A job title means little on its own - what matters is how fairly it's positioned against every other role in the organization, and against the market outside it. This training course from the Arab British Fellowship Training Academy gives HR professionals and organizational leaders the tools to make that positioning objective, defensible, and aligned with business goals.

Participants work through the full chain from evaluating a role's value and complexity to building the pay grade it belongs in, drawing on international best practices in job evaluation and compensation design - while keeping legal compliance, market competitiveness, and workforce planning in view throughout.

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 programme, participants will be able to master the following:

• Apply the principles and methodologies of job evaluation to analyze and compare job roles.
• Design transparent, equitable salary structures aligned with organizational strategy and market benchmarks.
• Address pay equity, legal compliance, and internal fairness within reward systems.

Module 1: Why Fair Pay Starts with Fair Evaluation

• Understanding pay discrimination, bias, and the case for internal fairness.
• National and international legal compliance frameworks.
• Purpose, history, and business benefits of job evaluation.

Module 2: Job Analysis and Evaluation Methods

• Collecting job data and creating job descriptions and specifications.
• Ranking, classification, and point-factor methods, including Hay Group and similar models.
• Choosing the right method for organizational size and complexity.

Module 3: From Evaluation to Pay Grades and Salary Bands

• Defining grade levels based on evaluation outcomes.
• Establishing salary ranges and handling overlaps and compression.
• Linking job grades to business priorities, performance, and market-based pay, including variable pay and incentives.

Module 4: Benchmarking Against the Market

• Identifying reliable salary survey sources and interpreting the data.
• Balancing external competitiveness with internal equity.

Module 5: Turning Structure into Sustainable Policy

• Policy components, governance, and transparent communication with employees.
• Salary adjustment, promotion, and annual review cycles.
• Auditing pay structures regularly and using HR analytics to track effectiveness as the market and organization evolve.