Job Redesign: Mix Technology & People for Workplace Productivity
By 2030, 1 in 4 Singaporeans will be above 65 years old. This will put Singapore within the super-aged category, alongside the likes of Japan. With a smaller working population supporting a ballooning number of dependents, job redesign will be essential to keep workplace productivity up, employees engaged, as well as mentally and physically fit.
We have helped over 2000 clients across 80 countries redesign jobs for a brighter future.
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Redesigning jobs for a future-ready workforce
As a pre-approved consultant for Singapore’s Job Redesign under Productivity Solutions Grant (PSG-JR) scheme, we help businesses identify challenges within current workflows and discover opportunities for job optimization and HR transformation. We do this by drawing job redesign roadmaps, developing actionable plans, prioritizing key job modifications, and conducting thorough post-redesign analysis.
From 1 April 2022, enterprises can receive 70% funding support for Mercer consulting services under PSG-JR. Boosting staff satisfaction, job attractiveness, and job value while creating a business impact has never been easier.
Revamping Singapore organizations with job redesign
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Case Study 1: Transforming front and back-end hospitality roles for revenue-generation
Mercer has led major job redesign projects on a sector-wide level within Hotels & Accommodations, covering 13 unique roles across both front and back offices.
One client faced inefficient coordination between the Front Office and Housekeeping teams, leading to frequent disruptions in workflow. By implementing an e-housekeeping system, Mercer was able to reduce request coordination time by 90%. This freed up time for staff members to take on revenue-generating functions such as customer advisory and upselling. The job redesign enhanced the employee experience, offering staff members with greater career opportunities while also improving productivity and reducing manpower cost for the hotel.
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Case Study 2: Raising job attractiveness and ensuring business continuity for healthcare operations and support
As a provider of senior care, the Agency of Integrated Care (AIC) wanted to attract and train support staff in order to continue their mission of delivering continued care to Singapore’s ageing population.
However, support roles in Singapore were perceived to have limited career paths, making them less attractive and resulting in difficulties in recruitment. By partnering with healthcare regulators and community organizations, AIC was able to create new employee experiences with roles accompanied by greater career mobility, upskilling opportunities, and on-the-job training.
Mercer has also helped other healthcare clients develop non-clinical roles and access alternative talent pools to offset the workload of nurses and allow them to focus on clinical tasks. Using technology, hardcopy forms were phased out and documentation processes were also streamlined.
"Who will care for our elderly?"
Prepare for problems of the future in advance by increasing workplace productivity with HR transformation processes that maximize the potential of tech and people.
Boost workforce productivity with job redesign
Current challenges to employee retention
The Great Resignation and pandemic-related disruptions brought issues of limited remuneration and career advancement opportunities to the surface. This has led to higher job attrition levels as employees move on in search of better prospects.
That said, remuneration may not always be the most sustainable approach to employee retention. But employers can still create a win-win environment with job redesign that boosts the long term job prospects of their employees. In fact, this is a great opportunity for leaders to reevaluate the impact of digital transformation and create jobs that add value to both employees and the organization.
Consider the below steps to redesigning jobs in your organization
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Review external market trends to identify key jobs and skills
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Understand how new changes affect the nature and scope of jobs from both external and internal perspectives
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Discuss the job’s potential changes and its associated costs with leadership and business stakeholders
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Identify and select newly redesigned positions that are to be added to your organization based on feasibility factors such as the size of your workforce, impact of the new role, and total remuneration cost