Certified Job Analyst dan Job Evaluation Specialist Program

Value Consult

CERTIFIED JOB ANALYST & JOB EVALUATION SPECIALIST

PROGRAM

www.valueconsulttraining.com (021 7919 8730)

Pungki Purnadi & Associates

www.pungkipurnadi.com 1

To provide an in-depth understanding

and application of the Job

Management tools and methodologies

in order to value jobs towards

achieving business results.

Workshop Objectives

JMU R2-16/3/05




Job Management is An Integral Part of the HRM

Integrated System in Achieving Business Results

CORPORATE MISSION

CORPORATE VISION

PEOPLE PLANNING

REMUNERATION

EMPLOYEE

RELATIONS

HR DEVELOPMENT(LEADERSHIP,

CAPABILITY & PMS)

PEOPLE

STRATEGY

• HR PERFORMANCE & MEASUREMENT

• HIGH BUSINESS RESULTS

• HIGH PERFORMING WORKFORCE

OBJECTIVE & STRATEGY

ORG DESIGN, STRUCTURE & JOB)

TALENT

SOURCING

Human Resource Information System

ORGANISATION DEV’T

JOB MANAGEMENT

Establish a

systematic and

consistent process of

job management that

includes designing

and valuing jobs to

meet the business

needs

Provide external

comparability in

deriving

remuneration and

ensuring internal

equity is maintained

Facilitate

recruitment,

capability building,

career and

succession

management

JMU Rev.3-3/3/06




Components of Job Management & Salary Structure Design

•Deliverables

of Job (KRA &

KPIs)

•Organisation

Model and

Structure

•Functional

Structure

INPUT REQUIRED

Job Design

Job Analysis In making

Job Description

Job Evaluation/

Grading

• Inter relationship

of job

accountabilities

within the

organisation

• Impact of jobs on

business results

•Ownership of roles

•Establish the

value of the job

•Undertake

correlation to

ensure internal

relativity and

external comparability

Job Value

Organisation Structure Design

•Business

Objectives

•Key Business

Process

•SWOT

Analysis of

the company

•Balance

Score Card

Corporate

JMU R2-16/3/05

Salary Structure Design

Salary Survey




The Balanced Scorecard – Sample of Key Result Area

PERSPECTIVE STRATEGIC MEASUREMENT – KEY RESULT AREA

Financial Perspective

F1 Increase Profitability F2 Increase Business Growth F3 Positive Operating Cash Flow F4 Controlled Cost F5 Optimized Operation Budget F6 Optimized Marketing Budget F7 Negotiate & Execute Business F8 Optimized Sales Budget F9 Optimized Finance Budget F10 Optimized HR Budget

Customer Perspective

C1 Become A Preferred Business Player C2 Provide The Best Value for customer C3 Analyze & Monitoring Market C4 Well managed Cash C5 Timely Financial Analysis C6 Optimized Collection & Disbursement C7 Highly Compliance Right & Obligation C8 Productive Working Condition





Inte

rnal B

usin

ess P

rocess

Pers

pectiv

e

Operational Excellence

I1 Maximize Efficiency & Quality of Business Process I6 Post Analysis & Reporting I7 Develop & Execute Excellent Operation Plan I10 Evaluate & Analyze Marketing Performance I12 Reliable Accounting System I13 Accountable Record & Reporting I14 Highly Compliance Accounting Process

Customer Management

I2 Optimized Channel I3 Consistently Deliver The Full Value Proposition I8 Monitor Operation Plan I9 Monitor Deliverance I11 Developing Marketing Plan

Innovation I4 Optimizing Technology Application I5 Increase Level of Service






Learn

ing

& G

row

th P

ers

pectiv

e

Human Capital

L1 Ensure readiness of strategic Jobs L7 Well Fitted Competency L8 Viable Career Plan L10 Fulfillment of Employee Requisition L12 Effective Recruitment & Separation Process

Information Capital L2 Ensure Availability of Strategic Information L16 Optimized HRIS

Organization Capital

L3 Create Customer Focused Culture L4 Build Cadre of Leaders L5 Aligned the Organization L6 The Best Practice Sharing L9 Talent Readiness L11 Highly Effective L & D Program L13 Reliable Organization Management L14 Aligned PMS L15 Competitive C & B Structure L18 Efficient Employee Administration





Linkage of Job Management Process to Other

HR Functions

JOB MANAGEMENT

PROCESS

DEVELOPMENT

Career/Succession/Capability

Building/Performance

Mgt/Performance Appraisal

BUSINESS

RESULTS

HR PLANNING

Tracking/Org Structure/Org Design

RECRUITMENT

REMUNERATION MANAGEMENT

JMU R2-16/3/05




METHODS & TOOLS

FOR H.R. MANAGEMENT

JOB/POSITION DESCRIPTION -

COMPETENCY BASED

(POSITION vs EMPLOYEE)

TEAM & INDIVIDUAL

OBJECTIVES JOB EVALUATION

INDIVIDUAL ANNUAL

INTERVIEW JOB/POSITION LEVEL

OPTIMIZATION OF

H.R. MANAGEMENT :

1. REMUNERATION & REWARD

2. DEVELOPMENT & TRAINING

3. CAREER & MOBILITY




Job Analysis (JA)

• What is Strategic Job Analysis ?

It is a combination of top down approach from Company Strategic Map (BSC) and normal Job Analysis (bottom up approach).

Job Analysis is a process of understanding the “what” and “why” of work to be done-what is to be achieved by a job, why does the job exist. It is a process of gathering facts that would enable others to make judgment about the work to be done, and the end results to be expected.

Job Analysis is not personal analysis, and it is not a performance appraisal. It is proven that professionally prepared and written job description is vital for selection, compensation, job design, training and setting of expectations.

The end result is Job Description or Position Description. www.valueconsulttraining.com (021 7919 8730)



Job Analysis

WHAT IT IS

• A process of understanding the “what” and “why” of work to be done.

• A process of gathering facts that would enable others to make judgment about the work to be done.

• The end result of this process is A JOB DESCRIPTION.




Job Analysis

WHAT IT IS (by HAY)

• Job Analysis is a process of understanding a job and presenting this information in a format which will enable others to understand the job.

• 3 stages of job analysis :

– Gathering of information

– Analyzing and Organizing the job information

– Presentation of the information


Profil Trainer

Pungki Purnadi, ST., MM., MHRM

Memiliki sertifikasi HR Management dari Filipina dan telah memiliki pengalaman sebagaiprofesional HR di beberapa industri selama lebih dari 20 tahun. Selama karirnya di HR berbagai posisi pernah diembannya seperti Head of Training & Develoment, Head of Corporate Man Power Planing, Head of Corporate Career Development , Head of Corporate Organisation Development and Studies, HRD Manager,serta Senior Human Capital Manager . Termasuk di dalamnya beberapa penugasanInternational dan regional.Pengalaman yang lengkap di dunia praktek HR ini di-'genap'-kan dengan pengalamannya sebagai trainer dan HR consultant untuk berbagai industriseperti tobaccos, power plant, telecommunication, pulp & paper dan tourism.Pungki Purnadi juga adalah salah satu penggagas Sertifikasi Bidang SDM di universitasAtmajaya Jakarta dengan program Certified Human Resources Professional nya (CHRP).


Terima Kasih


Presentations & Public Speaking

Certified Job Analyst dan Job Evaluation Specialist Program