Impact on HR
With changes to the job, HR will also need to step up and make some key adjustments to support the new role.
What are the changes to manpower planning?
What are the target talent pools?
How should we attract them?
Develop & Retain
What training is needed to uplift current roles to take on redesigned roles?
Transition & Exit
What is the process for managing transitions and exits?
As the job changes and additional efficiencies are being facilitated by the job redesign, there might be siginificant impact to your manpower planning such as:
- Changes in Full Time Equivalent (FTE) to deliver the same level of output
- Different skills and experience requirement
- New job roles with additional FTE to replace other job roles
Develop job descriptions for redesigned jobs to reflect new role requirements. Document the role requirements to support sourcing of potential candidates from internal and external pools, and enable potential candidates to understand job requirements.
Current bookkeeping role
New bookkeeper role
Develop and Retain
Develop training roadmaps to close gaps between current skills and skills required for redesigned jobs. Identify skills gap and training and development required to facilitate skill development and application so that employees will be able to perform at desired proficiency levels.
Review career management strategies to establish potential vertical and lateral career pathways. Identify and communicate potential career pathways to keep employees informed of the career opportunities available within the organisation and the broader sector.
Career Pathways for Bookkeeper
Transition & Exit
Provide transition support for those who are unwilling or unable to take up redesigned jobs and seek
constructive feedback from employee exits to further refine job redesign efforts.
Formulate plan for employees who are unwilling or unable to take up redesigned roles due to large competency gaps.
- Identify unwilling and change resistant employees.
- Address concerns and assure them that they will be supported throughout the job redesign process.
- Develop a natural attrition plan for existing employees who will not transition to redesigned role.
Review process to support employee exits
- Conduct exit interviews to collect feedback to ascertain reasons for leaving and challenges faced
for redesigned roles.
- Review feedback collected and determine if any feedback should flow into subsequent decision-making processes to refine job redesign efforts.