Learn how job analysis and design form the first step of human resource management, shaping job descriptions and specifications, and guiding recruitment, training, performance management, and compensation.

Understand the key terms of job analysis, including job title, tasks, duties, occupation, and career, and how they inform job descriptions, competencies, and organization development.

Identify the goals of job analysis and how it informs evaluation, design, classification, and specification; and guides wage, safety, HR planning, recruitment, training, and performance evaluation.

Determine the purpose of job analysis, gather background information, select a representative job for analysis, collect relevant data, review findings, and produce a job description and a job specification.

Explore the key data types used in job analysis, including job duties, machines and tools, performance requirements, job context, and personal qualifications, to inform job descriptions and HR decisions.

Explains data collection techniques for job analysis, prioritizing questionnaires while covering performance data, observation, critical incidents, interviews, daily maintenance, and brainstorming to shape job descriptions and specifications.

Understand how a job description, the outcome of job analysis, standardizes duties, qualifications, and working conditions while conveying organizational and functional information for clear accountability.

Learn how a job specification details minimum qualifications, experience, and technical and behavioral competencies, and how it differs from the job description, and outline challenges in job analysis.

Understand the job design process as the combination of job content and work methods, including enrichment, enlargement, rotation, and re-engineering to boost performance and organizational effectiveness.

Explore recent trends in job design, including e commuting and flex time work, and how telecommuting and flexible schedules boost productivity, reduce absenteeism, and increase satisfaction and commitment.

Identify performance gaps and guide promotions, training, and salary decisions through end-to-end performance management and job evaluation, with objective criteria and feedback-driven development.

Explore the step-by-step process of performance evaluation, from setting joint goals and KPIs to establishing standards, conducting feedback interviews, and aligning development with career growth.

Understand traditional and modern performance appraisal methods, from simple rating scales and ranking to assessment centers, forced distribution, and cost-benefit analysis, and how job complexity drives method choice.

Explore behaviorally anchored rating scales (bars) as a method, a modern evaluation approach using critical incidents and essays. It rates competencies on 1-5 or 1-10 scales, emphasizing behavior and transparency.

Explore the 360-degree feedback method, a multi-source, holistic performance evaluation engaging managers, peers, subordinates, and customers to drive development, succession planning, and organizational transparency.

Explore management by objectives (MBO) as a collaborative performance evaluation that links organizational and individual goals through mutual agreement, measurable KPIs, and data-driven feedback.

Address objectivity by mitigating halo and recency effects and central tendency in performance evaluation, and implement evaluator training and post-evaluation interviews for development and rewards.

Learn how the job evaluation process determines the relative worth of roles to create equitable grade and pay structures, supporting performance management, succession planning, and talent retention.

Explore the process of job evaluation and compare analytical and non analytical methods, including point ranking, factor comparison, ranking, grading, and market pricing.

Understand the benefits of job evaluation—grading structures, equal pay, policy alignment, and career planning—and recognize limitations while applying strategies for transparency, evaluator training, top management support, and union involvement.

Explore how employee training and development drives talent management by aligning learning frameworks, theories, and evaluation with organizational goals to enhance skills, productivity, and a learning culture.

Explore coaching, mentoring, and blended learning as types of learning programs, emphasizing action oriented development, meeting organizational needs, and practical application through self-paced and blended delivery.

Explore development strategy through corporate university, action learning, and outdoor learning to continuously grow talent, align with organizational needs, and deliver real-world, practice-based growth.

Explore a balanced development approach that maximizes impact by allocating 10% to classroom training, 20% to e-learning, and 70% to enrolled development, fostering workplace learning.

Identify training needs, select appropriate training types, and implement just-in-time, transfer-focused programs while evaluating impact to close skill gaps in context-specific organizational environments.

Explore the training process, focusing on training needs assessment, implementation, and evaluation, using performance evaluation, job analysis, surveys, and an advisory panel to identify and address skill gaps.

