How can organisations redesign work to make it easier, more engaging, and provide abundant upskilling and reskilling opportunities?
Henderson Security has been grappling with intense talent competition and challenges in attracting and retaining diverse talents. In response, the organisation embarked on a work redesign project to analyse the work performed by security officers (SO) and security supervisors (SS) to make the work more attractive.
This involves exploring opportunities to <strong”>automate manual tasks, reassessing processes and workflows, and identifying opportunities for role expansion to encompass more value-adding activities. Through this job redesign initiative, work becomes not only easier but also more engaging, offering employees the potential for upskilling and reskilling.
- To gain a comprehensive understanding of work demands, potential automation opportunities, and areas for enhancements, Henderson Security conducted on-site engagements, interviews, and time-task surveys to gather reliable data.
- Besides this, they also prioritised understanding employee sentiments, uncovering the desired employee experiences, career aspirations and daily work challenges.
- Through this review, Henderson Security successfully identified mission-critical tasks and distinguished them from secondary tasks that could be replaced or eliminated. This analysis enabled them to retain and uplift their most critical tasks while shedding redundant responsibilities.
- Based on insights gathered, Henderson Security implemented a range of solutions including leveraging technology and redesigning processes to streamline operations, making work easier and more efficient.
- Most importantly, they were committed to redesigning job roles in a purposeful manner. For instance, the role of Security Officer was expanded to encompass engaging activities like gathering customer feedback and providing customer services. Similarly, the Security Supervisor role has expanded to contribute to strategic planning for security risk and developing training plans.
- This approach ensures that the work becomes more fulfilling and meaningful for employees and empowers them to upskill themselves in new activities and fosters a culture of continuous learning.
Improved quality of security services provided
Achieved productivity gain of at least 5%, resulting in time savings
Increased role fit and satisfaction
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The IHRP Body of Competencies (BoC) outlines the competency standards required for HR professionals to be future-focused, ready to deliver impactful employee experiences and create sustainable value for the organisation.
Comprehensive overview of the 21 job roles outlined in the HR SkillsFuture Framework, with corresponding competencies from the Body of Competencies (BoC) framework tailored to each role.
Discover, learn and explore how the IHRP Body of Competencies have been used to empower individuals and organisations in driving effective and meaningful transformations.