Job Profiling and Evaluation: Building a Fair, Consistent System (Online / Remote)
1Summary
Ask five managers to rank the same ten jobs by importance, and you will likely get five different answers — unless the organisation has a structured, objective way to evaluate roles. That structured approach is what job profiling and evaluation provides: accurate job analysis, clear job descriptions built around real outcomes, and a consistent method for ranking roles fairly.
The Arab British Fellowship Training Academy built this course around that practical need — helping participants run a job-profiling and ranking system, assess employee competencies against real job requirements, and manage the performance-improvement process that follows, so job evaluation inside their organisation becomes consistent and defensible rather than a matter of opinion.
2Objectives and target group
By the end of the course, you will be able to:
- Apply the core principles of job analysis, evaluation and profiling.
- Conduct accurate, detailed job-analysis interviews.
- Write clear job descriptions built directly on job-analysis outputs.
- Explain why job evaluation and profiling matter as a tool for internal consistency and fairness.
- Assess the available job-evaluation options and choose the right system for your organisation, backed by evidence.
Who should attend?
- Users of job-evaluation systems such as JPEXPERT, COMPINDEX or PIB-SPEEX (e.g. HR staff, psychologists, psychometric specialists).
- Managers from all departments, especially HR.
- Graduates and anyone interested in this field.
3Course Content
Module 1: Profiling and Its Effect on How Work Gets Done
- What job profiling actually means in practice.
- Does profiling affect the way daily work actually flows?
Module 2: Job Evaluation, the Big Picture
- Defining job evaluation.
- Job evaluation and internal consistency.
- The objectives of job evaluation.
Module 3: Choosing a Job-Evaluation Methodology
- Available methodologies, and how to pick the one that fits your needs.
- Simple ranking versus grade-classification systems.
- Factor-point systems, including the main established ones.
- Making the final choice of system.
Module 4: From Job Diagnosis to Job Description
- Diagnosing the job.
- Writing the job description.
- Ranking the job.
Module 5: Competency-Based Evaluation in Action
- Building a competency-based evaluation package.
- Evaluating current employees and potential hires.
- Identifying key learning and training outcomes.
Module 6: Managing Performance After Evaluation
- Managing employee performance based on evaluation results.
Course delivery formats:
- In-house training.
- One-to-one training.
- Group training.
- Hands-on practical training.
Note: we can deliver this course at the time and place that suits you. This course is also offered to a high standard for senior officials — contact the Arab British Fellowship Training Academy team for more details.