Job Evaluation, Grading: Compensation, Salary, 350+ Tools

Build pay structures: total rewards, benefits management, salary benchmarking, pay equity, scorecards and calculators

Description

This course contains the use of artificial intelligence.

352 tools for job grading and pay structures in one course: 263 ready-to-use files, templates, scorecards, checklists and prompts, 4 services and apps shown on screen, plus 85 models and methods.

Open a lecture, take the tool, use it on your own jobs and salaries.

Why pay feels unfair

In most companies salaries grew one negotiation at a time. Two people in similar jobs earn different money, managers cannot explain why, and every salary request becomes a personal fight. A grading system fixes this, but building one from nothing looks like a consulting project that costs a year and a budget.

What changes after this course

You build the system yourself, step by step. You describe jobs, score them on clear factors, group them into grades and attach pay bands tied to the market. You check where pay is unequal and plan the review. Each step has a working file: a scorecard, a builder, a calculator or a template.

What is inside: 352 tools, counted file by file

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 62 downloadable resources: the lecture presentations plus 24 standalone working files (builders, calculators, analyzers, modelers, workbooks, leveling references and plan documents)
• 239 ready-to-use tools inside the presentations:
• 64 templates and sample documents: grade structure, compensation philosophy, salary compa-ratio, annual payroll budget
• 48 scorecards, rubrics and scoring matrices: paired comparison job evaluation, salary range performance zones, market pay positioning matrix, salary increase matrix
• 35 checklists: salary structure design, salary benchmark job selection, salary survey selection, bonus scheme design
• 32 step-by-step procedures and workflows: job grading implementation, salary structure development, total rewards budgeting, bonus system design
• 25 question lists and conversation scripts: job analysis interview, variable compensation design, compensation philosophy design, grade structure design
• 24 ready AI prompts: Hay job evaluation, salary structure design, single-role market pricing, pay equity analysis
• 7 formulas and metric sets: salary distribution statistics, total rewards metrics, salary review cycle metrics
• 4 other working tools: salary survey source selection tree, promotion and off-cycle adjustment rules, benefits objectives ranking worksheet
• 85 models and methods explained with examples: Hay job evaluation, point-factor job evaluation, Mercer IPE, WTW Global Grading
• 4 services and apps shown on screen: Carta, OptionPlan, TriNet HR Platform, Microsoft Excel

Where the tools are

• Job grading core (3 sections, 71 tools). Job evaluation fundamentals, methods and the step-by-step grading process, market salaries, pay equity and compensation strategy.
• Compensation strategy and salary structures (82 tools). Base pay, job analysis, grades and pay bands, salary surveys, pay equity, bonuses and recognition.
• Incentive systems (60 tools). KPIs, commissions, merit pay and team incentives by grade.
• Job profiles (57 tools). Job analysis methods, competencies, libraries and career paths.
• AI for job evaluation and pay (104 tools). Job architecture, market pricing, salary review, budget modeling, personalized benefits and total rewards statements with an AI assistant.
• Employee benefits (29 tools). Benefits by grade, business case, flexible benefits and budgeting.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

Job grading is something I have built with my own hands. At the STB television channel I had to budget salaries with no grading system at all, so I studied the Hay methodology from a printed brochure, took its tables apart into formulas and rebuilt them in a spreadsheet. The system we then introduced across the StarLightMedia holding covered 1,370 jobs in 8 legal entities and 11 grades. Later, at Wargaming, we moved to the Radford methodology. The tools in this course come from that work.

How to use the course

Watch the first three sections in order to build a grading system from start to finish. Then use the rest as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name, so you can go straight to the scorecard or calculator you need.

What is included

• 39 lectures across 9 sections, 20 hours
• 62 downloadable resources: lecture presentations and working files
• 352 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take ten jobs from one department. Open the evaluation lecture, score them with the scorecard and see which ones land in the same grade. Companies with clear grades spend less time arguing about pay, and every month without them adds another exception to explain. Enrol now and start your first lesson today.

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