Course in Modern Human Resources and Job Grading Systems

In today’s rapidly evolving work environments, Human Resources has become a strategic partner in shaping organizational success. Modern HR management no longer focuses solely on administrative duties; it now plays a vital role in designing dynamic organizational structures, developing transparent job grading systems, and implementing fair and motivating career paths. Geneva Institute of Business Administration presents the course "Modern Human Resources and Job Grading Systems", tailored to equip professionals with cutting-edge knowledge and practical frameworks for managing talent, aligning job roles with institutional goals, and fostering a performance-based culture across all levels.

Target Group

• HR managers and specialists involved in workforce planning and policy development.

• Professionals responsible for organizational design and structure.

• Officers managing recruitment, job classification, and compensation schemes.

• Performance management and employee development coordinators.

• Personnel officers in public institutions and private enterprises.

• Organizational development and transformation teams.

Objectives

• Provide participants with updated methodologies in modern HR management.

• Enable them to design adaptive and functional organizational structures.

• Equip them with strategies to build fair, transparent job grading systems.

• Strengthen their ability to connect job levels with career development plans.

• Enhance their skills in job analysis, job description, and role classification.

• Foster understanding of how job progression supports employee satisfaction.

• Prepare them to design performance-based reward and promotion policies.

• Support the creation of a balanced work environment that promotes fairness, flexibility, and sustainability.

Course Outline

• Modern Transformation of Human Resource Management

  • The evolution of HR from administrative to strategic function.

  • Emerging trends in talent acquisition and development.

  • Organizational agility and its impact on HR.

  • Integration of technology in modern HR operations.

• Designing Effective Organizational Structures

  • Types of organizational structures and when to apply them.

  • Relationship between structure and operational efficiency.

  • Steps for restructuring to meet strategic objectives.

  • Common structural challenges and practical solutions.

• Job Analysis, Description, and Classification

  • Core concepts and purposes of job analysis.

  • Crafting comprehensive and functional job descriptions.

  • Classifying positions based on responsibility and complexity.

  • Utilizing job data to inform HR decisions.

• Developing Job Grading Systems

  • Definition and purpose of job grading in HR strategy.

  • Principles behind creating grade and rank hierarchies.

  • Linking grades to qualifications, competencies, and responsibilities.

  • Examples of grading system applications across sectors.

• Career Paths and Professional Growth Planning

  • The concept of structured career progression.

  • Aligning career plans with organizational goals.

  • Empowering employees to plan their career within the institution.

  • Motivating staff through transparent advancement opportunities.

• Connecting Grades to Compensation Systems

  • Structuring salary scales in alignment with job grades.

  • Balancing internal equity with external competitiveness.

  • Policies for updating and reviewing pay structures.

  • Managing compensation differences with transparency.

• Performance Management and Role Alignment

  • Setting performance indicators by job grade.

  • Using performance outcomes for promotion and development.

  • Integrating performance data into HR planning.

  • Role of managers in reinforcing the performance-rank link.

• Job Restructuring and Change Adaptation

  • Reasons for institutional job restructuring.

  • Methodology for implementing organizational change.

  • Maintaining efficiency and stability during transformation.

  • Workforce planning under the new job structure.

• Fair Recruitment Policies Based on Job Grades

  • Developing clear selection standards for each grade.

  • Designing tests and evaluations tailored to job levels.

  • Gradual onboarding aligned with functional responsibilities.

  • Promoting transparency and fairness in selection and promotion.

• Future Trends in Human Resource Planning

  • HR as a strategic competitive advantage.

  • Promoting innovation and soft skill development.

  • Impact of AI and digital transformation on job structures.

  • Anticipating future workforce needs through proactive planning.