Robert Mosley is widely recognised in many industries and many countries as one of the leading global experts on compensation and benefits and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally, especially in the GCC and Asia having worked in these regions for over 30 years.
An Interview with Robert
The world is shaking under current COVID-19 crisis which is taking a toll on many areas of our daily lives and businesses operation. You are the expert on job evaluation, and would be great if you could elaborate on that more in detail, but firstly now with the world moving towards remote working could you share how you see the job evaluation processes being impacted by this shift?
Jobs will still be evaluated and employees will still be put into grades, but with far more flexibility on “job grade versus person grade”, with employees being graded on their competence-levels and skill-levels, especially in key roles, with more agility in placing an employee against a job.
We will see far more cases of X-1 (where the employee has a person-grade which is one grade lower than the job-grade as they are under development) and far more cases of X+1 (where the employee has a person-grade which is one grade higher than the job-grade as they are over-qualified and critical for key retention).
So job evaluation and putting employees into grades will be far more flexible, and not just about the job. But the main underlying job evaluation skills remain 100% valid even now, and we will explore this in detail in my masterclass workshop on “Job Evcaluation and Grades” on Sunday 7th June 2020 at the 24th Annual C&B Forum.
I don’t think remote working is going to be a huge issue for the job evaluation professionals within HR (as in the remote world, a job is still a job, but it is being performed differently), but it is much more likely to be an issue for the OD professionals and PM professionals within HR.
The OD professionals will have to be far more flexible about agile working when doing organisational design, with more matrix structures and more project teams, and less traditional 1:1 reporting.
The PM professionals will also have to embrace agile HR, and remote workers cant be measured on traditional annual KPIs, but instead they will be measured on monthly (or even weekly) milestone targets which are being called their OKRs (objectives and key results) or better still MSCs (goals which are Must-Do, Should-Do and Could-Do) to focus their work objectives into tangible measurable performance goals.
The area of performance management is probably the biggest field of impact when it comes to WFH and remote workers. We are seeing that remote workers can’t be managed or measured on traditional annual KPIs, so instead they are being measured on short-term milestones, and they are being focussed to achieve monthly or even weekly specific goals and targets, which are milestone targets along the path of achieving bigger-picture KPIs.
We are seeing the emergence of OKRs (objectives and key results) or better still MSCs (goals which are Must-Do, Should-Do and Could-Do) to focus the work objectives for remote workers into tangible measurable performance goals. The manager or project leader has a start-of-week call with each remote worker (or teams of remote workers) where they discuss and agree what has to be achieved in the following week or month, and at the end of that call they summarise the priorities in descending order of “Must-Do”, “Should-Do” and “Could-Do” (hence MSCs). At the end of the week or month, the employee then self-assesses what they have completed and achieved as either Yes or No, and that converts automatically into a performance rating for that period that they discuss and agree very easily and quickly with their manager. The end-of-year performance rating is then just the annual average of the weekly or monthly ratings, so we can abandon traditional performance appraisal meetings and we will see the death of traditional performance appraisals.
So it is time to say “Bye Bye KPIs and Hello MSCs”, and we will explore this in detail in my masterclass workshop on “Performance Management” on Thursday 11th June 2020 at the 24th Annual C&B Forum.
When we get through these current difficult times, we will remember the companies that didn’t just think about profits and costs, but also thought about employees and well-being. Of course companies need to manage costs, but forced unpaid leave and worse still redundancies should be the final measure, the extreme solution. There are plenty of more employee-friendly solutions that need to be tried and exhausted first before talking the more desperate measures. The first thing to do is use up any outstanding annual paid leave bank, then look at remote working, then reduced hours, then voluntary temporary pay reductions, but only go to unpaid furlough leave and redundancies as an extreme do-or-die final measure. And above all else TALK to your employees and get their opinions and ideas, and get their buy-in to any solutions. They understand.
Be realistic, and talk with their employers. Explore all avenues that you can work together, to save costs but protect employment. Meanwhile, whilst working from home, find a way to keep to some routine and compartmentalise work-life from personal-life. Simple things like work in a different room to where you would normally be. Also as an employee use this time to invest in yourself and do some online training courses.
We will see a rebalancing of what we define as “critical employees”, and we will see more trust from the employer to the employee, and WFH will become more widely accepted. But I also think that the GIG economy has peaked, and employees will be less inclined to go freelance, and will value traditional employment benefits (and job security) more, so perhaps overall we will see a far stronger employer-employee relationship in all areas.
About Robert Mosley:
Robert Mosley is globally recognised as the leading expert on both “Compensation” and “Performance”, and in recognition of his iconic status, Robert was awarded the “Global HR Leadership Award” in 2017 by the “World HR Congress”.