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    Course Overview

    There are increasing risks in many traditional organisations as their industries continue to evolve faster than many can catch up.

    Such risks will potentially lead to HR issues such as poor employee retention, a decrease in job productivity and lower employee satisfaction.

    As businesses are still grappling with the consequence of COVID19, these added predicaments are ones that companies would not want to be added to their plate.

    According to the 2019 study by SKN Sinhgad School of Business Management on employee retention, there is an increasing importance of employee retention in an organization as high turnover is not just expensive in terms of money and time.

    As an HR professional who already is balancing many different spectrum of work from payroll to talent management to compensation and more, employee retention issues will make work even tougher as disruptive duties to replace headcounts and to get them up to speed will take time away from core duties to build up the HR capabilities of your organisation.

    It is paramount for organisations to take pivotal steps to address and prevent employee attritions.

    Some common areas that could be looked into include reviewing the work environment, work culture, salary negotiation, compensation management, rewards and recognition, leadership and relationship between employees and management. 

    All these by themselves could be a full-time role and many may not provide the ROI in the short run, if at all.

    There’s another option which can not just arrest almost every aspect of employee retention issues and yet provide a quick return on investment.

    It is Job Redesign and refers to the approach to revisiting and restructuring jobs to meet the specific needs of a particular segment of the workforce.

    Job Redesign has helped Lawry’s Rib achieve a 30% improvement in workflow and provided many other tangible returns for Han’s and FedEx.

    With Job Redesign, there are multi-faceted benefits to the organisations:

    1. Improving employee satisfaction: The biggest factor why companies do a job redesign is to keep an employee satisfied and motivated with better roles and tasks to perform.

     

    1. Making the job contemporary: Job redesign ensures that some redundant activities are removed and some critical tasks as added to the job role keeping in mind the industry requirements.

     

    1. Increasing Company Output: Improvement in job roles that lead to employee motivation will indirectly lead to higher productivity from employees

     

    1. Increasing employee accountability: Since job redesign involves improving a current job role which keeps an employee satisfied, it requires higher responsibility and accountability from the employee.

    Our WSG – SHRI Redesigning Jobs for Tomorrow Programme will guide you with the necessary skills to evaluate jobs that can be redesigned to fit the future of work, workforce and workplace.

    Who Should Attend

    HR executives and managers including senior HR business partners and functional specialist (PMEs) with at least 3 to 5 years of working experience involved in organisational transformation, workforce development and deployment, manpower planning and HR business partnering & management.

    Focal Topics

    Learning Objectives

    1. Provide the business case for change (context setting) and how jobs can be redesigned to fit the future of work, workforce and workplace
    2. Understand business challenges and start to ideate on how external forces impact organisations and the need to develop the necessary responses to meet these challenges
    3. Develop learners’ ability to apply the 4 difference approaches of job redesign
    4. Develop and identify the necessary competencies that are required for the new roles & responsibilities
    5. Be able to look at current workflows and redesign inefficient areas of work that could be replaced or eliminated
    6. To be able to understand how to conduct a job evaluation to aid in other progressive people practices
    7. Understand and appreciate the change techniques to motivate and increase buy-in from the workforce on the importance of change in the workplace
    8. Be able to identify key stakeholders and develop the necessary communication strategy to aid change in the workplace

    Masterclass Outline

    This programme covers:

    1. Strategic analysis to understand the key factors/ challenges that will impact the organisation and how the changing reality might change/ transform the business model and strategy
    2. Impact of Technology and its application in job redesign
    3. Understand and apply the various Approaches to Job Redesign and Job Analysis
    4. Understand and apply workflow design
    5. Job evaluation and its impact on pay and reward, career planning, succession planning, competency modelling and organisational design
    6. Change Management

    Learning Methodology

    Lecture, group discussion, case study, hands-on application and practice

    Useful information

    Date: 25 & 27 April 2022

    Time: 9.00am – 5.00pm

    Platform: Virtually via Zoom

    Clinic: 29 April 2022
    Friday (Half-Day, 2.00pm – 5.30pm)

    Course Fee:

    SHRI Member: $450
    Non-Member: $550
    (Sign up for SHRI Membership to enjoy $100 off course fee!)
    (Course fee is subject to GST)

    Course fee after SSG training grant may vary and is subjected to SSG approval.
    *Grant amount indicated here does not include absentee payroll (AP) funding as this is dependent on the trainee’s hourly basic salary (other than for trainees supported by surrogate Employers, where AP is computed on flat rate independent of salary).

    Trainer profile

    Yeo Keng Kiat

    Workshop Facilitator

    Keng Kiat has over 30 years of extensive experience working in global multinational corporations in the IT, manufacturing and financial industries. In the last 12 years, he held leadership roles in HR, L&D and OD, driving strategic and operational programs in employee & industrial relations, talent & succession management, employee engagement, professional development, and corporate HR services.

    Before making HR his career, Keng Kiat’s expertise was in helping MNCs transform their IT processes to global best practices and training ITSM practitioners to operationalise policies. He also specialised in data centre automation, application release management and mainframe systems support.

    Keng Kiat is passionate about developing leaders to lead with wisdom and compassion. He is an ACTA-certified adult educator and holds a Specialist Diploma in Advanced Facilitation. He has facilitated corporate learning in topics such as leadership, diversity & inclusion, professional integrity and business communications. He is also a Design Thinking practitioner and has facilitated strategic planning interventions to enhance organisational effectiveness.

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