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Date: Jun 27, 2008 

Jobs Engineering: From Design to Implementation

The human capital in an institution is the most important element in its success. Investing in it can drive you to very high limits. Few companies consider the Hr function seriously. We have tackled this issue detailed in the following outline:

  1. The Human Resource Function in Context
    1. The Organization and Jobs
    2. Implications of Job Descriptions
      1. Implications on Recruitment and Selection
      2. Implications on Performance Appraisal
      3. Implications on Compensation
    3. The Big Argument – Job Descriptions to Stay or to Go
      1. Nature of the Business
      2. Nature of the Human Resources of the Company
      3. Job Dynamics

  2. Understanding the Process
    1. Conducting the Job Analysis
    2. Deducing and writing the Job Description
    3. Implementing Job Descriptions
    4. Upgrading Job Descriptions

  3. The Job Analysis Process
    1. Preparing and Designing the Project
      1. Designing the Job Analysis Questionnaires
      2. Communicating with the Organization
    2. Identifying the Jobs to be described
      1. Jobs that are critical for organizational effectiveness
      2. Highly dynamic jobs
      3. Newly created jobs
    3. Collecting the needed Information
      1. Interviews
      2. Job Analysis Questionnaire
      3. Publications (Books, Internet)
      4. Previously written Job Descriptions
      5. Subject Matter Experts (SMEs)
    4. Analyzing the Information
      1. Defining a Task
      2. What makes a Task
      3. Understanding the concept of Responsibility
      4. Defining Qualifications
      5. Understanding the relation between Tasks & Qualifications

  4. Writing and Verifying the Job Description
    1. The structure of a Job Description
    2. Articulation of tasks and qualifications
    3. Reviewing And Verifying the Job Descriptions with SMEs
    4. The Language Question

  5. Implementing the Job Description
    1. The responsibility of the Human Resource Department
    2. The Responsibility of the Supervisor
    3. The Responsibility of the Employee
  6. Maintaining and Updating the Job Descriptions
    1. Life cycle of a Job Description
    2. Updating Techniques
      1. Survey
      2. Quality Circles

  7. Considerations
    1. The difference between a Job and a Position
    2. The right authority to handle Job Descriptions
    3. The importance of communication


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  Worry about being better; bigger will take care of itself.
~ Gary Comer (1929–2006)

Since 2000, MINDSMASTER has:
- Engaged with 500  companies
- Trained 7000  professionals
- Targeted by 1,700,500  hits on site

MINDSMASTER Canada Inc. received "Seasons' Greetings" wishes from Prime Minister Jean Charest of Québec for the year 2007.
MINDSMASTER delivered 2 training sessions to the HR Department of the Canadian Federal Government on January 16, 2006 in Ottawa entitled "Stress Management & 12 Daily Practices To Guarantee Tomorrow's Success".
MINDSMASTER Canada Inc. prepared a comprehensive paper on the new Leadership Era in the world through the great changes happening for the World Bank Institute in June 2006.