job Evaluation definitions and procedures with particular focus on Paterson and SST grading
- Role of Job Evaluation Committee
- Dispute resolution and process to follow when the committee cannot reach an agreement
- Paterson Grading Method of Job Evaluation
WHO SHOULD ATTEND?
HR Practitioners, HR Managers, Line Managers,