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By admin April 12, 2022

HR leaders are anticipating more changes in social developments, digital business, consumer behaviours, emerging technologies which would ultimately change how people will work in the future. As it is, current trends in business and technology show that the way employees work; where, when, why and with whom, will change and it would no longer be the same.

We should not despair, as all is not lost because as humans we are flexible and adaptable and we have it within us to grasp the changing trends that are unfolding before us. In this aspect, we can look to job redesign to review existing structures and ways of working to maximize the potential of employees and enable the effective use of resources to better meet the needs of the people using the services; in short, we will not lose jobs but instead keep them and add more value to them.  

Job redesign have never been more important in this present time as it supports employment, employability and prepares both employers and employees for the inevitable change. Organisations and their people need to seriously consider redesigning jobs for tangible benefits such as balancing work overload and underload, eliminating repetitiveness and allowing for more control over the work. Redesigning and adding more value to the job would also help organisations reduce delay in filling positions.    

We must acknowledge that not all job roles can be redesigned due to specialised skills, service requirements etc. but with the continuing evolvement of business digitalisation and distribution of work across boundaries, evaluating job roles give us the opportunity to enhance our understanding of the whole job process; and how we can effectively manage excessive working hours, this would ultimately result in us making a more informed decision on allowing the flexibility for hybrid work.