The British Academy for Training and Development 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.

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

• 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