Advanced Certificate in Future Workforce Architecture Module 2: Re-designing Work For The Future Workplace

Managers, HR professionals and business executives involved in organisation growth and workforce transformation. 

Pre-requisites

Participants should have:

• a diploma/ degree

At the end of the 1-day module, participants will be able to:

• Identify opportunities for job redesign at the workplace
• Analyse and design job roles that would reduce redundancy and elevate job value
• Deploy project management tools and methods
• Conduct evaluation on the effectiveness of the redesigned job roles

1. Why Job Redesign to shape the Future of Work?

This topic discusses why it is imperative for organisations operating in a VUCA environment to embark on job redesign as a talent management strategy to remain competitive. In such a disruptive yet exciting environment, the reasons and opportunities for job redesign must be well understood within the context of the organisations capabilities and its interdependence on technology that lent stakeholders’ buy in with improved productivity and employees well-being. Identifying the reasons and opportunities for job redesigning provide clarity on the roadmap to its execution in achieving the desired results. The rapid advancement of digital technology and the age of “The New Normal” borne from Covid – Pandemic had caused disruptions unlike those seen in previous industrial revolutions. The impact of Covid - 19 had further raised the bar on the urgency of shaping jobs for future work or rather “Now” jobs.

2. What are Legal and Ethical principles/considerations of Job Redesign

This topic delves into discussions on legal and ethical issues that impact on the nature of work and rapidly evolving workplace and demographics. As the future of work evolve at a quantum leap with jobs designed to integrate with new technology, ethical challenges too emerge as a central point of discussion. It was reported in Deloitte’s 2020 Human Capital Trend Survey that while 85% of survey respondents believe that the future of work raises ethical challenges, only 27% have clear polices and leaders to manage. What are the key drivers from internal and external factors that influence legal and ethical issues in the future workplace?

3. Adopting the SHRM Work Redesign Process Framework

Participants will be introduced to the SHRM Work Redesign Process Framework with its 6 step processes. In the course of learning how to use the framework, participants will gain knowledge and skills on how to analyse and design job roles to reduce redundancy and add value to future work. Applicable tools and methods will also be discussed for the following 6 step processes:

• Develop a Framework – Developing business Strategy and future Capabilities
• Analysis – Conducting gap Analysis
• Designing – Designing future state processes, what can be standardized, consolidated or automated
• Build – Build in technology solutions for prototyping and implementation
• Implement – Adopting change management implement new strategies and solutions
• Review and Refine – Monitor, evaluate, and refine as necessary

4. Implementation and Evaluation of Job Redesign Initiatives

Central to this topic participants will discuss obstacles to job designing and how to overcome them through effective project management, stakeholders’ management, and communication. The objectives set on a job redesign initiative, like all else, must be monitored and evaluated on its effectiveness. Class discussions on evaluating effectiveness of job redesign will be centred not only ‘why’ it must be measured but also ‘what’ and ‘how’ it can be measured.

5. Attributes of Work that Engages and Motivates

Discussions on this topic will be centred on how to make a job engaging and motivating to employees. Lessons learnt from the early industrial era where work was mechanistically designed for efficiency purposes but resulting in employees disengagement and dissatisfaction, how then, can we approach from the human-centric perspective to engage and motivate employee in meaningful work that adds value to performance and productivity for the future workplace. What are the attributes that must be considered when conducting a job design or redesign to satisfy the new normal workplace environment, balancing the use of technology, employees’ well-being, capabilities and changing demographics? 

6. Competencies for Job Design for Future of Work

Embracing the concept of future of work requires a mindset for continuous upgrading of organisational capabilities, agility, and scenario planning ready for unexpected environmental setbacks such as Covid-19. The session will discuss what competencies are deem as essential for participants to prepare them to conduct job redesign effectively, leveraging on AI to augment transformation of work processes and infrastructure of the future workplace. The role of an HR professional as a Designer?