Course in Job Analysis, Design, and Measuring Human Resources Performance

In the rapidly evolving and competitive landscape of modern organizations, managing human resources effectively requires far more than traditional administrative approaches. One of the most strategic tools in this domain is the scientific method of job analysis and design, which clarifies role structures and ensures alignment with organizational objectives. Equally important is the implementation of robust performance measurement frameworks that enable organizations to evaluate, develop, and enhance workforce effectiveness in a structured manner.

The course "Job Analysis, Design, and Measuring Human Resources Performance", offered by Geneva Institute of Business Management, is designed to equip professionals with advanced methodologies to accurately define job roles, establish comprehensive job descriptions, and assess employee performance through precise and objective indicators. This program empowers organizations to build effective HR strategies that promote continuous growth, clarity in responsibilities, and operational excellence.

Target Group

• Human Resource managers who aim to strengthen their organizational frameworks through accurate job structure and performance systems.

• Recruitment specialists and HR planners who need reliable methods for developing job descriptions and requirements.

• Organizational development consultants seeking tools to align job design with strategic business needs.

• Senior executives and decision-makers focused on improving team productivity and accountability.

• Strategic planners who rely on structured job frameworks to align talent with corporate objectives.

• Training and development officers aiming to bridge performance gaps through tailored learning interventions.

Objectives

• To provide participants with the skills to analyze job functions systematically and understand essential components.

• To enable the design of job roles that reflect organizational goals and operational efficiency.

• To familiarize participants with the processes of creating accurate and effective job descriptions.

• To introduce techniques for setting measurable and meaningful performance evaluation criteria.

• To help participants develop competency in designing fair and transparent performance review models.

• To support the integration of job analysis and performance data into HR planning and workforce optimization.

Course Outline 

• Core Concepts of Job Analysis and Design

  • Understanding the purpose and scope of job analysis.

  • Differentiating between job analysis and job design.

  • Linking job roles with organizational strategy.

  • Step-by-step process of conducting a job analysis.

• Methods of Collecting Job Data

  • Using interviews for role clarification.

  • Implementing questionnaires and structured forms.

  • Observational techniques in workplace settings.

  • Reviewing internal documentation and workflows.

• Designing Jobs within Organizational Structures

  • Principles of job design for operational clarity.

  • Role alignment within departmental structures.

  • Creating role responsibility matrices.

  • Balancing specialization and flexibility in roles.

• Writing Job Descriptions and Specifications

  • Key components of a well-written job description.

  • Identifying required qualifications and competencies.

  • Aligning job documentation with HR policies.

  • Updating job profiles to reflect changing needs.

• Fundamentals of Performance Measurement

  • Defining job performance and its impact on success.

  • Understanding dimensions of employee effectiveness.

  • Building comprehensive evaluation frameworks.

  • Challenges in performance measurement processes.

• Establishing Key Performance Indicators (KPIs)

  • Identifying job-specific and strategic KPIs.

  • Aligning indicators with company goals.

  • Quantitative vs. qualitative performance measures.

  • Embedding KPIs into HR monitoring systems.

• Developing Evaluation Tools and Forms

  • Criteria for designing balanced performance tools.

  • Structuring appraisal forms for consistency.

  • Selecting appropriate rating scales and weights.

  • Ensuring tool usability and clarity for evaluators.

• Analyzing Results and Delivering Feedback

  • Interpreting performance data accurately.

  • Communicating performance outcomes effectively.

  • Linking feedback to learning and improvement.

  • Addressing performance issues constructively.

• Strategic Use of Job Analysis and Evaluation Data

  • Connecting analysis outcomes to workforce planning.

  • Enhancing decision-making through HR data insights.

  • Forecasting talent needs based on performance gaps.

  • Informing promotion and succession strategies.

• Improving Organizational Performance through HR Design

  • Restructuring roles to eliminate inefficiencies.

  • Promoting a culture of accountability and achievement.

  • Creating continuous feedback and review cycles.

  • Driving innovation through performance alignment.