Training Duration: 3 Days / 18 Hrs
Introduction to the Program:
It is essential that employees have a clear understanding of their roles and responsibilities in order to reach their full potential at work.
This workshop introduces participants to structured methods of conducting job analysis, providing the foundation for accurate and purposeful job descriptions.
By developing a clear system for defining tasks, responsibilities, and competencies, HR professionals and managers will enhance organizational structure, performance expectations, and talent management practices.
The program also links job descriptions to broader HR functions such as recruitment, performance evaluation, and career development.
• Training Outlines:
– The Job Analysis
– Components of a Job Analysis Form
– Job Analysis Methodology
– Questioning Techniques
– Observation Techniques
– Validation of a Job Analysis
– Job Descriptions
– Key Performance Indicators
– Competencies – Technical
– Competencies – Behavioral
– Competencies – Core
– The Uses of Job Description
• Training Objectives:
– Demonstrate the importance of job descriptions in the broader context of Human Resources
– Conduct effective job analyses to gather accurate and practical job-related data
– Write clear, structured, and functional job descriptions that support HR processes
– Explain the concept of competencies and their application in technical, behavioral, and core areas
• Who Should Attend:
– HR professionals involved in recruitment, performance management, and organizational design
– Line managers and supervisors who assign roles and evaluate employee performance
– Compensation and benefits analysts
– Organizational development and talent management specialists
– Anyone involved in writing, reviewing, or updating job descriptions
• Why Attend:
– To gain the skills to create job descriptions that improve clarity, accountability, and performance
– To ensure alignment between employee responsibilities and organizational goals
– To enhance HR functions such as recruitment, KPIs, and competency mapping
– To build a structured and validated approach to job analysis
– To ensure roles are defined accurately for better planning, communication, and development
