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Job Evaluation Methods and Plans

Webinar Id: 700051   |   Refund Policy
Instructor:
David J. Wudyka
Duration:
90 Minutes
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Recorded
$165.

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Overview:

In this program the speaker will review the purpose and types of Job Evaluation Plans, used to establish grade levels for a company's job classifications.

Job Evaluation Plans such as Ranking, Paired Comparison, Whole Job Method, Hay Plan, Factor Comparison, GS Classification System, Single Factor, Limited Factor, and Competency based plans will be addressed. In addition, the factors leading up the Job Evaluation process will be discussed as an important part of the success of job evaluation methodology, including job analysis and job description writing.

Why should you attend: Employees want to know that their company is committed to the development of a compensation program that is fair both internally and externally. Job Evaluation Plans are an important element in achieving this.

Attending this program will enable practitioners to organize and simplify the administration of their pay program and to establish "job equity" through the creation of grade levels for their company's job classifications. Creating fair grade levels will improve equity and employee relations.

Areas Covered in the Session:
  • Job Analysis,
  • Job Descriptions
  • Defining Job Evaluation
  • Types of Job Evaluation Plans
Who Will Benefit:
  • CEO
  • CFO
  • Human Resource Managers/Directors
  • Compensation Managers
  • Compensation Analysts
Instructor:

David J. Wudyka, MBA, is the Managing Principal of Westminster Associates of Wrentham, MA (www.westminsterassociates.net). He has over thirty years experience as a Human Resource Consultant with a specialty in Compensation Consulting. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy. David is especially interested in how the HR Dept. can strengthen its role as a Strategic Partner in businesses today. He is writing extensively about how to improve pay transparency and to reduce the gender pay gap in ways that make sense for businesses of all sizes.


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