Revitalisation of job modelling and evaluation is needed


Responding to disruptive changes in HR

The need of revitalization of job modelling and evaluation

’In order to stand out and to compete within a demanding working environment, a solid job framework (job modelling & evaluation) is a necessity. It is widely recognized that current job frameworks do not meet the needs of the workplace, employees and future work in general. Redefining the job framework is a key intervention to overcome the current formal mechanism that rewards undesired behaviour, as is performance management.

Organisations across all industries are facing significant disruptions. Some of the developments that organisations need to anticipate is an accelerated amount of industry innovation, digitalisation, robotics, ongoing cost reduction and agility. Additionally, specific industries like Financial Services, Energy & Resources and Pharmaceutical Industries have to deal with continued regulatory and reputational pressure. It is clear this impacts human capital within these organisations. Numerous publications about recent restructuring within Financial Services organisation illustrate this well. Reading through all comments linked to these reorganisations it is obvious that recent changes do not mark the end situation. On the contrary. Many see this as a starting point for even more drastic changes to come in the near future. This will lead to a situation in which adoption of disruptive changes will become a common practice.

It is recommended for organisations to adapt these changes. Within HR we see a focus on answering questions such as, ‘What is the future of our work?’, ‘Who are our future workers?’ and ‘What will the future workplace be like?’ The answers to these questions will inevitably have impact on current job modelling and evaluation practices, whereby it is important to consider these matters.

Indication of changes

All industries will face disruptive changes in work, workers and in workplaces. This blog would become way too long if we would try to explore all potential changes. However, as it is important to understand the impact on job modelling and evaluation we want to highlight some key changes:

  • There will be an increased need for highly skilled leadership and a strong organisational culture.
  • Multi-generational, diverse and virtual workforces will work together virtually or co-located. 
  • Spaces, systems, policies and infrastructure must enable workers to deliver work in new ways. 
  • Work will become more mobile, flexible, data-driven and technology based. 
  • Work will be less about time and place and more about insights and impacts. 
  • Using technology and data to drive efficiency and customer value will be a ‘ticket to play’. 

Employees will expect flexibility, empowerment and tailored reward systems from their employers. The important differentiating capabilities needed by future employees must be clearly articulated, enabled and rewarded through sophisticated and cohesive talent management approaches.

Call for action

To address the needs of employees, a solid job framework (including job modeling & evaluation) is necessary. However, based on multiple market conversations it appears to be widely recognized that current job frameworks do not meet the needs of the future of work, worker and workplace. These frameworks are considered to be too rigid. Redefining the job framework is a key intervention to overcome the current formal mechanism that rewards undesired behaviour, along with performance management. However, this is not as easy as it may seem. Within many collective labour agreements the applicable job framework has been agreed. Changing this will not happen overnight and needs consent between employer and employees and/or their representatives. However, it is clear that if the employers do not start thinking about this now, the market will dictate changes anytime soon.

Open invitation

Completely in line with modern (agile and nimble) ways of working in open eco-systems, Deloitte will launch an initiative together with private sector clients to co-develop a new vision and potentially tooling for a new framework for job modelling and evaluation. Currently, Deloitte develops a tool for assessing maturity of the current job framework. You are invited to co-develop and shape the outline for a future proof job framework. Together we will make impact.

Read more about the transitioning to the Future of Work and the Workplace by downloading Deloitte's White Paper on the Future of Work Research Study. Click here to download the White Paper.

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