Job Redesign Methodology

1
Diagnose Existing Processes and Jobs
- Understand strategic goals, key challenges and opportunities for Job Redesign
- Understand key challenges and pain points in existing HR processes
- Develop a roadmap for the Job Redesign effort

2
Select Job Redesign Intervention
- Conduct job analysis to understand work processes and impacted job roles that have the largest opportunity for redesign
- Identify possible modifications through:
  - Job tasks and responsibilities
  - Work flows
  - Physical working environment
  - Equipment, tools and/ or technology application
  - Identify possible modifications
3
Identify Priority and Impact
- Once Job Redesign interventions are shortlisted, prioritise the modifications based on the resources required, impact to business as well as impact on the workforce

4
Develop Action Plan
- Map out a list of key activities to successfully roll out the Job Redesign effort
- Assign a person-in-charge and establish timelines to ensure success and sustainability of Job Redesign efforts
5
Conduct Job Redesign Implementation
- Pilot Job Redesign recommendations
- Conduct job shadowing/activity analysis to observe the redesigned job roles and adopted changes
6
Post-Job Redesign Implementation Analysis
- Assess effectiveness through key metrics and Key Performance Indicators (KPIs):
  - Increase in productivity (e.g. decrease in manning ratio, increased sales per employee, value-add per worker)
  - Improvements in customer experience

Needs Analysis