This document provides information about a job analysis and job evaluation specialist training program. It discusses how job management is an integral part of human resource management in helping an organization achieve its business results. The training will provide an in-depth understanding and application of job management tools and methodologies to value jobs. It will cover topics like job design, analysis, evaluation, developing job descriptions, relating job values to organizational structure and salary design, and linking job management to other HR functions like recruitment, development, and planning.

1. Value Consult
CERTIFIED JOB ANALYST &
JOB EVALUATION SPECIALIST
PROGRAM
www.valueconsulttraining.com
(021 7919 8730)

2. 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
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3. Pungki Purnadi & Associates
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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
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4. Pungki Purnadi & Associates
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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
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5. Pungki Purnadi & Associates
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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
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6. Pungki Purnadi & Associates
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PERSPECTIVE STRATEGIC MEASUREMENT – KEY RESULT AREA
InternalBusinessProcess
Perspective
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
The Balanced Scorecard – Sample of Key Result Area
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7. Pungki Purnadi & Associates
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PERSPECTIVE STRATEGIC MEASUREMENT – KEY RESULT AREA
Learning&GrowthPerspective
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
The Balanced Scorecard – Sample of Key Result Area
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8. Pungki Purnadi & Associates
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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
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9. Pungki Purnadi & Associates
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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
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10. Pungki Purnadi & Associates
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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)

11. Pungki Purnadi & Associates
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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.
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12. Pungki Purnadi & Associates
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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
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13. Profil Trainer
Pungki Purnadi, ST., MM., MHRM
Memiliki sertifikasi HR Management dari Filipina dan telah memiliki pengalaman sebagai
profesional 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 penugasan
International dan regional.Pengalaman yang lengkap di dunia praktek HR ini di-'genap'-
kan dengan pengalamannya sebagai trainer dan HR consultant untuk berbagai industri
seperti tobaccos, power plant, telecommunication, pulp & paper dan tourism.
Pungki Purnadi juga adalah salah satu penggagas Sertifikasi Bidang SDM di universitas
Atmajaya Jakarta dengan program Certified Human Resources Professional nya (CHRP).
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14. Terima Kasih
www.valueconsulttraining.com (021 7919 8730)