JOB EVALUATION &
HUMAN RESOURCE MANAGEMENT
Introduction
Job Evaluation is defined as an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. It is the application of a process to identify, analyse and measure each job against established criteria and weight the relative value of jobs in a uniform and consistent manner. It is NOT used to obtain a salary increase for the incumbent.
Among the objectives of job evaluation is to determine which jobs should get more pay than others. Several methods such as job ranking, job grading, and factor comparison are employed in job evaluation. Research indicates, however, that each method is nearly as accurate and reliable as the other in ranking and pricing different jobs. Job evaluation forms the basis for wage and salary negotiations.
JOB EVALUATION
Recognizing the increasing diversity of the workplace and the importance of HRM as a strategic focus for competitive advantage, this course emphasizes the development of HR skills required by today’s supervisor/managers. Besides providing an overview of the field of HRM theory, the course explores key topics including workplace diversity, legal environment facing HRM, human resource planning, job analysis, recruitment, selection, employment equity, performance management, training and development, occupational health and safety and labour relations. There is also a link between individual behaviour and organizational behaviour. In many cases, human behaviour has a great impact on the development of an organization. Understanding individual behaviour is important in the running of the organization, therefore, these two concepts will be addressed clearly and discussed in this programme.
HUMAN RESOURCE MANAGEMENT
Individuals have the potential to be inspired at any given time, depending on their environment and their focus. Reactions to the environment take place in the reptilian brain and are product or violated assumptions about the way things should be. The reptilian brain does not reason and therefore reaction are non-intelligent actions. By understanding the psychology of how and why people act and react to each other in the groups, as an individual can change one consistent behaviour in an environment and affect the entire environment.
The subconscious sections based on assumptions about the way people should be manifest the way others treat them. Because of those subconscious actions, we are personally responsible for the way others treat us and the creation of our own environment.
Personality cannot be defined or categorized; it can only be interpreted by understanding the three (3) separate components of character:
Each person Mentally processes the world around them based on a genetic brain processing and while we cannot change our genetic brain processors, we learn “software” to compensate.
While our Emotional Motivation is driven by eight primary emotional drivers, these are products of our environment and are subject to change over time.
We have habitual physical postures that affect our focus, attitude and the way our environment interacts with us.
Starts with a framework of self-awareness and an understanding of how we affect and are affected by our environment. Expanding and internalizing this requires an experiential process that enhances our abilities in Communication, Time Management and Strategic Thinking which in turn leads to additional skills that become internalized at a psychological level
Overcome Your
Obstacles
Issues with personal and organizational effectiveness
Leadership development at all levels of the organization
Develop Your Strength
The OBJECTIVES
The programme contains specific practical and implementable applications to addressing and overcoming issues at work and in life. Each module will have multiple applications.
The Augmentative Communication starts with a framework of self-awareness and an understanding how we affect and are affected by our environment. Expanding and internalizing this requires an experiential process that enhances our abilities in Communication, Time Management and Strategic Thinking which in turn leads to additional skills that become internalized at a psychological level.
The
End Result
You will gain
superior Personal and Organizational Leadership Skills
The Contents
01
BEING RIGHT
02
COLOURED BRAIN
03
EMOTIONAL DRIVE
04
POSTURE IN ROUTINE LIVES
BEINGRIGHT
How your environment affects you?
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Intelligent “Actions” create a positive environment
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Reactions create a stressful ineffective environment
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You affect on your environment
Circle of Tolerance
Breaking Your Barriers
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Bigger circle of Tolerance
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Smaller Circle of Tolerance
FOCUS & The Reticular Activating System (RAS)
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Past Perpetuates Behaviour
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Perception Vs Reality
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Directing Positive behaviours
World of Work
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Positive Emotions
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Negative Emotions
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The Four Insanities – P.I.C.T
Being Hero
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Hero/Solving Big Problem
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Villian/Big Problem
Encoded Assumption and Rules of Engagement
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Past learning experience
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Encoded Assumption
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Personal Effectiveness & Acting Intelligently
Blame
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No Blame Zone – Make the concept of Blame Fun!
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Failing Intelligently - The Smart Alternative to Blame
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Reduce mistakes
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Keep People Motivated
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Improve Innovative Competence
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Behaviours Modification Strategy
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Positive Modification Strategy
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Negative behaviours Redirection
Brain Models
Sperry’s Model
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Left brain
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Right brain
Mac Lean’s Model
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Neocortex
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Mammalian
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Reptilian
COLOUREDBRAIN
Coloured Brain Processor
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Employee Productivity Enhancement
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Improved Team Working
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Communication Dynamics
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Coloured Questions
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Effective Coloured Team Thinking
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Determines Why and How of our processing of a Situation
Organizational Colours - Team and Leadership Colours
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Coloured Brain Leadership
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Effective Coloured Team Thinking
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The Colour of Teams and Ideal Team Formations
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e.g. HR Team – Blue and Purple brains led by a Blue Brain
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The Colours of Time
the
GREEN BRAIN
FORWARD MOVING
the
BLUE BRAIN
Emotional Base
the
RED BRAIN
Clarity
the
PURPLE BRAIN
Information
EMOTIONALDRIVE
Personal Competency Development
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The Iceberg of Perception
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Need Sucking
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Human Drivers Challenge
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Primary Psychological Make-up
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Fear Tolerance and Loss Factor
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Emotional Triggers
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Human Driving Forces - The Eight Emotional Drivers Matrix
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Achievement
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Belonging and Love
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Challenges and Growth
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Contribution and Responsibility
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Diversity / Change
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Excellence
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Security and Control
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Significance and Recognition
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RESISTANCE
Communication Fulfils
Individual’s Emotional Drivers
Circle of
INTERNAL REBELION
Communication Fulfils
Individual’s Emotional Drivers
Circle of
EXTERNAL REBELION
Communication Goes Against
Core Values
Circle of
POSTUREIN ROUTINE LIVES
Physical Actions Flowing out of Our Emotions
The Warrior
The Emperor
The Child
The Lover
The Angel
WHOSHOULD ATTEND?
The programme contents is suitable for all levels of employment in an organisation. In order to have a holistic coverage among all stake holders, it is recommended to have a mixture of participants from different levels.
THE METHODOLOGY
This is a highly interactive and a practical work-based application in communication. Below are some of the delivery methodology (but not limited to):
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Activities
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Simulation
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Case Studies
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Role Play
To enhance absorption and retention of information, sessions will be facilitated with: -
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Interactive slides presentations
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Individual course notes/materials