Job Analysis and Job Descriptions Masterclass

Developing and Implementing Effective Job Analysis and Writing Job Descriptions in order to Meet Business Needs and Drive Employee Performance and Organisation Effectiveness

1 day in-person class or 2 half-day online sessions

Offered in-person & online

Accredited by HRD Future & Course Trainer

Course Introduction

Establishing and managing a framework for job analysis and understanding all the roles in an organisation and describing those roles through either job profiles or job descriptions is one of the critical cornerstones of any HR department, and it is crucial to design and define the right job roles that support the organisation goals and business objectives. The purpose of Job Analysis is to establish and document what the role of a job is within an organisation, typically through gathering data on that job and then summarising that data in a job description, and Job Analysis is a process to identify and determine in detail the particular job duties
and requirements and the relative importance of these duties for a given job.

Course Methodology

You will be provided with the information about the key tools for performing job analysis and developing and writing job descriptions and job profiles. You will have an opportunity to test various ideas and to establish what may work for you. You will be given access to various tools and techniques, as well as information on the latest trends and developments of best-practices. This course will involve working in teams on practical case studies to gain detailed handson experience using the various tools and techniques for job analysis that will be discussed throughout the course.

Course Case Studies

This course will include the following case studies designed around various companies based in Asia.:

  • Selecting the most appropriate format for outputs from Job Analysis
  • Assisting both Managers and Employees in writing Job Descriptions or Job Profiles
  • Using Job Analysis in determining if the organisation structure is optimally designed
  • Practical examples on writing key accountability and objective statements
  • Samples of different outputs (Job Description, Job Profile, Job Accountability Statement)

Course Trainer

  • Global Remuneration Expert
  • Over 30 years of experience in HR and C&B
  • Global Guru #500 List
  • Global HR Leadership Award

Key Benefits of Attending

Provide techniques and professional skills for job analysis and understanding job roles, whilst ensuring there are no organisational gaps or overlaps, and effectively implement one of the core essential building blocks for best-practice human resources management

Learn about the different formats of job descriptions, including accountability summaries and role profiles, and learn about the crucial sections and the not-so-important sections

Increase your business performance and employee effectiveness by learning how to write clear job descriptions and key accountability statements that communicate to the employee what is expected of them and underpins your performance management process

Understand how to write accountabilities (including “what” and “why” and “how”).

Learn how to align accountabilities with performance management and goal-setting, and get to understand the main approaches for setting objectives of KPIs and OKRs and MSCs.

Opportunities for networking in the breaks with your fellow course delegates and course tutor to discuss practical issues that will help you in your workplace

Who Should Attend?

This course is suitable for everyone who requires an appreciation or an in-depth knowledge of writing job profiles and job descriptions, including all employees in all areas of Human Resources at all professional levels of VPs/Directors/Managers/ Specialists/ Analysts/Generalists, and this course is designed for the all of the following participants:

  • All managers and professionals and specialist who work in any area of HR
  • All specialists in HR who work in Performance Management and Performance Appraisals.
  • All managers from any functional area that need to know about Job Descriptions.

Detailed Agenda

Session 1: What is Job Analysis?


  • The Golden Triangle of Reward Management (Jobs, People and Performance, and Pay Markets)
  • Why are Job Analysis and Job Descriptions important?

Understanding the Main Components of Job Analysis

  • What is Job Analysis, and the Purpose of Job Analysis and the different Methodologies
  • Job Analysis Interview Methods and Interview Outcomes
  • What Aspects of a Job are Analysed
  • What is a Job Analysis Framework
  • Step-by-Step Guide to Building a Job Analysis Framework and Quick Reference Guide

Using Job Analysis to Understand Job Roles and Accountabilities

  • Organisation Structures and the Building Blocks of Job Descriptions
  • The Main Principles of Job Analysis and the Main Stages of Job Analysis
  • How to Analyse the Job Role and Job Accountabilities

Session 2: Format of Job Descriptions

  • Purpose of Job Descriptions
  • Formats of “Job Description”, “Accountability Statement”, and “Job Profile”
  • What are the Critical Sections of Job Descriptions?·
  • Current Best-Practice Process for Writing Job Descriptions
  • Involve Your Employees

Session 3: Detailed Section-By-Section of Job Descriptions

Step-By-Step Guide to Developing Job Descriptions

  • Format of a Job Description and the Order of Writing a Job Description
  • Describing Accountabilities and knowing how to Identify the Key Accountabilities
  • Current Best-Practice Process for Writing Job Descriptions and Involving Your Employees

Linking Job Analysis to Competency Libraries

  • The difference between a Competence (Competences) and a Competency (Competencies)
  • What is a Competency and Why Use Competencies
  • How Many Competencies are Relevant and How to Select the Key Competencies
  • Illustrative Summary of Competencies and a Competency Library

Session 4: Linking Job Descriptions to Performance Management and Other Areas of HR

  • Importance of Job Descriptions and Job Analysis in Performance Management·
  • Setting Goals and Objectives and Linking Accountabilities to Performance Objectives
  • Understanding Different Types of Objectives: KRAs and OKRs and KPIs·
  • Objectives that are SMART
  • Linkage of Job Analysis to Grade Structures and Remuneration
  • Other Uses of JDs (Recruitment, Training, L&D, Succession Planning, Organisation Design)

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