Define the scope of training to enable knowledge transfer, skill acquisition, and attitude development across the organization. Highlight knowledge management, ethics, and analytical reasoning for effective leadership and program implementation.

Explore the complete training process from determining training needs to evaluating effectiveness. Learn how objectives, techniques, trainer selection, implementation, and feedback drive organizational, operational, and individual analyses.

Explore the methods of training, contrasting on-the-job and off-the-job approaches, including apprenticeship, internship, job rotation, and job instruction training, plus simulation, laboratory training, case studies, role playing, and videoconferencing.

Evaluate training programs by measuring learning outcomes, training objective achievement, and return on investment using pretest and post test designs, time series designs, and control group designs.

Identify essential conditions for an effective training programme, including top management support and a continuous, framework-based process. Foster a receptive mindset; apply effectiveness analysis to training needs and organizational development.

Explore the features, concepts, and structure of e-learning as the next step in learning and development. Discover online platforms, multimedia tools, on-demand access, and ROI-driven approaches for personalized, flexible learning.

Formulate and implement learning and development strategies for diverse roles, including a product manager, detailing learning specification, knowledge and performance outcomes, and integrating induction, on-the-job learning, coaching, mentoring, and e-learning.

Develop a comprehensive job description manual by mapping the organizational hierarchy, defining levels and functions, and linking to KPIs, performance management, and career mapping.

Learn how a job description manual can be transformed into KPI and KRA documents, with role-specific goals, data sources, and measurable performance metrics for transparent appraisals.

Identify organizational objectives using a balanced scorecard, then distribute targets across functions and individuals. Measure KPIs at individual, functional, and organizational levels to drive transparency and high performance.

Identify training needs from performance evaluations and map them to a training need ID in a unified calendar, aligning technical and behavioral competencies across grades and functions.

Convert training evaluation into a performance management rating by integrating learning with PMS, using assessments and multi-time feedback, and assigning a 10% weight to training in reviews.

Explore competency mapping, skill matrix, and career mapping through PMS and L&D, linking training calendars, gap analysis, and promotions to holistic capacity building.

Explore why employees stay or leave and how to manage retention through turnover predictors, workforce planning, workforce analysis, succession, leadership development, and career management.

Analyze turnover and conduct benchmarking and needs assessment to design a structured retention plan. Implement broad and targeted strategies, then evaluate results with senior leadership support.

Develop a workforce planning model that aligns organizational structure, productivity, and strategy with future staffing needs, gaps, and training and hiring actions for five years.

Apply a simple, step-by-step workforce analysis to determine demand and supply and perform a gap analysis. Upskill or retrain internal staff to close gaps and meet future organizational needs.

Analyze existing and future skill gaps to build comprehensive workforce plans that address surpluses and shortages. Implement recruitment, retention, redeployment, and succession strategies with clear timelines and measurable outcomes.

Identify critical positions and create a talent pipeline to fill vacancies, using data on retirement eligibility, turnover, and time to hire to guide succession planning.

Identify critical and vulnerable positions, and build a talent pipeline to implement succession planning. Develop eligibility criteria, create development plans, and use mentoring and coaching to prepare successors.

Explore how succession planning and leadership development interrelate, using the name box model and leadership competency model to build a leadership pipeline that boosts recruitment and retention.

Explore the nine-box succession planning grid to identify high potential and performance and design leadership development initiatives, with learning criteria such as reactions, learning, transfer, and results.

Develop leadership through classroom training, corporate universities, and coaching, aligned with succession planning, while using experiential learning and job assignments to build capability.

Career management is an integrated process aligning individual development with organizational needs, emphasizing planning, counselling, and non-financial motivation to reduce attrition and enable career progression.

Explore career stages from entry to end of career and map development strategies with mentoring, performance management, training, and succession planning to boost retention and internal growth.

Explore comprehensive career management practices, including internal job postings, performance and potential assessments, mentoring, succession planning, and competency-based career progression for organizations and individuals.