Hi, Has any body worked or working on Job Evaluation & Grading in Dubai, UAE ? Kindly, share. regds
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi!
I have done Job Evaluation, Job Grading, and Compensation Benchmarking projects in Dubai, the UAE, and KSA. I have been doing projects in the region since 2006.
I also have compensation data in the area.
The outputs of JE and all related projects are strictly confidential. They belong to the company that commissioned us to implement the project.
Job Evaluation, Job Grading, and Compensation Data in the entire Gulf region mostly use the HayGroup Profile method. They are also the one trusted by majority of the big companies there for their compensation surveys.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Manila, PHilippines
From Philippines, Parañaque
89I have done Job Evaluation, Job Grading, and Compensation Benchmarking projects in Dubai, the UAE, and KSA. I have been doing projects in the region since 2006.
I also have compensation data in the area.
The outputs of JE and all related projects are strictly confidential. They belong to the company that commissioned us to implement the project.
Job Evaluation, Job Grading, and Compensation Data in the entire Gulf region mostly use the HayGroup Profile method. They are also the one trusted by majority of the big companies there for their compensation surveys.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Manila, PHilippines
From Philippines, Parañaque
Thanks Ms Ed Llarena, Jr.
What steps you follow and what is the approx time frame. The company has 20 group cos and is has never done JE. There are no grades in the system. About 250 Job Titles are there. what should be the time frame if i need to present a case to Management for JE & Grading?
kind regards
From United Arab Emirates, Dubai
What steps you follow and what is the approx time frame. The company has 20 group cos and is has never done JE. There are no grades in the system. About 250 Job Titles are there. what should be the time frame if i need to present a case to Management for JE & Grading?
kind regards
From United Arab Emirates, Dubai
Hi!
Please email me directly (emillaconsulting@hotmail.com) so I can give your company a formal proposal on this matter. And before I can prepare a formal proposal, I need detailed information about your company and your authorized signing officers for project contracts.
Best regards.
Ed Llarena, Jr.
Email: <emillaconsulting@hotmail.com>
From Philippines, Parañaque
Please email me directly (emillaconsulting@hotmail.com) so I can give your company a formal proposal on this matter. And before I can prepare a formal proposal, I need detailed information about your company and your authorized signing officers for project contracts.
Best regards.
Ed Llarena, Jr.
Email: <emillaconsulting@hotmail.com>
From Philippines, Parañaque
Hi!
This is a clarification in response to the comment above by Nejati:
Salary or compensation surveys have nothing to do with Job Evaluation, esp. when market data is already available in a given area/ country.
Job Evaluation (JE) is the assessment of jobs/ roles to be able to determine their relative size and rank in an organization's hierarchy. To be able to assess/ evaluate a job, you only need a good & complete job description (JD). A good JD that can be objectively evaluated must have the ff. elements: job content, job context, and job requirements.
A job can only be graded (Job Grading) & classified (Job Classification) if they are properly evaluated. A certain job is said to be properly evaluated when the methodology used is a credible tool and accepted worldwide. The most widely used JE tool is the one popularized by the HayGroup. It uses the point factor system.
When a JE project includes the design (or re-design) of a salary structure, and the company is already operating and has its current salary rate per job, the rates are compared/ bench-marked with the market rate. This is where market data or compensation surveys become relevant.
In the design, the following compensation principles must always be remembered: internal equity, external competitiveness, affordability, and sustainability.
The timeline for the conduct/ implementation of a JE project largely depends on the quantity of jobs a company has, and the status of the JD that the company has at present. Without good JDs, a company must first undertake JD writing. And JD writing includes job analysis and position clarification interviews of incumbents.
With the above explanation, you will see that the result of a survey has nothing to do with JE. And, compensation survey never determines the type of JE that one should use in the assessment of jobs.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel: 00632-828-0842/
Email: <emillaconsulting@hotmail.com>
From Philippines, Parañaque
This is a clarification in response to the comment above by Nejati:
Salary or compensation surveys have nothing to do with Job Evaluation, esp. when market data is already available in a given area/ country.
Job Evaluation (JE) is the assessment of jobs/ roles to be able to determine their relative size and rank in an organization's hierarchy. To be able to assess/ evaluate a job, you only need a good & complete job description (JD). A good JD that can be objectively evaluated must have the ff. elements: job content, job context, and job requirements.
A job can only be graded (Job Grading) & classified (Job Classification) if they are properly evaluated. A certain job is said to be properly evaluated when the methodology used is a credible tool and accepted worldwide. The most widely used JE tool is the one popularized by the HayGroup. It uses the point factor system.
When a JE project includes the design (or re-design) of a salary structure, and the company is already operating and has its current salary rate per job, the rates are compared/ bench-marked with the market rate. This is where market data or compensation surveys become relevant.
In the design, the following compensation principles must always be remembered: internal equity, external competitiveness, affordability, and sustainability.
The timeline for the conduct/ implementation of a JE project largely depends on the quantity of jobs a company has, and the status of the JD that the company has at present. Without good JDs, a company must first undertake JD writing. And JD writing includes job analysis and position clarification interviews of incumbents.
With the above explanation, you will see that the result of a survey has nothing to do with JE. And, compensation survey never determines the type of JE that one should use in the assessment of jobs.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel: 00632-828-0842/
Email: <emillaconsulting@hotmail.com>
From Philippines, Parañaque
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